Purpose
To ensure that recruitment and merit selection processes contribute to the alignment of the staff profile with the current and emerging strategic directions of the Institute.
To state the Institute's commitment to equal opportunity in all recruitment and merit selection processes.
To ensure that the selection of staff is based on merit.
Scope
This policy applies to the recruitment and merit selection of academic staff for fixed-term, casual/sessional and temporary appointments.
Definitions
Appointment:when an individual accepts an offer of appointment under defined terms and conditions and a formal contract of employment is established between the Institute and the individual.
Casual/Sessional:employment that is short-term in nature and gives coverage of a position where flexibility to vary hours or modify the employment is required. Employment is by the hour, to work on an irregular basis to provide assistance for additional, seasonal or special project work.
Delegated Officer:a staff member of the Institute who is responsible for approving actions at stages of the recruitment and merit selection process.
Fixed-term:employment for a specified term or ascertainable period for which the employment contract will specify a period of employment.
Merit Selection:selection based on merit where the best possible match is made between the qualifications, knowledge, skills, abilities and relevant experience of the applicants and the selection criteria in the Position Description. In the case of casual and sessional appointments, merit is based on an assessment of applicants' qualifications, skills, knowledge and experience against the duties to be performed.
Recruitment:the process of seeking and attracting a pool of qualified applicants from which candidates for job vacancies can be selected.
Selection:the process of choosing the individual best suited to perform the requirements of a particular position.
Policy Statement
The Institute applies consistent recruitment and selection practices and procedures to ensure all applicants for positions receive fair and equitable consideration. The qualifications, knowledge, skills and experience required for each position is determined to ensure the quality of the Institute's operations and services is maintained and continually improved. The Institute further aims to select the best available person for each position.
The Recruitment of Academic Staff Policy will operate according to the following principles:
Equity
The Institute's Recruitment of Academic Staff Policy must be consistent with the principles of equal employment opportunity.
Selection Based on Merit
Selection based on merit is where the best possible match is made between qualifications, knowledge, skills, abilities and relevant experience of the applicants, and, the selection criteria in the Position Description. An applicant's skills and experience gained and applied in other contexts may be transferable to the Institute context.
Privacy
The confidentiality of applicants must be maintained at all times. Disclosure of information must only be made to those directly involved in the recruitment and merit selection process. In particular, Selection Panel members must maintain confidentiality about the outcomes of the selection process until the Panel's recommendations have been endorsed by the Delegated Officer and, where relevant, an offer of employment has been accepted.
Transparency
The process and basis for all selection decisions must be clear and transparent. Applicants have the right to lodge a complaint if they believe that an irregularity has occurred or steps in the process have not been followed in the implementation of the Institute's Recruitment of Academic Staff Policy and Procedure.
Responsibility
The Chief Executive Officer is ultimately responsible for the implementation of the policy and procedure.
Legislative Context
Equal Opportunity for Women in the Workplace Act [1999] [Commonwealth]
Sex Discrimination Act [1984] [Commonwealth]
Racial Discrimination Act [1975] [Commonwealth]
Disability Discrimination Act [1992] [Commonwealth]
Human Rights and Equal Opportunity Commission Act [1986] [Commonwealth]
Equal Opportunity Act [2004] [Victoria]
Age Discrimination Act [2004] [Commonwealth]
Associated Documents
Authorised by: Board of Directors
Original Issue March 2011
Document Owner: Chief Executive Officer
Review Date March 2016
Provider Number 01545C