Recruitment Policy
Recruiting & Conditions
Authorised by the Executive Director, Student and Staff Services: 1 July 2001
1. Overview
2. Scope
3. Principles
4. Guidelines
5. Responsibilities
6. Definitions
| 1. OVERVIEW |
Jul 01
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Strategic recruitment allows the University to locate and attract
the most suitable person for the position. It supports the appointment of staff
who will support our values and current and future goals, to generate a sustainable
competitive advantage for the organisation.
The ways in which recruitment and selection processes are handled affects the
University's image as an employer and, in turn, its ability to attract qualified
people. Recruitment is a two-way process, concerned both with satisfying the University's
strategic staffing requirements and with attracting potential applicants to decide
whether they meet the job requirements, are interested in the position, and want
to join the organisation.
The following recruitment and selection policy has been designed to provide
the University with a flexible framework for recruiting staff.
| 2. SCOPE |
Jul 01
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This policy applies to appointments for all continuing and fixed-term
positions in the University.
| 3. PRINCIPLES |
Jul 01
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3.1 The aim of the recruitment process is to appoint the most
suitable person for the position.
3.2 Recruitment will take place after evaluation of the need for the
role against the Area’s Strategic and Business Plans and budget.
3.3 Recruitment processes will be consistent with and an integral part
of the staffing strategies for the area, including the aim to ensure that at least
30% of academic staff in any given department are female.
3.4 Recruitment of new staff will take into account the University's
need for new ideas and fresh approaches, and pro-actively seek out groups under-represented
in the University's staffing profile to maximise its potential to meet diverse
student needs and identify innovative research/teaching directions. (Click
here for further information on search plans.)
3.5 When external recruitment
consultants are appointed to act on the University's behalf they must
act in accordance with this policy.
3.6 The selection processes will be designed to assess applicants against
the selection criteria for the role. They will reflect good Human Resource practice,
and be:
- Designed to provide evidence of the required capabilities
- Transparent
- Timely and cost efficient
- Effective
- Equitable
- Free from conflict of interest
It is the responsibility of the Convenor of the Appointment Committee to ensure
that the selection process meets the above criteria.
3.7 In order to provide staff with career development
opportunities, and to maximise the value of the skills and talents of existing
employees, normally all positions shall be advertised within the University as
a minimum. In the following limited circumstances appointments may
be made without advertising:
- positions requiring highly specialised expertise and where an Area Manager
can certify that a search has been conducted and the nominated individual is the
best person for the job. (Click
here to access search plan guidelines.)
Or
- where the supervisor can certify that the work is required for a specific
limited purpose of up to 12 months duration.
In other extenuating circumstances positions may be filled without advertising
on approval by the Area Manager in consultation with the General Manager, Human
Resources or delegate.
3.8 Positions will be advertised on appropriate sites, including the
print media and web sites, which are most likely to maximise the field of capable,
suitably qualified applicants.
3.9 Applicants will be treated with respect throughout the recruitment
process, provided with sufficient information to make an informed choice of their
suitability for the role, have their personal documentation held in confidence
and have access to feedback.
3.10 The management of the process will enhance the University's reputation
as an employer of choice.
3.11 Recruitment will be conducted by people who are informed about
effective and equitable recruitment processes.
3.12 Area managers will have the responsibility to ensure that recruitment
and selection is conducted as an evidence-based process.
3.13 Appointment processes will be consistent with the Collective Agreement, University statutes and policy and be in the mutual best interest of
the University and the candidates.
| 4. GUIDELINES |
Jul 01
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Guidelines, which form the basis for
the implementation of the University's Recruitment Policy, are provided. They
are designed to give a clear and simple process for effective recruitment with
maximum flexibility to meet the needs of each area, while at the same time ensuring
a transparent and fair process, and clear communication of important information.
Professional human resources advice and support is available at all stages
of the process.
As the Guidelines have been designed to minimise risk to the University, local
areas are advised to discuss any significant variations with Human Resources or
their Area Manager.
| 5. RESPONSIBILITIES |
Mar 04
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| Role |
Accountable For: |
| Vice-Chancellor |
- Approve recruitment and appointment action for Deputy Vice-Chancellor, Pro
Vice-Chancellor Provost, Executive Dean, Executive Director, Level E academics
and other staff reporting to the Vice-Chancellor.
- Approve release of all vacant positions funded from operating grant bequests
and trading units.
|
| Area Manager |
- Approve recruitment and appointment action for general staff positions and
academic Level A-D positions.
|
| Head of School |
- Convene appointment committees or assign nominee.
- Recommend appointments in their School.
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| Convenor - Appointment Committee |
- Design and implementation of equitable and fair recruitment process.
- Legally appropriate verbal offer to preferred candidate.
- Negotiate any conditions on a without prejudice basis.
- Feedback to unsuccessful applicants.
- Provide relevant data/statistics on the recruitment process.
|
General Manager, Human Resources
(or delegate) |
- Issuing contracts of employment.
- Approval of classification level of Duty Statement, Selection Criteria, and
Advertisement.
- Advertising of positions.
- Provision of professional human resources advice.
- Training and development in recruitment and the principles of equity.
- Evaluation of, monitoring and reporting on the recruitment process.
- Ongoing improvement of the recruitment process.
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| 6. DEFINITIONS |
Mar 04
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Area Manager: For the purpose of this policy, Area Manager
means the Vice-Chancellor, Deputy Vice-Chancellor, Pro Vice-Chancellor, Executive
Dean, Executive Director.
Conflict of Interest: Conflict of interest may occur when a person in
a decision making role in relation to recruitment has an interest in the outcome
(separate from their professional role), and which may appear to an independent
observer to be sufficient to influence the objective exercise of his or her academic
or professional obligations or official duties.
Equitable: Open to all without systemic, hidden or apparent bias on
the grounds of gender, race, disability, sexuality, age, marital status, pregnancy,
potential pregnancy, breastfeeding, religious belief, medical record, irrelevant
criminal record or trade union activity. (Click
here for examples)
Internal Applicant (see Guidelines): A
person who at the time of recruitment for the vacancy is employed by the University
part-time or full-time on either a fixed term or continuing contract.
Casual employees with 12 months or more continuous service may be considered as
an internal applicant for the purposes of this policy.
Outsourcing Recruitment: Entering into a contract with a specialist
provider from outside the University to deliver services to support the recruitment
process.
Recruitment and Equity Training: Practical online and face to face training,
incorporating essential equity and diversity knowledge, will provide committee
members with an understanding of effective recruitment processes and assessment
tools.
Transparency: Processes which are clearly defined, easily understood
and accessed, regularly reported and open to scrutiny.
Legislation, Award, Agreements:
- Equal Opportunity Act 1984
- Disability Discrimination Act 1992
- Race Discrimination Act 1975
- Human Rights and Equal Opportunity Commission Act 1986
- Equal Opportunity for Women in the Workplace Act 1999
- Sex Discrimination Act 1984
- University of Adelaide Act 1971
- The University of Adelaide Collective Agreement
- Higher Education General Staff Salaries (HEGSS) Interim Award 1991
Replaces:
- Advertising policy
- Selection policy and procedures
- Selecting the Best Person for the Job Guidelines
- Creation of limited term positions
- Affirmation by members of Appointment Committees, Guidelines on
- Search Plan Policy and Guidelines for Developing Search Plans for Academic
Positions
- Search Plan Policy for Chief Officer and Senior General Staff Appointments
- Appointment Principles and Procedures (Administrative Handbook Sub-Section
4.3A)
- Appointment Procedures Code of Conduct (Administrative Handbook Sub-Section
15.6(1))
- Selection and Employment Procedures (Administrative Handbook Sub-Section 5.13)
- Filling Vacant Positions, Procedure for (Administrative Handbook Sub-Section
6.1)
Related documents (August 2006):
Contact Information:
For further information contact Human
Resources, Telephone: (08) 8303 5666 Fax: (08) 8303 4353.
Authorised by the Executive Director, Student and Staff Services: Jul 2001
Policy review date: July 2003
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