Tools Classification Standards Position Classification Standards (Professional Staff) Classification Levels Classification Policy & Guidelines Costs Salary Costs for Budgets

Preparing to Recruit

Prior to commencing the recruitment process, Areas are advised to conduct a review of the need for the position that will take into account the following:

• Strategic and Operational plans for the area and the University
• Budget/funding
• Current staffing structure
• Qualifications and specialisations – current and future requirements
• Current staffing and skill levels
• Any foreseeable changes which might impact on the area or the role
• How the needs for the position might best be met

Plan Role

Determine the most appropriate level for Professional staff using the classification policy and guidelines.

Position Descriptions for Professional Staff

As a part of the new Performance Excellence Framework, Position Descriptions have been implemented to replace Duty Statements and Selection Criteria for Professional Staff.

The Position Description outlines the position in terms of objectives, responsibilities and outcomes, capabilities and behaviours, and knowledge and experience required to successfully perform the role.

When preparing a Position Description you should input the 'selection criteria' in to the Knowledge and Experience, and Qualifications sections within the Position Description. There is no need to use a seperate selection criteria document. Refer to selection criteria examples.

Supporting the Position Description is a Capability Dictionary that defines the capabilities and behaviours required in positions at each HEO level. Please refer below:

Guidelines

• Capability Dictionary for Professional Staff
• Guidelines for Completing Position Descriptions 
• Position Description Template 

Examples

• Position Description HEO4 - Personal Assistant
• Position Description HEO9 - Manager

Please contact your relevant Human Resources Consultant to assist with this process.

Decide whether to use External Consultants

Use of an external recruiter may improve the quality of the selection process. However, the responsibility for meeting the University of Adelaide policy requirements, for appropriate conduct of the process and for the final solution decision rests with the relevant manager.

The University does not currently have a preferred supplier panel for recruitment agencies and as such does not advocate the use of specific recruitment suppliers. However, below is a database containing contact details received from recruitment agencies for your information.

If the decision is made to use  External Consultants, Human Resources will still need to be provided with a signed copy of the Request to Advertise Form and the advertisement, as prepared by the External Consultants, in order to upload the advertisement to the University Jobs website.

The Recruitment Services Team welcomes feedback regarding recruitment suppliers.

External Consultancy Information

• Using External Consultants in Recruitment
• Recruitment Consultancy Services Agreement
• Recruitment Agencies Database

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