Workforce Management Policy
Overview
This policy sets out principles and procedures for University workforce management practices, recognising the importance of the University's staff in delivering its primary goals of teaching, research and research training.
Scope and Application
This policy applies to all staff. The policy must be read in conjunction with relevant legislation, the Enterprise Agreement (as amended or replaced) and with related policies as published on the University of Adelaide website.
This policy is intended to operate in conjunction with other complementary University policies and with practices and business processes that collectively enhance the University's good governance and best management practice objectives.
Policy Principles
Good workforce management is based on the following principles:
1. Workforce management practices are inclusive, respectful of diversity and promote equitable access for staff.
2. Workforce management practices are informed by the strategic and operational requirements of the workplace in accordance with the Enterprise Agreement.
3. Staff are aware of the procedures for workplace variations including flexible work arrangements.
4. Decisions on workplace variations are evidence-based, objective and in accord with relevant legislation.
5. Staff are aware of their responsibilities to the University when absent from work and supervisors manage unexplained absences in accordance with the Enterprise Agreement.
6. Staff with excess accrual of leave will be managed to reduce their entitlement in a way that is fair, reasonable and in line with operational requirements.
7. Staff where their capacity to perform their duties is in doubt will be managed in a respectful and empathetic manner and in accordance with the Enterprise Agreement.
Authorities
|
Key |
Authority Category |
Authority |
Delegation Holder |
Limits |
|
Human Resources |
Incapacity to Perform Duties |
Authorise termination of employment on grounds of ill health |
Vice-Chancellor and President |
|
|
Human Resources |
Unexplained absences from work |
Termination of employment |
Vice-Chancellor and President |
|
|
Human Resources |
Leave Entitlements |
Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions. |
Vice-Chancellor & President |
|
|
Human Resources |
Voluntary Flexible Work Arrangements |
Approve voluntary flexible work arrangements, subject to the conditions of the Enterprise Agreement |
Vice-Chancellor and President; Deputy Vice-Chancellor and Vice-President (Academic); Deputy Vice-Chancellor and Vice-President (Research); Vice-President (Services and Resources); Pro Vice-Chancellor, Executive Dean, Head of School; Branch Head |
On recommendation of Supervisor |
|
Human Resources |
Workplace Modifications |
Approve workplace modifications to the value of $1,000 |
Vice-Chancellor and President; Deputy Vice-Chancellor and Vice-President (Academic); Deputy Vice-Chancellor and Vice-President (Research); Vice-President (Services and Resources); Pro Vice-Chancellor, Executive Dean, Head of School; Branch Head |
On recommendation of Supervisor |
|
Human Resources |
Leave Entitlements
|
Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions. |
Executive Dean/Corporate Manager/ Divisional Head/Pro Vice-Chancellor |
Within entitlements and accruals. |
|
Human Resources |
Leave Entitlements
|
Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions within their School or Branch |
Head of School or Branch Head |
Approval for most types of leave
|
|
Human Resources |
Workplace Modifications |
Approve expenditure in excess of $1,000 for workplace modifications |
Chief Financial Officer |
On recommendation of Director, Human Resources |
|
Human Resources |
Leave Entitlements
|
Approve an interrupted period of service as continuous for long service leave purposes. EA Clause 4.10.2 (b). |
Director Human Resources
|
Within entitlements and accruals |
|
Human Resources |
Leave Entitlements
|
Approve leave requests for annual and personal (sick) leave for staff within their delegated authority. |
Supervisor for purposes of annual and personal (sick) leave
|
Within entitlements and accruals. |
Workforce Management Procedures
* Reduced employment fraction procedure
* Reduced employment fraction (care of child) procedure
* Reduced employment fraction (care of a family member) procedure
* Workplace modifications procedure
* Unexplained Absences from Work Procedure
* Incapacity to Perform Duties Procedure
* Managing Staff Excess Leave Accruals Procedure
http://www.adelaide.edu.au/policies/3243/
| RMO File No. | 2011/1433 |
|---|---|
| Policy custodian | Vice-President (Services & Resources) |
| Responsible policy officer | Director, Human Resources |
| Approved by | Vice-Chancellor and President on 28 September 2012 |
| Related Policies | Recruitment Policy
Remuneration and Employment Benefits Policy Behaviour and Conduct Policy Performance Development and Promotion Policy Health Safety and Wellbeing Policy Leaving Policy the University Policy Enterprise Agreement |
| Related legislation | Fair Work Act 2009 (Cth)
Equal Opportunity Act 1984 (SA) Sex Discrimination Act 1984 (Cth) Disability Discrimination Act 1992 (Cth) |
| Superceded Policies | Flexible Work Arrangements Guidelines
Flexi-Time Guidelines Reduced Hours for the Care of Children Guidelines Notification of Absence Policy Long Term Sickness, Temporary Incapacity & Disablement Leave Guidelines Leave Report Guidelines |
| Effective from | 25 September 2012 |
| Review Date | 30 September 2015 |
| Contact for queries about the policy | Human Resources Service Centre - ext. 31111 |
Enclosed documents
Hardcopies of this document are considered uncontrolled. Please refer to the University Policy and Procedures website for the latest version.
