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 the institution's primary goals of teaching, and research.
Scope and Application
This policy applies to all staff. This policy is intended to operate in conjunction with the University of Adelaide's Enterprise Agreement, relevant legislation and related policies and procedures. Any exceptions are detailed in the relevant procedures.
Policy Principles
Good workforce management is based on the following principles:
1. Workforce management practices are inclusive, and promote equity and diversity among staff.
2. Workforce management practices and arrangements are informed by the preferences of staff and by the strategic and operational requirements of the workplace and will be regularly reviewed to align with goals, objectives and values stated in the University's Strategic Plan.
3. The procedures are followed when requesting workplace variations including flexible work arrangements.
4. Decisions on workplace variations are evidence-based, objective and in accordance with relevant legislation.
5. Staff leave entitlements and requests are managed in a way that is fair, reasonable and in line with operational requirements.
6. Staff are aware of their responsibilities to the University when absent from work and supervisors manage unexplained absences and excess leave.
7. Where the capacity of a staff member to perform their duties is in doubt, they will be managed in a respectful and empathetic manner.
8. Staff are aware of the procedures for applying to the Special Studies Program.
9. Applications for casual conversion are processed and approved in accordance with clause 3.11.4 of the University of Adelaide Enterprise Agreement.
10. Staff are aware of their options, entitlements, rights and obligations when leaving the University's employment.
11. The University's reputation is maintained during the employment life-cycle including when a staff member is leaving.
12. Staff leaving the University are offered the opportunity to provide feedback on their University experiences.
Authorities
Key |
Authority Category |
Authority |
Delegation Holder |
Limits |
Human Resources |
Leave Entitlements |
Approval of all types of leave, subject to Enterprise Agreement eligibility and conditions. |
Vice-Chancellor & President |
|
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 all leave except parental/maternity and adoption leave
|
Human Resources |
Leave Entitlements
|
Approve an interrupted period of service as continuous for long service leave purposes. EA Clause 4.11.2.2
|
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. |
Human Resources |
Pre-Retirement Contract
|
Approval of pre-retirement contract |
Vice-Chancellor and President |
|
Human Resources |
Pre-Retirement Contract |
Approval of pre-retirement contract |
Executive Dean/ Corporate Manager /Divisional Head |
Up to and including Level D |
Human Resources |
Re-employment following Retrenchment or Redundancy
|
Approval of re-employment with the University following retrenchment |
Vice-Chancellor and President |
Within period of 1 year from date of retrenchment
|
Human Resources |
Re-employment following Retrenchment or Redundancy
|
Approval of re-employment with the University following voluntary redundancy
|
Vice-Chancellor and President
|
Within period of 2 years from date of Redundancy
|
Human Resources |
Suspension/ Misconduct
|
Determine and approve reimbursement of lost income following suspension of salary resulting from misconduct |
Vice-Chancellor and President |
|
Human resources |
Suspension/ Misconduct
|
Approval of payment of salary to staff member suspended without pay for alleged misconduct
|
Deputy Vice-Chancellor/Vice-President/Vice-President(Services and Resources)/Vice-Chancellor and President
|
On the grounds of hardship
EA 8.2.3(b)
|
Human Resources |
Suspension/ Misconduct
|
Approve suspension from duty at the time the allegations are made Refer EA 8.2.3(a) |
Deputy Vice-Chancellor/Vice President/Chief Operating Officer and Vice-President (Services and Resources)/Pro Vice-Chancellor/ Executive Dean/ Director, Human Resources/Institute Directors
|
|
Human Resources |
Termination |
Approve an End of Employment Deed of Release including an ex-gratia payment where appropriate Termination of employment
|
Vice-Chancellor and President |
|
Human Resources |
Termination |
Approve an End of Employment Deed of Release including an ex-gratia payment where appropriate
|
Chief Operating Officer and Vice-President (Services and Resources) |
On the recommendation of the Area Manager |
Human Resources |
Termination |
Approve an End of Employment Deed of Release including an ex-gratia payment where appropriate
|
Director, Human Resources |
On the recommendation of the Area Manager |
Human Resources |
Termination |
Authorise termination of employment on grounds of incapacity to perform duties
|
Vice-Chancellor and President |
|
Human Resources |
Termination |
Authorise termination of employment due to unexplained absences from work
|
Vice-Chancellor and 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); Chief Operating Officer and Vice-President (Services and Resources); Pro Vice-Chancellor, Executive Dean, Head of School; Branch Head
|
On recommendation of Supervisor |
Workforce Management Procedures
* Leave Entitlements Procedure
* Leaving the University Procedure
* Managing Staff Excess Leave Accruals Procedure
* Pre-Retirement Contract Procedure
* Special Studies Program Procedure
* Voluntary Flexible Work Arrangement Procedure
Definitions
This document is a component of Workforce Management Policy
https://www.adelaide.edu.au/policies/3243
Policy Control Information
RMO File No. | 2015/11347 |
---|---|
Policy custodian | Chief Operating Officer |
Responsible policy officer | Executive Director, Human Resources |
Approved by | Vice-Chancellor and President |
Related Policies | Recruitment Policy Remuneration and Employment Benefits Policy Behaviour and Conduct Policy Staff Development, Performance and Promotion Policy Health Safety and Wellbeing Policy The University of Adelaide Enterprise Agreement |
Related legislation | Age Discrimination Act 2004 (Cth)
Australian Human Rights Commission Act 1986 (Cth) Disability Discrimination Act 1992 (Cth) Equal Opportunity Act 1984 (SA) Fair Work Act 2009 (Cth) Privacy Act 1988 (Cth) Racial Discrimination Act 1975 (Cth) Racial Vilification Act 1996 (SA) Sex Discrimination Act 1984 (Cth) Work Health and Safety Act 2012 (SA) Work Health and Safety Regulations 2012 (SA) |
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 Leaving the University Policy Severance Pay Procedure Special Studies Program Policy Unexplained Absence from Work Procedure Compressed Weeks Procedure Purchased Leave Procedure Workplace Modifications Procedure Incapacity to Perform Duties Procedure |
Effective from | 8 March 2023 |
Review Date | 7 March 2026 |
Contact for queries about the policy | Human Resources Service Centre - ext. 31111 |
Please refer to the Policy Directory for the latest version.