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

* Flexi-time Procedure

* 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

Date uploaded 17 March 2016


This document is a component of Workforce Management Policy

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.