POLICY NO: HR-27.1
DATE OF APPROVAL: 20 August 2002, Council resolution: 2002/4/4
AMENDMENTS: 18 October 2005; 25 August 2006; 8 October 2014 (amendment Director: Human Resources); 22 July 2019 (amendment Deputy Director: People, Talent and Culture); Revised 17 January 2020, (Executive Director: People, Talent and Culture).
REFERENCE AUTHORITY: Executive Director: People, Talent and Culture
CROSS REFERENCES:
CONTENTS:
This policy must be read in conjunction with the information provided on the Working at UniSA website.
The University of South Australia aims to recruit and select staff the organisation needs to achieve its strategic directions and who demonstrate attributes that are consistent with the organisation's directions and culture. Recruitment and selection of staff to employment in the University will comply with all legal requirements, and with relevant equal opportunity, affirmative action and human resource management principles, policies and guidelines adopted by the University.
This policy applies to all continuing and fixed term, full and fractional time appointments.
Merit is the extent to which an applicant has abilities, aptitude, skills, qualifications, knowledge, experience and achievement (including community service), characteristics and personal qualities relevant to the carrying out of the duties in question. This includes, where relevant, the manner in which an applicant carried out the duties or functions of any position, employment or occupation previously held or engaged in (paid or unpaid), and the extent to which an applicant has potential for development necessary to fulfil the position within reasonable time and resources.
Position Description is the statement that outlines the principal accountabilities of the position and the essential and desirable criteria for appointment to the position.
Appropriate Academic Title for the purposes of this policy is Associate Professor or Professor.
Industrial Instrument refers to the applicable Collective/Enterprise Agreement, Award, Australian Workplace Agreement, contract of employment or legislation.
Building Workforce Capabilities
Position descriptions will reflect criteria consistent with the strategic intent and the organisational directions, both local and corporate.
Selecting on Merit
Appointment must be based on merit assessed in relation to the selection criteria and position description. Applicants must meet all essential criteria in the position description to be eligible for appointment.
Where equal merit occurs between an external and internal applicant, preference will be given to the internal applicant.
Outstanding individuals may be appointed to senior positions by invitation and without advertisement where it is in the interests of the University and contributes to the strategic direction of the University. Appointment to senior positions by invitation is to be approved by the Vice Chancellor.
Where an applicant for a position is considered qualified and, where it was not specified in the original advertisement, the Vice-Chancellor, on the advice of the selection committee, may recommend that the applicant be awarded an appropriate academic title on appointment. (Refer to Definitions).
Advertising vacancies
Prior to advertising, redeployees must be given priority consideration when filling vacancies within the University.
Fixed term employment must be in accordance with the applicable Industrial Instrument.
Research-only positions up to 12 months' duration do not need to be advertised. These positions can be offered to suitable staff provided the skill base requirements are met. Research-only positions are not advertised when the grant funds have been allocated in relation to the nomination of specified personnel to undertake the project.
Ensuring fairness and accountability
Selection and recruitment policy, guidelines and associated documentation will be available to all employees and applicants.
Accountability for selection and recruitment sits with the Chair of the selection panel.
People involved in the recruitment process will be mindful of unconscious bias, diversity, gender equity and how to select and interview in a non-discriminatory fashion.
Appeals may be made through applicable staff appeals and disputes mechanisms contained in the applicable industrial agreement. Appeals will only be considered where a case can be made that due process was not followed.
Efficient and effective process and practice
Selection and recruitment will be undertaken using expert panels. The panel membership is to be determined by the Chair and decisions made on the basis of the value and expertise that an individual can bring to the process.
Offers of employment are made consistent with the Vice Chancellor's Authorisations.
The Executive Director: People, Talent and Culture is responsible for the development and continuous improvement of this policy.
All managers and staff with a direct involvement in the recruitment and selection process are responsible for the effective operation of this policy.
The Chair of the relevant selection panel is responsible for the outcomes of selection and recruitment and the proper operation of the process.
Management and staff may seek further advice regarding recruitment and selection from: