FAQs on Temporary and Contract Labour Hire Services

In the first instance, you should discuss your requirements with your local People, Talent and Culture representative who will be able to advise the correct process. 

If you have a problem with a staff member, in the first instance this should be resolved with your local People, Talent and Culture representative and the Recruitment Agency.

If you have a problem with the contractual obligations provided by the Recruitment Agency itself, please direct your concerns to Strategic Procurement.

Where a local area has the requirement to engage services that are not available from the contracted panel of providers, they will be required to send an email and gain approval from the Executive Director: People, Talent and Culture. The email should include the following information:

1. Area (e.g. Academic Unit, Business Unit);
2. People, Talent and Culture Representative;
3. Position title;
4. Position level (e.g. HEO5);
5. Base Salary (not including superannuation);
6. Is the salary within the position level band: (Yes/No);
7. Length of total contract period;
8. Supplier Name;
9. Name of Candidate;
10. Reason why candidate cannot be sourced from contracted preferred supplier panel;
11. Complete the Supplier Pricing (cut and paste the table below):

Your request for exemption will be assessed and you will be notified whether or not your request is approved.

Through this arrangement, the University will achieve the following benefits:

• Standard pricing structures;
• Agreed reducing scale transition fees for those employees transferred from temporary/casual or contract employment to permanent employment;
• Improved business relationship and understanding of the University's requirements;
• Potential for improved payment processing and payment terms; and
• Access to improved management reporting information.

Temporary Staff and Contract Labour Hire Services including the recruitment of Permanent and Long Term Contract Staff up to and including level HE08 of the Higher Education Officer (HEO) Position Classification Standards.

Temporary/Casual Staff will be employees of the Supplier under the Higher Education Industry-General Staff-Award 2010.

Consideration has been given to specific disciplines of Facilities Management (grounds staff, etc.); Information Technology Services; Finance; Marketing; Human Resources; Technical; General Administration and Management.

If the University has a requirement for Labour Hire Services of greater than level HEO8 job classification, for a specific period, these arrangements should be discussed with your local PTC representative.

Please contact your local PTC representative for more information.

The geographical scope covers all areas of the University where staffing is required. This includes the Metropolitan and regional Campuses listed below:

1. City East Campus
2. City West Campus
3. Magill Campus
4. Mawson Lakes Campus
5. Regional Campuses i.e. Whyalla and Mount Gambier

Please contact your People, Talent and Culture representative should you have the requirement for services in locations not listed above. The panel of service providers have arrangements for other locations such as interstate.

Your local Human Resources representative. A list of the University's People, Talent and Culture contacts can be found via the following link: https://i.unisa.edu.au/staff/ptc/contacts-and-feedback/

Yes, until the end of the agreement/contract.  Any new assignments will need to be arranged with one of the preferred recruitment agencies.

Please contact your local People, Talent and Culture representative to discuss further.

In line with the University's Procurement Guidelines, a Tender Panel was formed with staff identified as representing key user areas to agree the strategy and to formulate the tender documents which included detailed requirements on service levels.

The selected suppliers were required to offer the following services as they were key to the success of achieving the benefits of the Tender:

• Potential to provide quality candidates across multiple disciplines;
• Improved business relationship management;
• Standard pricing structures; and
• Leading edge Corporate Systems that incorporate the capability to provide management reporting information and assist with reducing administrative burdens.

A formalised panel agreement ensures standard and transparent pricing structures, comprehensive management reporting and on-demand management analysis.

Additional benefits could also include:

• Standard pricing structures;
• Agreed reducing scale transition fees for those employees transferred from temporary/casual or contract employment to permanent employment;
• Improved business relationship and understanding of the University's requirements;
• Terms and conditions that benefit the University and limit identified risks;
• Potential for improved payment processing and payment terms; and
• Access to improved management reporting information.

You can review the Supplier's commercials and pricing by clicking here and reviewing the commercial section under each respective supplier.

Regular management reporting is reviewed by People, Talent and Culture allowing rates and pricing to be monitored.

Should you require further clarification on the pay rates, please contact your local People, Talent and Culture representative.

Yes, quarterly management reporting will be provided to People, Talent and Culture.

Please note, due to the confidential nature of the reporting, it can not be published and made readily available.  Should you require specific details, you should first contact your local People, Talent and Culture representative.

On request, Strategic Procurement can provide spend reports to the People, Talent and Culture Team for their review and action (if required).

Where a local area has the requirement to engage services that are not available from the contracted panel of providers, they are required to provide a business case and gain approval from the Executive Director: People, Talent and Culture (please refer to question 4 above).

Please kindly request that the recruitment agency contacts Strategic Procurement.

Temporary/Casual Staff will be employees of the Suppliers under the Higher Education Industry-General Staff-Award 2010.  The details of this award can be found by clicking here.

Please note, that under the Higher Education Industry-General Staff-Award 2010, Temporary/Casual Staff can work up to 36.75 hours per week before attracting overtime.  Hours should be between 8:00am-6:00pm Monday to Friday - outside of these hours will also attract penalty rates.  Please consult with the supplier to discuss and understand the required hours of work.

Please ensure you speak with your local People, Talent and Culture representative to understand the payrates used for Labour Hire personnel.

Hours of work should be discussed and understood at the time of engagement with the Temporary/Casual Staff member via the supplier.  Temporary/Casual Staff will be employees of the Recruitment Agency under the Higher Education Industry-General Staff-Award 2010.  Under this Award, Temporary/Casual Staff can work up to 36.75 hours per week before attracting overtime.  Hours should be between 8:00am-6:00pm Monday to Friday - outside of these hours will also attract penalty rates.

Further information regarding the Higher Education Industry-General Staff-Award 2010 can be found by clicking here.

Please ensure you speak with your local People, Talent and Culture representative to understand the payrates used for Labour Hire personnel.                                   

A Transition from Temporary to Permanent Placement Fee (TTP Fee) may, subject to the Supplier's discretion, be payable by UniSA to the Supplier when UniSA (or an entity related to UniSA) directly engages Placed Personnel of the Supplier on a casual, part-time, contract or permanent basis in a position.

When the fee is applicable:

1. Temp staff member wins a position at the University that is the same or substantially the same position as the temp assignment (e.g. position is located in the same area and/or same manager).
2. Temp staff member has worked at the University in any capacity in the preceding 12 months (even if the temp assignment has finished) in a position that is the same or substantially the same as the position the staff member wins.
3. Temp staff member has worked at the University in any capacity in the preceding 12 months (even if the temp assignment has finished) and is directly appointed into a position (regardless of the position) that was NOT externally advertised through UniSA HR protocols (merit selection process).
4. The agency actively promotes the staff member to other areas of the University and the staff member wins another role at the University (e.g. the temp assignment is about to finish and the agency places the temp staff member in another area).
5. The agency is representing the staff member and applies for position on their behalf (agency and staff member both complete the ‘Authority to Represent’ form).

When the fee is NOT applicable:

1. Position is externally advertised and is located in a different area with a different manager/supervisor.  Temp staff member independently applies for the position and is successful (merit selected through UniSA HR protocols).
2. Temp staff member has been in a temp position for 12 months or above for any position (does not matter if it is the exact same position and does not matter if the position is merit selected – direct appoint is okay).

UniSA should advise the Supplier if the Placed Personnel is being offered direct employment with UniSA (or an entity related to UniSA).

Percentage rates for TTP Fees are set out in the Commercials and Pricing schedules located under the respective supplier links on the supplier webpage. They are calculated:
- as a percentage of the total annual remuneration package including all salary, allowances, superannuation and the provision of company vehicle for private use;
- for part-time, contract or casual positions, the remuneration for the purpose of fee is deemed to be the full-time equivalent remuneration; and
- on a scale dependent upon on the length of cumulative time the Placed Personnel has worked at UniSA on temporary assignment placed by the Supplier.

No guarantee period will be provided by the Supplier under a temporary to permanent arrangement as it is deemed that UniSA has already assessed the Placed Personnel's work performance during the length of the temporary placement.

Please contact Strategic Procurement to access a copy of the contract agreement.

Please request that the labour hire agencies ask the candidate to nominate only one labour hire agency of their choice and advise UniSA which agency will be representing the candidate for potential positions at UniSA.  For further support, please contact the Executive Officer: People, Talent and Culture.