Recruitment Policy Date of effect Approving body Meeting no.

and approval date Document s replaced by this policy Procedure s and/or guidelines supporting this policy Preamble The University of anberra aims to attract! select! recruit and retain the highest calibre of employees. Underta"ing best practice recruitment in accordance #ith this policy #ill ensure that recruitment processes are consistent! merit based! fair and e$uitable and comply #ith relevant legislation. This policy relates specifically to the follo#ing step in the University%s &trategic Plan' &tep (' reate a great #or"place #hich attracts! engages and retains e)cellent! entrepreneurial! diverse staff committed to higher education and research #ith public purposes! in a collegial environment. Scope This policy outlines the principles for the recruitment of all continuing and fi)ed term academic and general staff. The Recruitment Procedures that complement this policy have been #ritten #ith these principles in mind! and they outline the specific administrative processes that should be follo#ed during recruitment activities. &ome e)ceptions to the policy may be allo#ed #ith the approval of the *ice+ hancellor and sub,ect to appropriate processes. This policy and the related procedures override and replace all previous versions of the Recruitment Policy and related documents. 1 October 2012 Vice-Chancellor

N/A

Recruitment Procedures Professorial Recruitment Protocols Relocation Guidelines

Legislation This policy is governed by the'

University of anberra Academic! General and U -./ -nterprise Agreement (001 +

(02( 3and any subse$uent agreements4 University of anberra Act 2151 Disability Discrimination Act 211( Age Discrimination Act (006 7uman Rights Act (006 Racial Discrimination Act 2189 Privacy Act 2155

Recruitment Principles 1. Excellence + The University is committed to attracting! selecting! recruiting! developing and retaining staff of the highest calibre to provide e)cellent teaching! research! research training and administrative support of academic functions. Therefore the University #ill see" to attract highly s"illed! #ell $ualified! e)perienced candidates #herever they may be currently #or"ing in the #orld. :e #ill actively promote our brand and the University as a potential employer to attract high $uality candidates.

2. Strategic alignment + The University%s recruitment! selection and appointment

practices support the achievement of the University%s strategic and operational ob,ectives. Decisions to recruit should be made in the conte)t of #or"force planning and to consistently improve the performance and standing of the University.

3. Merit based + The University%s merit based selection methods ensure recruitment
processes deliver high $uality staff and selection decisions that are fair! e$uitable! transparent and consistent. /n this conte)t! merit is defined as the s"ills! "no#ledge! $ualifications! and previous e)perience that relate to the re$uirements of the position.

4. Fairness + All staff involved in the recruitment process should carry out their duties
#ithout bias or favouritism. Any potential or perceived conflict of interest bet#een parties in the recruitment process should be declared and is to be avoided! #here practicable and #here there is a close personal relationship.

5. Compliance + The University complies #ith all relevant federal and local employment
legislation in the recruitment and appointment of staff.

6. Candidate care + The University see"s to attract the best candidates! by defining
roles accurately and advertising vacancies appropriately. andidates should be treated #ith respect and communicated #ith in a timely manner throughout the recruitment process. All candidates have a right to privacy and confidentiality.

7. Equal opportunity ; The University values e$uity and diversity! and see"s to embody
these values in its staff. The University promotes a diverse #or"force by encouraging members of underrepresented groups to consider employment #ith the University.

8. Efficiency - The University recognises that timely decision ma"ing can be critical in
securing the best possible candidate! and all processes should be conducted #ithout undue delay. The University encourages the use of technology in the recruitment process! recommends panel si<es proportionate to the position being filled #ith relevant s"ills and e)perience on the panel! and shortlisting of appropriate numbers of candidates to allo# for an efficient process. Responsibilities Delegates are responsible for approving the initiation of recruitment activities #ithin their =aculties/>usiness Units and the approval of selection panel recommendations. The delegation for the recruitment of all Academic .evel -! &enior Manager or U 22/2( positions sits #ith the *ice+ hancellor. The delegation for the recruitment of Academic .evel D or belo#! or General &taff U 20 or belo# sits #ith Deans/Directors. 3&ee Delegations ; 7uman Resource Matters4 !e Manager or Super"isor of the position 3#ho may or may not be the Delegate or hair4 should ensure all paper#or"! for e)ample the Position Description and Advertisement! is #ritten appropriately and is completed accurately and in a timely manner. !e C!air of t!e Selection Panel is responsible for ensuring the recruitment process is conducted in accordance #ith the principles stated in this policy! and that the procedural aspects of the process 3as outlined in the Recruitment Procedures4 are follo#ed in a timely manner. #ominated Selection Panel Members are responsible for ensuring they are a#are of! and abide by! the principles stated in this policy and that these principles are supported throughout the selection process.

$uman Resources staff can act as a facilitator and advisor in all aspects of the recruitment process. They are responsible for placing of advertisements? administering the e+Recruitment system? and can assist in arranging intervie#s! travel! relocation and immigration re$uirements if necessary. 7R #ill also provide letters of offer and contracts to successful applicants. Faculty and %usiness &rea &dministrators assist #ith the completion of administrative paper#or" if re$uested by a manager! supervisor or hair. They may also ma"e local arrangements such as boo"ing intervie# rooms! catering! and other arrangements relating to recruitment processes in their #or" area.

Policy o'ner' Policy contact(

Director! 7uman Resources Director! 7uman Resources

)t!er related documents Documents directly related to this policy are'

Recruitment Procedures Professorial Recruitment Protocols Relocation Guidelines

@ther documents #ith relevance to this Policy'

A ode of Professional -thics for &taff at the University of anberra lassification Policy for General &taff Positions + U .evel 20 and >elo# Delegations ; 7uman Resources Matters Policy Determination of the &tatus of an -mployee Policy 7onorary Appointments Policy Aob &hare Policy Part+Time -mployment Policy Probation Policy for General &taff and U -./ &taff

Information for Policy Database BThe follo#ing table is not part of the policy. /t is to be sent as a separate document to the U Policy Database administrator and #ill form the basis of the metadata entry for the policy in the Policy DatabaseC Policy title Policy ID Parent cate&ory Pur(ose Policy status Custodian Contact Res(onsible *or im(lementation o* (olicy Re.ie, date or sunset clause Res(onsible *or re.ie, Authority source Authority date Related documents Recruitment Policy O ICIA! "#$ ON!% 'uman Resources )he (olicy outlines the (rinci(les *or the recruitment o* all continuin& and *i+ed term academic and &eneral sta** in "C Ne, Director- 'uman Resources Director- 'uman Resources All sta** 1 October 201/ Director- 'uman Resources Vice-Chancellor 1 October 2012 Recruitment Procedures0 Pro*essorial Recruitment Protocols0 Relocation 1uidelines0 A Code o* Pro*essional $thics *or #ta** at the "ni.ersity o* Canberra0 Classi*ication Policy *or 1eneral #ta** Positions - "C !e.el 10 and 2elo,0 Dele&ations 3 'uman Resources 4atters Policy0 Determination o* the #tatus o* an $m(loyee Policy0 'onorary A((ointments Policy0 5ob #hare Policy0 Part-)ime $m(loyment Policy0 Probation Policy *or 1eneral #ta** and "C$!I #ta** Public access N/A O ICIA! "#$ ON!% In de.elo(in& this (olicy the "ni.ersity had re&ard to the (ro.isions o* section 6027187b8 o* the 'uman Ri&hts Act 2006 7AC)89 O ICIA! "#$ ON!%

Accessibility Notes Publication date 'uman Ri&hts Act iles