(1) This procedure sets out the rules and expectations for staff appointments at Charles Sturt University (the University). (2) This procedure applies to eligible employees of the University and sets out the recruitment and selection processes for employing staff of the University. (3) See the Appointments Policy. (4) The University will seek to publicly advertise all vacancies and to recruit via merit-based selection. However, on occasion, alternate methods of appointment may be undertaken based on the nature of the position and the current labour market for similar roles. (5) Recruitment processes will be in line with the University’s commitments to provide equal employment opportunities (EEO) in staff appointments, advance gender equity and appropriately value the skills and experience of women and other EEO groups. (6) Recruitment strategies that may be considered include, but are not limited to: (7) Merit-based selection is the assessment of an applicant's qualifications, experience, capabilities, standard of work performance and personal qualities/behaviours relevant to the requirements for the position and relative to the credentials and attributes of other applicants. (8) The merit-based selection process involves reviewing an applicant’s: (9) The merit-based approach aims to ensure: (10) Selection committees may be established to assess and recommend candidates for employment. They may vary in size, depending on the situation and position. A minimum committee can consist of two parties. (11) External selection committee members may include: (12) The presiding officer is responsible for forming the selection committee and is accountable for seeking parties who have expertise relevant to the vacancy and diverse representation such as, but not limited to, diversity or gender, age, sexual orientation, ethnicity, cultural background and/or disability. The committee will consist of persons who are equal or senior in rank to that of the expected appointment. (13) The presiding officer of a selection committee will be responsible for: (14) The selection committee members will be responsible for: (15) Selection committee members are bound by confidentiality and the deliberations of the selection committee, and the views of its individual members, are not to be disclosed to any person outside the recruitment process. (16) To support the selection committee, the Division of People and Culture will establish policy and procedures and manage recruitment processes in alignment with these, and provide strategic advice, guidance and assistance to persons involved in staff recruitment and selection. (17) Where interviews form part of the recruitment process, applicants may be interviewed either in person, by video conference or telephone. (18) Applicants should be asked similar core questions based on the requirements for the position. Supplementary questions may be asked to clarify statements in their application or at interview. The purpose of these questions is to obtain further information deemed by the selection committee to be relevant in identifying the best applicant. (19) Applicants will not be questioned in relation to age, gender, marital status, pregnancy, family responsibilities, racial or ethnic origin, religious or political affiliation, disability status, sexual orientation or gender identity, except where the position is an identified position (that is, a particular characteristic such as ethnic origin or language background is included in the selection criteria). (20) To ensure that applicants with disclosed disabilities have the opportunity to succeed in the role, the selection committee may ask legitimate, non-discriminatory questions to determine whether the candidate can perform the inherent requirements of the role and to identify what reasonable adjustments may be required. If a candidate states that reasonable adjustments are required, the employer may ask follow up questions in regards to the adjustment needed but cannot question further in relation to the disability or condition. If a candidate states that no reasonable adjustments are required, no further questions related to a disclosed condition or disability can be asked. (21) In cases where the committee is uncertain about an applicant's fit due to their disability or workplace barriers, the selection committee will seek guidance from the Division of People and Culture and external experts to ensure an inclusive and supportive environment for all candidates. (22) Other methods of assessment may be used, such as reference checks, skills and/or psychometric testing to assist in determining suitability for the position. (23) For academic appointments, the Academic Staff Qualifications and Expectations Procedure will apply when considering and assessing qualification equivalence. (24) In making a recommendation for appointment, the selection committee will consider the qualifications, experience, standard of work performance, and organisational fit of each candidate and their future potential relevant to the requirements of the position. These factors will be considered relative to the credentials and attributes of other applicants, and with reference to current market conditions. (25) Where the selection committee cannot reach a consensus, the presiding officer should confer with the delegated officer and the Division of People and Culture contact person to determine a course of action. (26) Employee screening involves verifying the identity, integrity and credentials of an individual and will be conducted in accordance with the Employment Screening Procedure. The type of employment screening required is relative to the position and type of duties being performed. (27) All candidates will be advised on the outcome of their application and provided with feedback upon request. (28) If a candidate feels aggrieved by the recruitment process, they should be referred to the University’s Complaints Management Policy. (29) A new or existing employee may be eligible for a contribution towards their relocation expenses. The standard terms of the relocation assistance to be provided will be set out in writing in their employment contract. (30) Where an appointee does not hold permanent or temporary residence in Australia, the University may sponsor them for permanent or temporary residency. (31) All relocation information can be found in the University’s relocation fact sheets. (32) An eligibility list will be established where a selection committee determines that there are other applicants suitable for appointment who demonstrate strong capabilities and meet the minimum requirements for the position. (33) Utilisation of the eligibility list is usually for appointments at the same classification that was advertised and for roles where the duties are similar in nature, however, exceptions can be made where in the best interest of the University and the candidate. (34) A direct appointment refers to the appointment of a person, where the normal advertising and competitive selection process is not applied. Direct appointments do not include people named in a research grant, appointed from an eligibility list or converting their current position from fixed term to continuing. (35) A direct appointment may be made under the following circumstances: (36) Direct appointments are to be managed by exception and must receive the relevant approval prior to the appointment occurring, in accordance with Delegation Schedule B - People and Culture. (37) Application by invitation is when a role is not advertised and one or more candidates are pre-identified and invited for a merit-based assessment for a role. This is permissible where the appointment is important to the strategic direction and reputation of the University. This may include: (38) Secondments are available to employees who have completed probation. (39) Appointment by secondment is dependent on mutual agreement between the hiring manager and substantive manager and relevant delegated officer approval. The period of appointment for a secondment shall not normally be less than six months nor more than two years. (40) If an employee is seconded to a position that is at the same level as their substantive position, normal incremental progression will continue throughout the secondment period. (41) If an employee is seconded to a position that is at a higher level than their substantive position, the secondee will normally be appointed at the bottom step of the salary level that applies to the secondment position. (42) If a professional/general employee is seconded to a position that is at a lower salary level than the level of their substantive position, then: (43) A secondee retains the right of return to their substantive appointment at the conclusion of the secondment. (44) A secondment may be terminated by the University's delegated officer at any time prior to its date of completion if continuation is not considered to be in the best interests of the University or the secondee. (45) Where an employee is appointed or transferred to another section within the University, the new section will become liable for the employee’s leave liability. (46) The University will not normally re-employ a person who has received a redundancy or voluntary separation payment from the University. In the case where a genuine redundancy or voluntary separation has occurred and the former employee accepts an offer of re-employment within the period covered by the separation agreement, the person is required to refund to the University that proportion of the redundancy or separation payment applying to the period of re-employment on a pro-rata basis. (47) The following procedures and policy texts directly support or should be read alongside this policy: (48) The following guidelines support this policy: (49) This procedure uses terms defined in the Appointments Policy, as well as the following: Appointments Procedure - Recruitment and Selection
Section 1 - Purpose
Scope
Section 2 - Policy
Section 3 - Procedure
Recruitment strategies
Merit-based selection
Role and constitution of the selection committee
Responsibilities of the selection committee
Responsibilities of the Division of People and Culture
Selection process
Recommendation for appointment
Pre-employment checks
Post-selection advice to applicants
Assistance with relocation
Eligibility lists
Direct appointment
Application by invitation
Secondment
Transfer and reappointment
Supporting information
Top of PageSection 4 - Guideline
Section 5 - Glossary
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