• Section 1 - Purpose
• Section 2 - Application and Scope 
• Section 3 - Principles
• Section 4 - Attraction and Selection
• Section 5 - Probation 
• Section 6 - Performance 
• Academic Staff
• Professional Staff
• Section 7 - Progression
• Section 8 - Remuneration and Benefits
• Section 9 - Leave
• Section 10 - Leaving the University
• Section 11 - Roles & Responsibilities
• Section 12 - Definitions

Section 1 - Purpose

(1) The purpose of this Policy is to set out the University of Wollongong’s (the University) principles for the management of the employment relationship with its staff, such as recruitment, remuneration and leaving the University.

Section 2 - Application and Scope 

(2) This Policy applies to:

1. all prospective and current staff of the University; and
2. persons who hold honorary appointments and academic visitors to the University.

(3) This Policy does not apply to staff employed by:

1. contractors or agency staff;
2. staff employed by other entities controlled by the University; and
3. staff employed at campuses of the University outside Australia.

(4) This Policy supports, and should be read in conjunction with:

1. the University’s current Enterprise Agreements;
2. individual employment contracts; 
3. the Higher Education Industry – General Staff Award 2020 (the Award) which also state objectives and standards for the University’s employment relationship with its staff.

Section 3 - Principles

(5) The University is committed to attracting and retaining quality staff in its pursuit of being recognised as an employer of choice.

(6) In the employment of staff, the University will seek to ensure it:

1. is a good employer;
2. creates a culturally safe and responsible working environment that enables career advancement and professional development for all staff;
3. has an inclusive workforce that is reasonably representative of the general population;
4. takes steps to ensure it employs members of equity groups that are underrepresented in employment;
5. does not discriminate;
6. applies equity, diversity and inclusion commitments, including gender pay equity, across the employee lifecycle;
7. has processes to ensure that staff perform their work to standards expected of their position and level of appointment, so the University can meet its strategic objectives;
8. makes decisions about staff by a fair process;
9. maintains the privacy and confidentiality of personal information provided by prospective and current staff, in applying for employment and during their employment; and
10. complies with relevant legislative frameworks, including the National Higher Education Code to Prevent and Respond to Gender-based Violence.

(7) This Policy and its supporting procedures and guidelines are also intended to ensure that, in its employment of staff, the University complies with all relevant legislation and employment terms, and is aligned with the University’s strategic focus.

Section 4 - Attraction and Selection

(8) Recruitment will be managed to ensure that:

1. selection decisions are based on merit;
2. selection processes are competitive except where a direct appointment is approved as an exception;
3. recruitment and selection practices are aligned with the University’s strategic goals and priorities; and
4. applicants are treated equitably and with respect, with reasonable adjustments provided as required.

(9) Where selection is competitive:

1. an appropriate selection panel is used to identify preferred candidates with consideration to balanced gender and other diversity traits; and
2. conflicts of interest will be raised and managed appropriately in accordance with the Conflict of Interest Policy.

(10) New staff who need to relocate to join the University may be eligible for relocation and/or immigration assistance in accordance with the Relocation and Immigration Assistance Guideline.

(11) Staff new to the University will receive an induction.

(12) The University provides additional titles and remuneration to attract, recognise and retain professors who have attained worldwide eminence in their discipline.

(13) The University may appoint a person without payment, as a visiting academic, honorary academic, honorary clinical academic or visiting research associate, in accordance with the Visiting and Honorary Appointment Policy, to:

1. facilitate exchange of knowledge and/or sharing of experience; and
2. promote collaboration with individual scholars and other institutions and organisations in research, scholarship and learning and teaching.

Section 5 - Probation 

(14) Each new staff member appointed on a fixed term contract or to a continuing position will undergo probation to confirm that they are performing satisfactorily in their position.

(15) Professional staff members appointed to a second or subsequent contract will undergo a further probationary period unless the duties of the second / subsequent position are substantially the same as those of the first / previous position. 

(16) Probation periods apply in accordance with the relevant Enterprise Agreement, the Award, and the individual employment contract.

Section 6 - Performance 

Academic Staff

(17) Staff in fixed term and continuing positions will engage in a performance planning process to enable career advancement and professional development.

(18) The University’s Academic Performance Framework defines expectations of academic staff performance and behaviour, to inform decisions as to whether:

1. a recently appointed academic staff member is meeting performance expectations during their probation period, so that their appointment can be confirmed;
2. an academic staff member is performing at the level to which they are seeking promotion; and
3. the performance of an academic staff member needs to be managed.

(19) Decisions to promote academic staff will:

1. be based on merit, and how the staff member has:
   1. contributed to meeting the University’s strategic goals; and
   2. performed in three categories: research, learning and teaching, and governance and service, as relevant to their position and against the Academic Performance Framework;
2. be assessed by promotion committee(s); and
3. allow for any constraints on the staff member’s opportunity to demonstrate their merit.

Professional Staff

(20) Staff in fixed term and continuing positions will engage in an annual performance and career development planning process to enable career advancement and professional development.

(21) Performance and career development will also support incremental progression.

(22) The objective of this process is to maintain a high standard of work performance and establish goals for the individual’s development and growth that will contribute to achieving the University’s strategic goals. It should also highlight achievements and areas of development.

Section 7 - Progression

(23) The University:

1. is committed to providing staff members with career opportunities through appropriate training and progression;
2. recognises that progression is different for individuals; and
3. endeavours to provide access to training and skill building equitably for all staff members.

(24) The University may:

1. sponsor a staff member to undertake study towards a postgraduate qualification; or
2. provide a study allowance to support a professional staff member to undertake a vocational education and training qualification, or undergraduate degree, that is directly relevant to the staff member’s current position.

Section 8 - Remuneration and Benefits

(25) The University pays a salary in accordance with the Enterprise Agreement, the Award, or the individual employment contract, as relevant.

(26) The University may provide additional benefits to:

1. attract or retain a staff member where there is exceptional competition in the employment market or a specialised skillset; and/or
2. recognise and reward exceptional performance by a staff member.

(27) The University offers staff in fixed term and continuing positions the opportunity to salary package a range of items from their pre-tax salary.

(28) The University is committed to addressing the gender pay gap and will undertake regular analysis and reporting.

(29) Remuneration will be sufficiently flexible and regularly reviewed to ensure gender bias does not occur at any point in the decision-making processes.

Section 9 - Leave

(30) All staff in fixed term and continuing positions are entitled to leave in accordance with the relevant Enterprise Agreements, the Award, the individual employment contract and other University policy documents including the Leave Procedure.

(31) All staff in fixed term and continuing positions may be able to purchase additional leave entitlements in accordance with the relevant Enterprise Agreement and the Purchased Leave Procedure.

(32) In addition to the leave entitlements stated in the University’s Enterprise Agreements and the Leave Procedure, the University provides academic staff with two (2) additional leave options; Special Studies Program Leave and Academic Research and Development Leave. These enable academic staff to enhance their academic performance and standing, and thereby enhance the University’s standing.

(33) Professional services staff have access to study time to assist them in undertaking external or part time courses as per the Study Time and Allowance Procedure.

(34) Academic staff may apply for:

1. special studies program leave, in accordance with the Special Studies Program Policy to release them from their regular duties for a period to undertake research, engage in knowledge exchange, undertake teaching at another institution and/or undertake professional development or management development; or
2. academic research and development leave, for a short absence from teaching activities to attend a conference, conduct field work, collaborate with other researchers, prepare a research output, attend a professional development activity or a similar intensive academic activity.

(35) An academic staff member may be eligible for financial support to cover costs of their travel, accommodation, and other expenses for their academic activities during their special studies program or academic research and development leave in accordance with the Acceptable Expense Guidelines.

Section 10 - Leaving the University

(36) The University recognises that the employment relationship may end for various reasons.

(37) Notice periods will be provided in accordance with the relevant Enterprise Agreement, Award, or individual employment contract.

(38) The University has a voluntary exit interview process to offer an exit interview for each staff member leaving the University to provide feedback and improve the employee experience.

Section 11 - Roles & Responsibilities

(39) The People and Culture Division are responsible for:

1. ensuring they undertake regular analysis of recruitment, remuneration, career development and exit interview trends to identify areas of continuous improvement in the areas of the employment life cycle;
2. ensuring equal opportunity principles are applied to all areas of the employment life cycle process;
3. ensuring that Supervisors are trained appropriately and understand the conditions of the Enterprise Agreements; and
4. ensuring that policies and procedures are updated and implemented appropriately to ensure compliance.

(40) Supervisors are responsible for ensuring:

1. they liaise with the People and Culture Division to ensure familiarity with the benefits and requirements of employment arrangements for all staff members;
2. they understand the requirements and conditions of the Enterprise Agreements; and
3. they support the internal opportunities of their direct reports and enable development via internal recruitment or secondment where appropriate.

Section 12 - Definitions