• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - General Principles
• Section 4 - Application for Professional Development Fund for Indigenous staff
• Application Process
• Review or Appeal
• Section 5 - Roles and Responsibilities
• Section 6 - Definitions

Section 1 - Purpose

(1) This Guideline describes the application and the administration process for implementing the professional development fund for Indigenous staff members at the University of Wollongong (the University).

Section 2 - Application and Scope

(2) This Guideline applies to all eligible Aboriginal and Torres Strait Islander staff working on domestic campuses of the University.

(3) This Guideline does not apply to:

1. students at the University unless they are also staff members;
2. other entities controlled by the University; and
3. campuses of the University outside of Australia.

(4) This Guideline should be read in conjunction with:

1. the Indigenous Employment Policy and the Indigenous Employment Procedure which outline the employment and engagement of Indigenous staff at the University;
2. the Anti-Racism and Cultural Safety Policy which describes the strategies the University has in place to prevent racism, vilification, and discrimination; and 
3. the University’s current enterprise agreements particularly Clause 6 of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023 and Clause 6 of the University of Wollongong Enterprise Agreement (Professional Services Employees), 2023.

Section 3 - General Principles

(5) The professional development fund for Indigenous staff may be used for either professional development to assist staff in their identified career development goals as a meaningful part of their development or alternatively to pursue further appropriate cultural development opportunities.

(6) The University recognises the need to promote, develop and support the careers of our Indigenous staff members and the importance of the contribution that Indigenous staff make culturally to the University and to the development of cultural capacity to the benefit of the University as a whole.

(7) The University will provide annually funded professional development fund of up to $1,300 for each eligible individual to support in advancing their career growth through education and training opportunities.

(8) Applicants wishing to utilise these funds are encouraged to consider how the funds can best support their career advancement.

Section 4 - Application for Professional Development Fund for Indigenous staff

Eligibility
 

(9) Eligible staff members may apply for the professional development fund if they:

1. have been employed by the University in a continuing or fixed term position for a minimum of six months;
2. have provided the University with a confirmation of Aboriginality or alternatively have provided verification of Aboriginality in line with other University protocols as per the Indigenous Employment Procedure.

(10) Applications for the professional development fund can be made at any time after six months of employment and can be applied for once in a twelve-month period.

(11) The professional development fund will establish sustainable pathways to enable Indigenous professional and academic staff to consolidate their skills and experience and build their reputation as they prepare for more senior roles or career mobility at the University.

(12) Eligible staff, in consultation with their Supervisor, will facilitate individual, staff focused career plans which will set out performance targets and articulate their career goals at any time in their employment at the University.

(13) Some examples of professional development could include (but is not limited to):

1. attendance at a relevant seminar;
2. online training module;
3. membership to a professional body, i.e. CPA, AHRI etc;
4. subscriptions;
5. TAFE courses; and
6. attendance to a professional or self-development workshop.

(14) Some examples of cultural development could include (but is not limited to):

1. attendance at indigenous conferences and workshops;
2. develop a traditional language or dialect;

1. dance or other ceremony skills;
2. engagement with Traditional Custodians to gain knowledge of country and strengthen community connections;
3. conferences where cultural connection and networks are strengthened;
4. extending travel for conferences to connect with local Indigenous groups;
5. travel or accommodation costs associated with engaging in cultural programs;
6. materials or supplies for cultural activities.

(15) Staff may choose to pool their funds as a group to organise training for a workshop for a cohort of individuals. Group applications will be reviewed and endorsed by the Aboriginal Workforce Development Committee at a regular meeting for relevance and membership inclusion.

Application Process

(16) To receive the professional development funding an employee must:

1. have developed or updated their professional development or performance enhancement plans within the last twelve months or if a new staff member has developed some performance or career development goals with their Supervisor;
2. complete the Indigenous Professional Development Fund Application Form; and
3. have had a discussion and received support from their Supervisor in relation to their application.

(17) Staff will be required to provide a rationale as to why the relevant training or further education applies to their role and development goals. Where funding is sought for cultural development, the cultural significance or impact of the training must be demonstrated by the applicant.

(18) Any real, potential, or perceived conflict of interest with a provider and/or supplier must be disclosed during the application process with the Aboriginal Employment Strategy Unit and should be managed with in accordance with the COI Policy.

(19) Concerns around a conflict of interest can be raised at the Aboriginal Workforce Development Committee.

(20) The staff member may contact a member from the Aboriginal Employment Strategy Unit for information or support regarding the application to the Indigenous Professional Development Fund and can also consult with their Supervisor or a representative form the Talent and Organisational Development Team to assist with appropriate training selection.

(21) Once supported the staff member will email the completed form to Aboriginal Employment Strategy Unit indigenous-employment@uow.edu who will assess the application and make a recommendation to the relevant delegate for approval as per the Delegations of Authority Policy.

(22) The Aboriginal Employment Strategy Unit or the applicant may wish to seek advice and guidance on an application from an independent member of the University Indigenous Community to ensure cultural and gender appropriateness of the assessment of any application.

(23) A member of the Aboriginal Employment Strategy Unit will notify the applicant of the outcome and will send confirmation to the applicant's Supervisor.

(24) Once the training or development has been completed this should be recorded during the annual performance planning process.

(25) Data regarding applications for the professional development fund will be reported to the Aboriginal Advisory Group regarding uptake, approvals and any issues that may arise regarding the application and payment of the allowance. Data will be treated in accordance with the University’s Privacy and Records Management Policy.

Review or Appeal

(26) If an agreement between the Indigenous staff member and their Supervisor is not met, the staff member can contact the Aboriginal Employment Strategy Unit indigenous-employment@uow.edu for advice and support on any application for the professional development fund.

(27) Staff may apply for a review of the refusal decision under the applicable employment related grievance resolution channels or independently via the Aboriginal Workforce Development Committee.

(28) Where an application is unsuccessful the staff member will be provided with a written response as to why the application was denied from either their Supervisor or the Aboriginal Employment Strategy Unit.

Section 5 - Roles and Responsibilities

(29) Roles and responsibilities are set out within this Guideline.

Section 6 - Definitions

(30) Definitions are consistent with the Indigenous Employment Policy.