To access any forms relating to recruitment and selection click on the forms section on the navigation pane on the right hand side of this website.
The links below allow you to quickly go to the selected information on this page:
Please note: Internal staff applicants need to submit a referee report from their current supervisor.
The purpose of this document is to assist line managers at the University in managing the recruitment and selection process. It covers the planning stages of recruitment right through to assessment and making an offer, and includes related web links and templates.
Recruitment will produce a Letter of Offer for the new appointee only after all the fully completed selection documentation is received. To ensure accuracy of documentation and depending on Recruitment workload, this may take up to 5 working days.
If the selection committee is aware of any situation that may delay the successful applicant receiving their Letter of Offer (e.g. successful applicant is temporarily out of the country) please ensure that Recruitment is notified immediately.
It is the responsibility of the area to ensure that they are aware of the date that the new appointee starts and are suitably prepared.
Appropriate notification periods for internal transfers or recruitment actions must be negotiated with the departing area’s manager. Additionally, the amount of notice required by external candidates to exit current positions must be taken into consideration.
Please note that Recruitment is not obligated to meet any timeline for processing outside of these conditions. For example, if an area identifies that they want their applicant to start work the following day, Recruitment is not obligated to increase the priority of processing to meet these demands.
All external applicants who are entitled to relocation as part of their appointment will require a minimum of one month notice to relocate. Those applicants with Immigration processes will require a minimum of eight weeks notice.
All continuing employees, and fixed-term employees where the period of appointment is two years or more, are entitled to receive employer contributions to UniSuper at the rate of 17% of their superannuable salary.
Employees engaged on a full-time or part-time basis where the appointment is for a period of less than two (2) years, are entitled to employer contributions to UniSuper at the rate specified in the Superannuation Guarantee Legislation.
Casual employees are entitled to an employer superannuation contribution as specified in the Superannuation Guarantee Legislation.
This is the University scheme and is available to full time and eligible part time staff. Further information on UniSuper can be found at www.unisuper.com.au/home
Successfully obtaining the Ochre Card along with the Clearance Notice is obligatory for specified members of staff (those undertaking 'child related work'), where possible prior to obtaining employment with the University. Once employed, maintaining a current Ochre Card (valid for two years, unless a relevant change in circumstances results in a Clearance Notice being revoked), is mandatory for continuing employment with the University. Staff members are required to notify the Director, Office of People and Capability, where a Clearance Notice is refused or cancelled.
Note: It is an offence under Northern Territory law to continue to undertake 'child related work' if you do not hold a valid Ochre Card or Clearance Notice.
The original receipt is to be lodged with Office of People and Capability (OPC), Casuarina or Alice Springs. Casuarina staff need to present the original document with card attached to HRS, Casuarina. Alice Springs HRS staff will copy and certify documents and forward to HRS, Casuarina. Regional staff need to present original documents to Campus/Centre Administrators for copying and certification before being forwarded to HRS Casuarina. Upon receipt of original/certified copies HRS Casuarina will arrange reimbursement to staff for all campuses. All documents relating to the Working With Children Clearance (Clearance Notice) must only be stored by HRS Casuarina. No copies are to be kept by an other areas of the University.
For assistance or enquiries related to Criminal History Checks and Working With Children Clearances please contact the Staff Orientation Consultant on 08 8946 6934 or email email@example.com
Casual staff are hourly paid employees who work an irregular or regular pattern of hours. Casual staff who work a regular pattern of hours must not be appointed for a period in excess of four months.
Casual staff members have no entitlements to recreation leave, sick leave or similar entitlements as the hourly rate includes a loading.
Casual staff are not to be employed by verbal arrangement. Please see the Pay and Benefits sub-heading under the Forms section of this website for paperwork related to Casual employment. A Casual Employment Advice will need to be completed, and the casual staff member will need to submit timesheets.
Alternatively, you may contact a temporary staff service provider to assist in the provision of a temporary staff member.
CDU approved service providers:
The Vice-Chancellor established a Strategic Recruitment Review Committee (SRRC) to provide recommendations on all recruitment actions and discretionary allowances. The SRRC meets every Wednesday at 1:30pm. Documents for the SRRC are to be received at HRS by cob Thursday each week for inclusion in the following week's SRRC. There will be no exceptions to the Thursday cob deadline. Incomplete/unsigned paperwork will be returned.
The following forms relate to recruitment actions and allowances:
These forms can be accessed through the forms section of this website.
The Partnership Agreement between Charles Darwin University and the Northern Territory Government allows for the temporary secondment from one employer (either CDU or NTG) to the other for an agreed period. Go to http://www.cdu.edu.au/government/staff-sharing-framework.html for full details of the types of arrangements that are possible under this Agreement.
Recruitment should be involved early in this process and are contactable by emailing firstname.lastname@example.org or phoning HRS Reception: 08 8946 6904 to be put through to a Recruitment Consultant. Secondment arrangements outside of this Partnership Agreement may be possible but involves different administrative arrangements and initial contact should be with the Director, HRS.
Position files are not closed until 10am the following working day (post closing date) to ensure that all mailed applications are received and processed accordingly.
There are several forms that must be completed in relation to the shortlisting and interviewing process:
These forms can be accessed through the forms section of this website.
The Shortlist Rating Report must be provided as soon as possible after the shortlisting and interview process has been conducted.
Applicants who have not been short-listed will be notified immediately after the Shortlist Rating Report is received by Recruitment. Please note that in order to make the necessary arrangements Recruitment requires:
Recruitment will not action requests made outside of these timelines.
Note: The employing faculty/division is required to complete and forward the updated Position Profile to Recruitment, together with the Request for Recruitment Action form, for inclusion in the application pack.
Staff Relocation Entitlements are outlined in the Accessing Staff Relocation Entitlements Procedures (located right hand side navigation pane under Policies, Procedures, Guidelines > Recruitment).
Relocation of personal furniture and effects are organised through the University's removal broker.
Recruitment will contact the broker to initiate the relocation process once they have received acceptance of an Offer of Employment.
For assistance or enquires related to staff relocation, email: email@example.com or phone HRS Reception: 08 8946 6904 to be put through to a Recruitment Consultant.