The following forms are to be used for allowances and employment contract changes:
The purpose of the recruitment toolkit is to assist managers involved in hiring staff by outlining step by step, the process involved in the recruitment and selection of staff. It documents the processes relating to:
Download the Selection Committee Toolkit (doc 252KB).
To initiate the recruitment process the Hiring Manager is required to discuss their staffing needs with their Client Services Consultant before submitting a Recruitment Action and Justification (RAJ) form for processing. This will assist streamline the recruitment process by ensuring the necessary steps are considered and potential obstacles are removed before initiating the process.
The Client Service Consultant will assist with the classification for new positions, review the Position Profile for compliance and ensure the Position Occupancy is correct.
The following forms are available to assist the Selection Committee manage the selection process:
It is a requirement Recommended Candidates are reference checked prior to submitting the Summation and Recommendation for Appointment form. Reference checks need to be conducted verbally and include supporting evidence of competency.
The Casual Employment Advice is the offer of employment in relation to casual employment. It is to be completed by the proposer (e.g. cost centre manager), followed by the casual employee details.
Casual staff members must complete timesheets for the work that they complete. Casual staff must have their signed and approved timesheets submitted to their area in time for their area to enter timesheets into StaffOnline. Casual staff should check with their administration office for their cut-off dates for submission of timesheets.
Full-time and part-time staff are required to complete this form on initial appointment with the University and to inform OPC if any details need to be updated.
The University is required to report statistical information to the Department of Education, the Department of Immigration and Border Protection, and the Australian National Training Authority each year. Information provided on this form is classed as confidential and secured on the employee’s personnel file in the University’s Human Resource Information System (HRIS):