(1) Charles Darwin University (‘the University’, ‘CDU’) is committed to attracting, recruiting, retaining and supporting a high performing and diverse workforce to enable the achievement of its strategic, organisational and workforce planning requirements. (2) This policy outlines the requirements and principles to ensure employee recruitment and selection practices are consistent, merit-based, fair, in accordance with the University’s needs and conform with regulatory requirements. (3) This policy should be read in conjunction with the People and Culture Recruitment Process, the First Nations Workforce Policy, and the Equity, Diversity and Inclusion Policy. (4) This policy applies to the recruitment and selection for all ongoing, fixed-term and internal secondment vacancies within CDU. (5) This policy does not cover the recruitment and selection of casual employees. (6) CDU seeks to ensure that its recruitment, selection and appointment processes: (7) When recruiting to academic positions, applicants must be appropriately qualified in line with the Higher Education Standards Framework (Threshold Standards) 2021 or the Standards for Registered Training Organisations (RTOs) 2015, as applicable. (8) Employees with responsibility for academic oversight, teaching and/or supervisory roles in higher education units and courses must have: (9) Academics who deliver specialised components of a course or study who may not yet meet the standard for knowledge, skills and qualification, may have their learning delivery supervised and guided by employees who meet the standard. (10) Employees who deliver training and assessment in VET units and courses must have: (11) Employees who conduct assessments only, and do not deliver training, in VET units and courses must have: (12) Industry experts may also be involved in the assessment judgement, working alongside the trainer and/or assessor who remains responsible for the assessment judgement. (13) Employees who deliver training and assessment under the supervision of a trainer and who do not determine assessment outcomes in VET units and courses must have: (14) The University has embedded Affirmative Action Priority Recruitment (Affirmative Action) measures to strengthen the recruitment and retention levels of Aboriginal and Torres Strait Islander applicants. (15) Each vacancy will be assessed by the hiring manager as to when Affirmative Action is to be applied; it is not mandatorily applied to all University vacancies. (16) Hiring Managers and selection panels are to follow the process as outlined in the Affirmative Action Priority Recruitment Guide. (17) In most cases, the selection panel Chair will be the hiring manager of the vacancy. In some instances, it may be appropriate for an alternative Chair to be appointed at the discretion of the relevant Senior Executive Team member. (18) The selection panel will be objective, impartial and always ensure equity and confidentiality of the recruitment and selection process. (19) It is the responsibility of the selection panel Chair to ensure all panel members have read, understood and comply with this policy and procedure and all associated material whilst adhering to due process. (20) Selection panels will be composed of a minimum of two (2) and maximum five (5) members. While it is understood that at times it may be difficult to fulfil all aspects of diversity for each selection panel, consideration should be given to: (21) All panel members must be involved in shortlisting all candidates. (22) The selection process must be merit-based and only consider the candidate's submitted application and interview responses, including qualifications, experience, referee reports, and any other information required to assess the suitability of applicants (i.e. mandatory medical assessments etc) in line with the official CDU recruitment process (internal use only). (23) Where required, panels should seek the input of referees for the purpose of assisting the panel to gain a well-rounded understanding of the applicants suitability to fill the role. (24) Interviews should be structured to enhance the panel’s understanding of the applicant’s scope of capabilities, experience and potential, and by no means will be identical for each applicant. (25) A conflict of interest (COI) occurs when the private interests of a member of the University community may influence, compromise or conflict with the conduct of that member of the University community in relation to their activities at the University. For example, this may arise when a panel member has a personal relationship with a candidate, or a private interest in the outcome of the selection panel. (26) All panel members must discuss any actual, potential, and perceived COI’s as a group prior to any shortlisting process. When a panel member has an actual, potential or perceived COI in relation to any candidate, it must be declared immediately, and managed in line with the Conflicts of Interest Policy and Conflicts of Interest Procedure, and the plan to manage the COI must align with the Conflicts of Interest Management Plan Minimum Requirements (the Management Plan)(internal use only). (27) People and Culture keep records for the successful candidate once their appointment is finalised, including: (28) It is mandatory that certified copies of relevant qualifications of successful applicants are retained on the selection and personnel file within People and Culture. These documents are to be obtained prior to an offer of employment being made. (29) These records will be maintained for a sufficient period of time to comply with relevant legislation and reporting processes, such as those required by the Australian Government for recording gender designation and the Workplace Gender Equality Agency. (30) Non-compliance with Governance Documents is considered a breach of the Code of Conduct – Staff or the Code of Conduct – Students, as applicable, and is treated seriously by the University. Reports of concerns about non-compliance will be managed in accordance with the applicable disciplinary procedures outlined in the Charles Darwin University and Union Enterprise Agreement 2022 and the Code of Conduct – Students. (31) Complaints may be raised in accordance with the Code of Conduct – Staff and Code of Conduct - Students. (32) All staff members have an individual responsibility to raise any suspicion, allegation or report of fraud or corruption in accordance with the Fraud and Corruption Control Policy and Whistleblower Reporting (Improper Conduct) Procedure.Recruitment and Selection Policy
Section 1 - Preamble
Section 2 - Purpose
Section 3 - Scope
Section 4 - Policy
Academic qualifications
Higher education academics
Vocational Education and Training (VET) trainers and assessors
Affirmative Action Priority Recruitment
Selection panels
Candidate assessment principles
Conflicts of interest
Record keeping
Section 5 - Non-Compliance
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