Recruit Indigenous Guidelines

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					Guidelines for Recruiting Indigenous Staff or Staff
Providing Specific Services to Indigenous Students


Version                                  2.0
TRIM file number
Short description                        Guidelines on recruiting and selecting Indigenous staff or
                                         staff providing specific services to Indigenous students at
                                         CSU
Relevant to                              All employees involved in recruiting and selecting
                                         Indigenous staff or staff providing specific services to
                                         Indigenous students at CSU
Authority                                This Guideline has been approved by the Executive
                                         Director, Human Resources in accordance with the Policy
                                         on Delegations and Authorisations - Delegation Schedule 1,
                                         GOV10
Responsible officer                      Manager, Diversity & Equity
Responsible office                       Division of Human Resources
Date introduced                          16 December, 2005
Date(s) modified                         1 September 2010
Next scheduled review date               September 2013
Related University documents             Staff Recruitment and Selection Policy
                                         Staff Recruitment and Selection Procedure
                                         Indigenous Education Strategy
                                         Indigenous Employment Strategy
                                         Applicable industrial instrument (i.e. Enterprise Agreement,
                                         Australian Workplace Agreement, contract of employment)
                                         Equal Opportunity Policy
                                         Occupational Health and Safety Policy
Related legislation                      Anti-Discrimination Act 1997 (NSW)
                                         Racial Discrimination Act 1975
Key words                                guidelines, recruitment, selection, staff, appointments,
                                         Indigenous




Guidelines for Recruiting Indigenous Staff or Staff Providing Specific Services to Indigenous Students
Version 2.0 – 1 September, 2010                                                                 Page 1
1.    PURPOSE

      The purpose of these guidelines is to describe the principles and procedure that apply
      to recruiting and selecting Indigenous staff or staff providing specific services to
      Indigenous students at Charles Sturt University (CSU).

2.    SCOPE

      These guidelines apply to all employees involved in recruiting and selecting
      Indigenous staff or staff providing specific services to Indigenous students at CSU.

3.    APPLICATION OF GUIDELINES

      Recruitment processes will conform to the provisions of the University’s Staff
      Recruitment and Selection Policy. However, in the case of positions identified as
      having responsibility for Indigenous related polices and/or programmes or positions
      targeted for Indigenous recruitment, the following principles will also be applied to both
      academic and general staff recruitment.

4.    DEFINITION OF AUSTRALIAN INDIGENOUS PEOPLE

      4.1   In Australia, reference to an Indigenous person applies to people of Aboriginal
            and/or Torres Strait Island descent.

      4.2   For the purpose of these guidelines an Indigenous person is one who:
            (a)    Is of Australian Aboriginal and/or Torres Strait Island descent;
            (b)    Identifies as an Aboriginal person or Torres Strait Islander; and
            (c)    Is accepted as an Aboriginal person or Torres Strait Islander by the
                   community in which he or she lives or has lived.

5.    IDENTIFIED POSITIONS

      5.1   An identified position is one in which the principal duties involve development
            and/or delivery of policies, programmes or services which impact on Indigenous
            people and require interaction with Indigenous communities. Such positions
            require specific knowledge and understanding of Indigenous cultures and issues
            and the ability to communicate effectively with Indigenous communities.

      5.2   Where a position provides a service specifically for Indigenous people, the
            University may restrict appointment to Indigenous persons as provided for by
            Section 14 of the Anti-Discrimination Act 1977 (NSW).


6.    TARGETED POSITIONS

      6.1   A targeted position is a position which is allocated for recruitment of an
            Indigenous person under the University’s Indigenous Employment Strategy.
            Unlike identified positions, there is no requirement for specific knowledge of
            Indigenous cultures or issues in the position role. Targeted positions are
            employed as a special measure to increase employment opportunities for
            Indigenous people and achieve a more diverse staffing profile that contributes to
            an inclusive campus environment for Indigenous students.


Guidelines for Recruiting Indigenous Staff or Staff Providing Specific Services to Indigenous Students
Version 2.0 – 1 September, 2010                                                                 Page 2
      6.2   Positions may be targeted under the Indigenous Employment Strategy within the
            framework of the University’s Equity Employment Plan in accordance with the
            measures provided for by Sections 21, and 122K of the Anti-Discrimination Act
            1977 (NSW).

7.    SELECTION CRITERIA FOR IDENTIFIED POSITIONS

      7.1   In principle, the University’s aim is to employ an Indigenous person in any
            position that specifically provides services for Indigenous people. In the first
            instance, the University will include in the essential criteria for identified
            positions the requirement that the appointee be of Indigenous descent. Where
            the University has grounds to consider that it may be difficult to attract a suitably
            qualified Indigenous applicant, advice should be sought from the Indigenous
            Employment Coordinator with regard to implementing appropriate advertising
            and recruitment strategies before changing the status of the requirement for
            Indigenous descent from essential to desirable.

      7.2   For all identified positions, the essential criteria will require that the appointee:

            (a)    is an Indigenous Australian (as qualified in 7.1 above);
            (b)    demonstrates a level of knowledge and understanding of Indigenous
                   cultures and societies appropriate to the position; and
            (c)    demonstrates the ability to communicate sensitively and effectively with
                   Indigenous people, including the requirement for genuine consultation and
                   negotiation.

8.    SELECTION CRITERIA FOR TARGETED POSITIONS

      Selection criteria for targeted positions should include as an essential requirement that
      the appointee be an Indigenous Australian.


9.    ADVERTISING VACANCIES

      9.1   In addition to the use of normal channels of advertising, positions will be
            advertised through appropriate Indigenous publications/media and networks.
            Consideration should be given to an appropriate lead time to enable promotion of
            vacancies through community and other networks. The Indigenous Employment
            Coordinator can provide advice on, and assistance with, advertising strategies.

      9.2   Where an identified position is to be advertised, the advertisement should
            indicate that applications are sought from Indigenous Australians pursuant to
            Section 14 of the Anti-Discrimination Act 1997 (NSW).

      9.3   Where it is intended to target a mainstream position for recruitment of an
            Indigenous person, the advertisement should indicate that, in accordance with
            the University’s Indigenous Employment Strategy, applications are sought from
            Indigenous Australians.




Guidelines for Recruiting Indigenous Staff or Staff Providing Specific Services to Indigenous Students
Version 2.0 – 1 September, 2010                                                                 Page 3
10.   SELECTION COMMITTEES

      10.1 Where a position is identified or targeted for appointment of an Indigenous
           person the selection panel must include at least one Indigenous panel member
           with appropriate expertise in the professional area.

      10.2 Positions at management level will normally include more than one Indigenous
           panel member, one of whom will be external to the unit or Division.


Table of amendments

   Version        Date                    Short description of amendment
   number
 2.0           1/9/2010      Sub clause 4.2 replaced with the generally accepted
                             definition of Aboriginal and Torres Strait Islander people in
                             Australia.
                             Clause 5 replaced and a new Clause 6 added to
                             differentiate between “identified” and ‘targeted” positions
                             Sub clause 7.1 (previously 6.1) amended to require
                             consultation with Indigenous Employment Coordinator where
                             there are concerns about making Indigenous descent an
                             essential criterion for an identified position.
                             Sub clause 7.2 (previously 6.2) addition of requirement that
                             applicant be an Indigenous Australian to reinforce changes in
                             7.1.
                             Removal of sub clauses 7.3 (previously 6.3) to be relocated
                             in position templates
                             New Clause 8 added to clarify specific addition to selection
                             criteria for targeted positions.
                             Clause 9 (previously Clause 7) amended to reflect new Staff
                             Recruitment and Selection Policy and the differentiation
                             between “identified” and “targeted” positions.
                             Clause 10 (previously Clause 8) amended to provide more
                             flexibility for establishing smaller selection committees in
                             conformity with changes in CSU recruitment procedures.




Guidelines for Recruiting Indigenous Staff or Staff Providing Specific Services to Indigenous Students
Version 2.0 – 1 September, 2010                                                                 Page 4

				
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