University Council

Employment (GLP11)

 

Governance Level Principle - No. GLP11

Relevant UTAS Ordinance and/or
Rule Reference No.
Ordinance 1 Role of Council
Relevant State/Federal Govt.
Legislation
University of Tasmania Act 1992, Workplace Relations Act 1996
Commencement Date 20 August 2005
Review Date 20 August 2006

 

1. Statement of Context

To achieve its vision the University must attract and retain academic and general staff of the highest quality and enable them to pursue the University's goals with a high degree of support, development and autonomy. The employment relationship between the University and staff is therefore of central importance.

2. Objectives

The objective of this principle is to promote sound and effective employment arrangements and practices by:

  • establishing high level priorities; and
  • describing roles, responsibilities and accountabilities.

3. Priorities

The University will:

  • provide the leadership necessary to ensure that employment procedures and practices:
  • are open and transparent, with practical and effective means of ensuring procedural fairness and due process
  • show respect for persons through the pursuit of fairness and equity;
  • promote
  • an organisational culture that is typified by openness and equity with efficient, transparent and consultative decision-making
  • a teaching and learning environment that is inclusive and values diversity, supports the pursuit of academic excellence and produces high-quality education and employment results for all students and staff;
  • ensure that employment arrangements, working conditions and remuneration packages are competitive with other employers with whom the University competes for staff, with recognition and rewards linked to achievements. Flexibility will be provided in employment arrangements where practical;
  • develop and implement practical performance management initiatives to benchmark and improve performance to match outcomes at the leading group of research-led universities in research, teaching quality and staff quality;
  • continually work to devise better ways of recognising and rewarding staff contributions to University life and reputation;
  • undertake strategic staffing analyses on a periodic basis to broaden processes for attracting key people, and review retention strategies and address gender and equity imbalance through targeted programs;
  • develop staff workload protocols that support effective and equitable workplaces, and that recognise diversity of excellence; and
  • provide and support a broad range of staff development opportunities that develop the capacity of staff to achieve the University's goals, while improving individual job satisfaction and career prospects; and
  • comply with all applicable legislation, regulations and statutory requirements relating to employment.

In addition to these priorities, there are a number of other priorities that are common to most individual Principles. These additional priorities are specified in the University Governance Principle and are not repeated in detail here.

They cover:

  1. supporting policies, plans and procedures;
  2. resourcing and implementation;
  3. training and awareness; and
  4. monitoring, review and ongoing development.

4. Implementation

The Vice-Chancellor has responsibility for the implementation of the Employment Principle and the development and implementation of supporting policies, plans and procedures.

Staff in managerial or supervisory positions are responsible for managing employment relationships in conformity with policies, plans and procedures.

All employees should act in ways that support this principle and related policies, plans and procedures.

Council is responsible for over-viewing the performance of employment procedures and practices.

 

Approved by Council on 19 August 2005