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6.3 People Policy

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People Policy


Central to the University of Tasmania’s activities, this policy outlines our commitment to our People Strategy, enhancing our culture and supporting and valuing our people and safe systems of work.

1 People recruitment, management and developmentResponsible
1.1 Appointments will be transparently, equitable and merit-based, and applicants treated fairly and respectfully. Chief People Officer
1.2 Appointment, onboarding and induction activities will support new staff to succeed and be consistent with the University’s strategies, values and vision. Chief People Officer
1.3 The University will provide staff with career growth and development opportunities aligned with the University's strategic objectives and vision. Chief People Officer
1.4 All fixed-term and ongoing staff in conjunction with their supervisors will set, and continuously review, performance expectations and development plans which are aligned with the University’s organisational objectives and strategy. Chief People Officer
1.5 Staff will be respectful and fair in the management of people. Chief People Officer
1.6 In order to benefit areas of strategic priority for the University, scholarships may be provided to external individuals through a Visiting Fellows and Visiting Scholars Program. Chief People Officer
1.7 In circumstances where the operational needs of the University change, staff eligible for redeployment will be managed in accordance with the relevant provisions of the Staff Agreement. Chief People Officer
1.8 The University will engage suitably qualified and experienced contractors to undertake duties that are not core-business, and contractors must comply with all relevant University requirements Chief People Officer
1.9 The University will provide staff with a range of leave options and opportunities to support their health and wellbeing including physical and psychological safety. Chief People Officer
1.10 Staff will use their full recreational leave allocation in a timely way in support of their health and wellbeing and the operational needs of the University. Chief People Officer
1.11 The University may grant eligible academic staff with study leave to provide them with the opportunity to carry out sustained research or teaching development to maintain and enhance the quality of the University's research and teaching. Provost
2 Inclusion, diversity and equity 
2.1 Members of the University community will ensure their work and actions are respectful of the diversity within the University community. Chief People Officer
2.2 When making a decision, members of the University community will consider the impact of intersectionality – how multiple social identities (eg race, gender, class, sexuality, disability, religion, etc) shape individual experiences of discrimination and/or disadvantage. Chief People Officer
2.3 Members of the University community will ensure research, learning and teaching environments are inclusive of differences, are diverse, intolerant of harassment and discrimination and that all people are treated with respect, fairness and justice. Chief People Officer
2.4 Members of the University community will value Aboriginal culture and create an environment in which Aboriginal people can feel safe, respected and included in all aspects of University activity and learning. Chief People Officer
2.5 All staff will be supported to implement, advocate and model inclusive practices assisted by clear policies, processes and professional development. Chief People Officer
2.6 The University will integrate the principles of inclusion, diversity and equity into planning and practices. Chief People Officer
3.1 University employees may provide consultancy services and accept remunerated appointments to government, industry and community committees, boards or tribunals in their capacity as a University employee, as agreed with their supervisor, unless it is determined to be inconsistent with University priorities, policies, procedures or principles of competitive neutrality. Chief People Officer
3.2 University employees engaged in any consultancy activity in their capacity as a University employee will consider and manage risk and legal issues, including the management  of any conflicts of interest, taxation issues, insurance coverage, and protection of the brand and reputation of the University. Chief People Officer
3.3 University employees will disclose and clearly distinguish private consultancies or remunerated appointments from their University duties, meet their University obligations, manage any conflicts of interest, and will not use University resources including employees, equipment, intellectual property, or facilities to undertake this engagement. Chief People Officer

Definitions and acronyms:  University community | inappropriate behaviour

10 June 2021 Once printed this is an uncontrolled document: Version history

All University community members must comply with all relevant laws and regulations, University By-Laws, ordinances, policies, procedures and supporting resources.