1.      Overview

1.1.    The University will generally consider a secondment on the basis that it is not financially disadvantageous to the University and it is consistent with the staff member's responsibilities and the goals of the University. The exception to these parameters would be a secondment proposal that involves the national interest. Secondment is generally limited to a period of twelve (12) months. There are three types of secondment situations.

1.1.1.      Secondment out of the University: may involve a staff member moving to another organisation for a specified period, and at the end of that time will return to duty at the University.

1.1.2.      Secondment into the University: where the University wishes to gain the services of an employee of another organisation for a fixed term.

1.1.3.      Secondment within the University: secondment at the same substantive level or higher may be offered or may be requested by a staff member and agreed to by the University. This type of secondment may also arise as a result of appointment processes under standard University appointment processes.

2.      Secondment Out of the University

2.1.    Any secondment proposal must specify the arrangements for return. Secondments must be based on mutual agreement between the staff member, the University and the host organisation. Details such as the responsibility for salary payments, salary reimbursement, on-costs, superannuation and worker's compensation must be agreed prior to the secondment being undertaken.

2.2.    During a period of secondment, the University will continue to pay the staff member, plus associated on-costs, and invoice the host organisation for reimbursement.

2.3.    In addition the following issues should be clearly determined before the secondment takes place:

1. period of secondment;
2. whether the secondee's position will be temporarily filled during the absence;
3. whether the secondee will return to his or her previous position or to another position of equivalent classification.

3.      Secondment Within the University

3.1.    Secondment may be offered or requested by a staff member, or alternatively may arise as a result of appointment processes under standard University appointment processes.

3.2.    Each secondment arrangement must be confirmed in writing with specific details relating to the conditions of secondment including its duration and the right of return to the substantive position.

3.3.    Where a staff member is seconded to another position, the terms and conditions of the previous position are preserved pending their return, and those associated with the new position apply during this secondment.

3.4.    For further information please contact the appropriate Client Service Team Manager, Human Resource Services.

4.      Secondment Into the University

4.1.    A person may be seconded into the University to fill an advertised position or to undertake a specific project for an agreed period. The secondment arrangement must specify that the seconded staff member will return to the releasing organisation at the end of the fixed term. Where the secondment involves filling an advertised position, standard appointment processes must be followed.

4.2.    Secondments into the University must be based upon a mutual agreement between the University, the individual, and the releasing organisation. Details such as the responsibility for salary payments, salary reimbursement, on-costs, superannuation and worker's compensation must be agreed prior to the secondment being undertaken.

4.3.    Payments to the individual during secondment may be treated in one of the following ways:

1. the releasing organisation may continue to pay the individual, plus associated oncosts, and invoice the University for reimbursement;
2. the releasing organisation may release the individual for the period and the University will pay all costs including workers compensation premiums;
3. the University may or may not agree to be responsible for superannuation.

5.      Entitlements

5.1.    Staff in the Human Resource Services can advise on all aspects of secondment, including leave entitlements, and continuity of service for the purposes of long service leave.

6.0.   Procedures, Secondment Out and Into the University

6.1.    A proposal should be submitted to the appropriate Client Service Team Manager, Human Resource Services through the Head of School/Organisational Unit and Pro Vice-Chancellor or Head of Division.

The following details should be provided:

1. name, title of the potential secondee;
2. the purpose of the secondment and the grounds which would justify its approval (refer 1.1)
3. date of the first and last day of the period of secondment;
4. a completed application for release;
5. details of the position to which the secondee will return (if it is a different one to the position being vacated);
6. the name and address of the host organisation;
7. the name and contact number of secondee's immediate supervisor within the host organisation;
8. proposed superannuation arrangements;
9. proposed worker's compensation arrangements;
10. proposed payment of remuneration and/or remuneration reimbursement details (if appropriate).

Delegation: Secondments out of and into the University for professional staff are authorised by the Director, Human Resource Services.