Types of employment
Managers can recruit staff using either competitive selection or direct appointment. The method you use depends on the requirements of the position. Permanent and fixed-term positions over 12 months must use competitive selection, whereas casual and short-term staff can be direct appointed. For help with the most appropriate type of employment speak to your HR Business Partner PDF, 36KB.
The following recruitment process is for recruitment of:
- Continuing staff – where there is no set date for when they finish.
- Contingent staff – where the staff member is funded by external funding for a specific task or project.
- Fixed-term staff – where the person is employed for a specific term with a defined end date.
- Fixed-term Research staff- from non-operating funds for a period of 12 months to 3 years, the process for this recruitment can be found at Recruitment, Selection and Appointment of Research Staff from Non-operating Funds Procedure.
The recruitment process
- Contact your HR Business Partner (PDF, 36KB) for advice on recruitment and the position needs.
- Get verbal permission from your Head of School or Division to start the recruitment process.
- Complete a staff recruitment request form (PDF, 501KB) and Part B of the Health and hazard assessment questionnaire (PDF, 505KB). See the Guideline (PDF, 68KB) for further information.
- Draft a position description, either Academic staff and Professional staff or review the current PD (use the HEW Level Descriptors (PDF, 232KB) for Professional positions and the Position Classification Standards (PDF, 61KB) for Academic positions).
- Submit your staff recruitment request form to your Head of School or Division for approval of the budget.
- Submit your approved recruitment request form and completed position description to your Human Resources Officer or Advisor.
The process for recruitment of research staff from non-operating funds is slightly different. They are not considered as contingent staff. See the guideline for more information.
Sometimes managers or supervisors might need to recruit someone quickly for a short period of time or irregular work. By using our casual and short-term appointment process you do not need to undergo the full recruitment process. However you should contact your HR Business Partner to get advice on the process.
This recruitment process can be used for:
- Casual staff – where the staff member is employed on an hourly basis.
- Short-term appointments – a fixed-term appointment (both full or part-time) for less than 12 months.
The recruitment process
- Consider whether this type of recruitment suits your needs in line with equal employment opportunity.
- Identify your candidate either through your network or the resumes on file with Human Resource Services.
- Conduct appropriate reference checks and complete a file note.
- Complete an appointment job details form (PDF, 386KB) (refer to the Position Classifications standards (PDF, 61KB) or HEW Level Descriptors (PDF, 232KB) to ensure correct classification of the position). If the staff member is new to UoN you will also have to attach:
- Send this form to the Head of your Division (for professional positions), Head of School/ Pro-Vice Chancellor (for academic staff) or Chief Investigator (for research grant positions). See the Delegation of Authority Policy for more information.
- UoN employment pack (PDF, 635KB) that includes proof of their right to work in Australia
- Tax file number declaration form
- Superannuation form
- Current resume
Managers can employ independent contractors to carry out a specific project or piece of work. This type of recruitment is not normally used for teaching duties.
There are a range of requirements that need to be satisfied before employing an independent contractor. See the Engagement of Contractors and Consultants Procedure for more information.
Secondments can be mutually beneficial to both the staff member and UoN. Secondments can provide a rich professional development opportunity and new network of contacts for the staff member. While UoN sees operational benefits in building capacity, strengthening skill sets, enhancing performance, meeting future business needs and succession planning.
Secondments are generally between six and 12 months and are available for ongoing full-time and ongoing part-time staff. A secondment may be extended but the maximum length of a continuous secondment is two years.
If you are interested in hosting a secondment or are looking for a secondment opportunity for a member of your team please contact your HR Business Partner PDF, 36KB.