James Cook University (JCU) is committed to the attraction/recruitment, selection, appointment and ongoing support and retention of quality employees from diverse backgrounds. We undertake this within the context of a competitive domestic and international market. This Policy outlines JCU’s policy and principles to ensure that employee recruitment and selection practices are consistent, Merit-based and in accordance with the University’s needs.
This policy must be read in conjunction with the ‘Recruitment & Selection – Best Practice Guide’.
This policy applies to Continuing and Fixed-Term employees covered by James Cook University’s Enterprise Agreement 2013 - 2016, or its successor document.
This policy does not apply to casual employees. Please refer to the Employment and Recruitment of Casuals Policy.
This policy does not apply to Visiting Appointments or Occupational Trainees. Please refer to the Visiting Appointments Policy and Visiting Scholars Proposal Form
Recruitment and Selection occurs within a transparent and merit-based context. Eligible applicants are equitably considered at the start of the recruitment process and each subsequent stage and the best applicant for the position is appointed.
Recruitment and Selection at James Cook University:
Acting Higher Duties
An employee receives a Higher Duties Allowance in accordance with Schedule 2 Loadings and Allowances of the Enterprise Agreement 2013-16, to perform higher duties.
Acting Higher Duties arrangements do not alter superannuation arrangements.
The employee’s details will not be displayed as the holder of the position in the organisation charts, nor in the online contacts directory.
For the purposes of this policy, Advertise may include formally advertising a role externally in paper media (e.g. The Australian), online media (e.g. Seek.com) or formally sourcing passive candidates through social media (e.g. LinkedIn).
Conflict of Interest
A situation in which a person has a private or personal interest which could make it difficult for the individual to fulfil his or her duties impartially, and could appear to improperly influence the performance of his or her official duties.
For example, where a fair and merit-based selection process may be compromised by a conflict of interest of a selection committee member.
An applicant assessed through a formally advertised position, who after participating in a merit based selection exercise, is considered appointable and may be drawn upon to fill a comparable position at the same or lower level than that was originally applied for.
The approved organisational structure that defines the makeup of the overall organisation from the Division Level to the individual team level.
Expression of Interest (EOI)
A form of advertising used in the event that a full recruitment exercise is considered unnecessary. Generally, an Expression of Interest will be used under the following circumstances:
Where managers wish to gauge the level of interest and skills available internally, or from within a particular workgroup or team, for fixed term positions up to and including six (6) months or for Acting Higher Duties opportunities.
Used locally as an avenue for employees to express their interest in training and/or developmental opportunities.
External Resources are resources that include contractors, consultants, labour-hire and any other person who is paid via a third party or who invoices James Cook University for their professional services
Employment and promotion are based upon open competition and upon the merit of the individual. The merit principle aims to ensure:
Equal opportunity for people to compete for a position;
That people are judged fairly and without bias, favouritism or unfair discrimination;
The selection of the best person for the job; and
That, when a person is assessed for a job, only those aspects that are relevant to their ability to perform in that job are considered.
|Order of Merit||A list of applicants deemed appointable and documented in order of preference for the position applied for, established at the completion of a recruitment and selection process.|
An existing employee appointed to a position for a fixed-term period not exceeding two years. The employee’s substantive position is relinquished for the secondment period only, after which time the employee will return to their substantive position/classification.
Superannuation arrangements are amended to reflect the secondment arrangement.
A method of assessing candidates’ against the selection criteria for the position, with the intention of obtaining information to lead to correct selection decisions. Common selection techniques include, but are not limited to:
A pre-employment medical is an assessment conducted by an external health professional to satisfy the University that the employee has the physical capacity to perform the University’s duty of care under health and safety legislation.
Redeployment and Workforce Flexibility
Equal Opportunity Legislation
Deputy Vice Chancellor, Services & Resources
Human Resources Committee
Date for next review
Description of changes
Minor amendments to policy to align with HR Delegations Policy and Register
Deputy Director, Human Resources
Minor amendments to procedures to align with JCU Enterprise Agreement, 2013–2016, approved by Deputy Vice Chancellor, Services & Resources.
Policy Officer, Quality, Planning & Analytics
Approved by Council. The new policy replaces the following documents, which in turn are abolished: