Casual Academic Staff Policy
Policy Number: 5.41.10
Contact Officer: Associate Director, Employee Relations
Date Approved by Senate: 27/07/2006
Date Amended: 10/03/2005
Date for Next Review: 27/07/2009
Related Policies: 5.41.8, 5.30.3, 5.30.12, 5.30.15, policies under 1.50, 2.10.4
Overview
1.1 The University of Queensland is committed to an equitable and consistent approach to the recruitment, selection, employment and development of casual academic staff. Casual academic staff employment conditions are derived from the University of Queensland Enterprise Agreement (Academic Staff).
1.2 Casual academic staff are normally employed to provide lecturing, tutoring and/or assessment support for UQ courses during a semester. A casual academic is employed at the prescribed hourly rate for a defined period of time, during which the duties are determined by the Head of the Organisational unit (or their approved delegate). A casual academic staff member is appointed to supplement the work of members of the full-time teaching staff.
1.3 This policy outlines the minimum requirements the University expects Faculties, Schools and Centres to follow in relation to the recruitment and selection process for casual academics, including advertisement of vacancies, applications, selection and appointment. It also addresses minimum standards relating to induction, resources and facilities, and staff development for casual academic staff.
1.4 Casual academic staff who provide limited or infrequent teaching, such as a single session or lecture, or assessment of a single item are exempt from certain areas of the policy, specifically 5.1, 6.1 and 7.1.
1.5 Generally scholarship holders have employment restrictions, which may include a restriction on the number of paid hours worked. For further information on scholarships, refer to http://www.uq.edu.au/grad-school/index.html?page=9804&pid=9790
Description
2.1 The University seeks to:
• maintain the principle of open competition on the basis of merit
• provide equal opportunity for all candidates,
• encourage members of employment-disadvantaged groups to consider employment with the University,
• represent in its staffing profile the community it serves,
• ensure that selection procedures are efficient and effective, and
• maintain applicant confidentiality.
2.2 All stages of the recruitment and selection process must conform with the provisions of various Acts of Parliament:
• The Sex Discrimination Act 1984 (Commonwealth)
• The Racial Discrimination Act 1975 (Commonwealth)
• The Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth)
• The Disability Discrimination Act 1992 (Commonwealth)
• The Age Discrimination Act 2004 (Commonwealth)
• The Australian Workplace Relations Act 1996 (Commonwealth) and the Industrial Relations Act 1999 (Queensland)
• The Anti-Discrimination Act 1991 (Queensland)
For more detailed information about the abovementioned Acts, refer to the Recruitment and Selection policy which can be viewed at: http://www.uq.edu.au/hupp/contents/view.asp?s1=5&s2=30&s3=1
Recruitment
The stages of the University's recruitment process are simplified for casual academic staff as follows but must not compromise the University's principles of non-discrimination and appointment on the basis of merit.
3.1 Stage 1- Vacancy
3.1.1 Pool - Vacancies for casual academic staff may be filled from a ‘pool' of staff that Faculties, Schools or Centres may create for this purpose. A pool may be utilised for selection and appointment over more than one teaching semester. It is recommended that the pool be regularly reviewed and refreshed to ensure a diverse pool is always available.
3.1.2 Advertisement - Where a decision has been made to advertise for casual academic staff, vacancies should be advertised normally around six weeks prior to the start of each semester. This practice is to ensure that each appointed casual academic receives appropriate induction prior to the start of the semester.
3.1.3 Vacancies may be advertised either internally or externally. However, casual employment opportunities must be made known to University postgraduate students, as a preferred source of candidates
3.2 Stage 2 - Applications
3.2.1 A Head of an organisational unit (or their approved delegate) should ensure that all applicants are made aware of this policy.
3.2.2 A Head of an organisational unit (or their approved delegate) should ensure that all applicants are fully briefed on the University's work entitlements and conditions for casual academic staff, full details of which are included in the Casual Academic Remuneration policy at HUPP 5.41.8 This information should be provided to applicants in conjunction with the casual academic application form. An example casual academic application form is provided in pdf format.
3.3 Stage 3- Selection
3.3.1 The selection of casual academic staff should be undertaken to identify the best candidates on the basis of merit.
3.3.2 Selection is normally made by a Program or Course coordinator responsible for the employment and coordination of casual academic staff.
3.3.3 All selection decisions should be approved by the relevant Head of organisational unit or approved delegate.
3.4 Stage 4 - Appointment
3.4.1 Whenever possible, confirmation of appointment should be provided to all new casual academic staff well in advance of their commencement of employment.
3.4.2 All successful candidates should meet with the Program or Course Coordinator to receive a duty statement, which sets out the type of work to be performed, the course and time involved.
3.4.3 A duty statement is completed by the Program or Course Coordinator and a copy is provided to the prospective staff member. A copy of the duty statement and associated detail should be signed and retained by the appointee and the Head of the Organisational unit. An example duty statement is provided in pdf format for Faculties, Schools and Centres to adapt.
3.4.4 A Head of an Organisational unit (or their approved delegate) should approve the appointment.
3.4.5 A casual appointment form, which is generated by the School, must be processed through the Aurion Human Resources system and a copy provided to the casual staff appointee as their instrument of engagement in accordance with the Policy 5.43.1 Modes and Types of Employment.
Remuneration
4.1 Remuneration for casual academic staff is outlined in the Casual Staff Academic Remuneration policy. This policy can be viewed at HUPP 5.41.8
Resources and Facilities
5.1 The University will provide appropriate resources and facilities to all casual academic staff. All casual academics, with the exception of those staff identified in 1.4, should be provided with access to office accommodation that includes desk and storage facilities.
5.2 Casual academic staff should normally have access to computer facilities including appropriate software.
5.3 Casual academic staff may obtain a University of Queensland staff Identification card, (see Identification Cards for University Staff and Associates 5.30.12). This card will enable library access.
5.4 The organisational unit should ensure that the technical support that is necessary for casual academic work is available. It is recognised that the necessary level of support required will vary depending on the course.
5.5 Although the organisational unit may identify limits for the use of facilities, such as photocopying, printing, internet and telephone usage available for casual academic staff, access to these resources and facilities should normally be available and a reasonable limit set.
Induction
6.1 All casual academic staff, with the exception of staff identified at 1.4, must complete an induction program at the time of their first appointment. Full details of induction for casual academic staff are available at http://www.uq.edu.au/new-staff/
Staff Development
7.1 Casual academic staff, with the exception of staff identified at 1.4, will have access to nominated programs in the University's staff development program www.tedi.uq.edu.au/. The University's training strategy for casual or sessional academic staff is available at - sessional Training.