Staff Recruitment, Review and Promotion Policy
Document type: Rule/Policy/Plan/Guidelines/Operating Procedures
Administering entity: Principal
Date approved: 03 Mar 09
Latest amendment date: 11 June 09
Approved by: (Council/Principal/ Academic Board)
Indicative time for review: Annual
Responsibility for review: Principal
1 Purpose
The purpose of this policy is to outline the procedures adopted by the TOP Education Institute for staff recruitment, selection, induction, performance review and promotions.
2 Scope
This policy applies to all staff, including full time/ongoing and casual/sessional/part time staff.
3 Definitions
The Institute means TOP Education Institute.
4 Procedures
Staff recruitment, selection, induction, promotions and performance review at TOP Education Institute is conducted equitably in accordance with the following procedures.
All positions have a Duty Statement which includes the specific duties for the position.
All positions have a Selection Criteria, divided into essential criteria and desirable criteria, identifying the minimum qualifications and experience required for the position.
All vacant positions will be advertised on the internet and placed on the TOP Education website,
Unless a suitable candidate has previously applied for a position and is on file with TOP Education.
The website will include the Duty Statement and the Selection Criteria for the advertised position.
All advertisements must be authorized by the Principal.
4.1 Selection
The responsibility for selecting academic staff and student support staff lies with the Director of Business Programs, the relevant Director(s) of other Program(s), the Principal, and the Provost. The Principal is directly responsible for selecting senior administrative staff and the Director of Programs. The Administration, HR & Finance Manager is responsible for the selection of junior administrative staff.
The selection and short listing of suitable applicants will adhere to the following procedure:
(i) Written applications will be assessed against the selection criteria by the relevant supervisor(s).
(ii) Selected applicants will be invited for a panel interview. The members of the panel will vary depending on the position.
(iii) Selected applicants will be interviewed.
(iv) The panel will decide on the most suitable applicant.
(v) Reference checks will be conducted and submitted academic qualifications and transcripts will be reviewed. This will include gaining written confirmation to verify the bona fides of qualifications and awarding institutions. This will be done with the verbal consent of the candidate.
(vi) A verbal and written offer of employment will be made to the preferred applicant, including a copy of the duty statement, an explanation of conditions of employment and the grade of appointment for academic staff.
(vii) The employment contract will be signed, ensuring the clarification of roles and responsibilities of both parties.
4.2 Induction of Staff
4.2.1 Induction will be conducted within the first week of employment and will be conducted by the relevant supervisor. The induction will adhere to the following procedure:
(i) Discussion of the new staff member’s Contract and Duty Statement. The supervisor will ensure the filing of copies of the signed contract, qualifications and academic transcripts
(ii)Completion of tax file, superannuation, banking and contact details forms.
(iii) Introduction to the main policies and procedures of the institute. These will be available on the institute’s website.
(iv)Clarification of the requirements of the National Code 2007, where appropriate
(v) Discussion of their role as a Higher Education Lecturer at TOP Education Institute and the provision of subject information, where appropriate.
(vi) Discussion of the Code of Conduct for staff at TOP Education Institute. The Code of Conduct will be available on the Institute’s website.
(vii) Provide a tour of premises to the new staff member and an introduction to current staff. .
4.3 Grades of Appointment for Sessional Academic Staff
4.3.1 Remuneration for Lecturers will be based on a combination of qualifications and experience. It will be expected that teaching staff will have one AQF Qualification higher than the level they are teaching. For example, a lecturer teaching Business Management on the Bachelor of Business who is appointed at Level 4, will have, as a minimum, a Masters Degree in Business and three years lecturing experience and preferably commercial business experience.
4.3.2 If a case can be made of proven outstanding teaching experience but without the required AQF qualification then the selection panel may take this into consideration.
4.4 Permanent staff
4.4.1 TOP Education Staffing Development Plan indicates that the Institute currently employs one full time permanent qualified academic staff member as the Director of Business Programs When the size of the student population reaches one hundred students, TOP Education will employ another full time permanent lecturer and will work on the ratio of one full time academic staff member for every fifty students.
4.4.2 There are currently four full time permanent Administration Support Staff to support up to 150 students. TOP Education will work on the ratio of one administrative staff member for every fifty students.
4.5 Performance Review
4.5.1 Staff Performance Reviews will be held annually by the relevant supervisor.
4.5.2 The Director of Business Programs will conduct the performance review for all academic staff. The review will be based on the Observation of Teaching and Learning Checklist which will be completed during observations of lecture and tutorial sessions throughout the academic year (refer to Observation of Teaching and Learning Checklist).This details the strengths and weaknesses of the staff member in relation to a set criteria. Data collected anonymously from students through questionnaires regarding teaching performance will also be discussed as part of the performance review and the staff member’s annual Professional Development Plan will be completed.
4.5.3 The Principal will conduct the performance review for all senior administration and support staff. The review will be based on their performance in relation to their Duty Statement and the staff member’s annual Professional Development Plan will be completed.
4.5.4 Staff members will be invited to comment on their Performance Review report and to indicate whether or not he/she agrees with their supervisor’s comments. If agreement cannot be reached, the issue will be referred to the supervisor’s manager. It is expected that most disagreements will be settled informally but if this is not possible the Institute’s grievance procedures may be invoked.
4.6 Promotion for Academic Staff
4.6.1 If a lecturer wishes to be considered for promotion they must submit an application which addresses the following criteria:
· Experience and achievement in teaching and curriculum development.
· Research, scholarship, creative achievement and professional activity.
· Service to the Institute.
4.6.2 An application for promotion will be considered by the Academic Board. They will provide a recommendation in writing, including reasons for the recommendation to the Principal. The Principal may elect to interview the applicant before making his decision.
4.6.3 If the candidate is dissatisfied with the decision of the Principal they may appeal to the Institute Council and/or the Institute’s Independent Arbiter who will then mediate.
4.7 Related Documents
i. Performance Planning and Review Policy
ii. Unit Evaluation
iii. Course Evaluation Survey
iv. Observation of Teaching and Learning Checklist
v. Staff Individual Development Plan