Recruitment and Selection. 7.1 Recruitment and selection processes at the University will uphold the principle of merit-based selection and ensure the application of fair, reasonable and consistent standards of selection against selection criteria. Recruitment and selection will be carried out in accordance with the University’s recruitment and selection policies as varied from time to time. Appeals Against Non-Appointment 7.2 A Staff Member, who is an unsuccessful applicant for appointment to a vacant position that has been advertised, may request a written report stating the reasons for their non-selection. Such a request must be made to the Chair of the selection panel within 2 days of being notified of the selection decision, and the report, by the Chair, must be provided within 7 working days of receiving the Staff Member’s request. 7.3 The Staff Member may apply to have the decision reviewed by the Director, Human Resources if they consider that: (a) the decision not to appoint was made in contravention of the appointment procedures; and/or (b) the reasons given for not being appointed were inappropriate. 7.4 An appeal in respect of non-appointment to an advertised position may only be made if: (a) the Staff Member (appellant): (i) is not a casual Staff Member or a fixed-term Staff Member who has had less than 6 months service with the University; (ii) satisfies the advertised minimum requirements for the position; and (iii) is willing and able to take up the duties of the position concerned. (b) the person appointed to the position concerned was an internal candidate (already employed by the University); (c) the appointment is a continuing appointment or, if it is a fixed-term appointment or secondment, the term is for 2 years or more; and (d) the position applied for carries a higher salary than that currently occupied by the appellant. 7.5 An appeal must be lodged with Human Resources within 7 working days of the Staff Member receiving the reasons for non-appointment. The Staff Member must provide a signed statement giving full details of the appeal. 7.6 Appeals will be dealt with in accordance with the University’s recruitment and selection policies as varied from time to time.
Appears in 2 contracts
Samples: Employment Agreement, Enterprise Agreement
Recruitment and Selection. 7.1 Recruitment and selection processes at the University will uphold the principle of merit-based selection and ensure the application of fair, reasonable and consistent standards of selection against selection criteria. Recruitment and selection 14.01 Vacant positions will be carried out in accordance with posted on the University’s recruitment staff bulletin boards and selection policies as varied from time to timeany internal electronic medium for five (5) calendar days. Appeals Against Non-Appointment
7.2 A Staff Member, who is an unsuccessful applicant for appointment to a vacant position that has been advertised, may request a written report stating Each posting shall state the reasons for their non-selection. Such a request must be made to the Chair of the selection panel within 2 days of being notified of the selection decision, and the report, by the Chair, must be provided within 7 working days of receiving the Staff Member’s request.
7.3 The Staff Member may apply to have the decision reviewed by the Director, Human Resources if they consider thatfollowing information:
(a) the decision not to appoint was made in contravention of the appointment procedures; and/orresponsibilities;
(b) qualifications;
(c) basic rates of pay;
(d) employment status;
(e) to whom applications should be submitted;
(f) rotation;
(g) anticipated duration, if the reasons given for not being appointed were inappropriateposition is temporary.
7.4 An appeal 14.02 If no suitable internal applications are received from bargaining unit Employees by the completion of the posting period, the Employer may fill the vacancy at its discretion.
14.03 Until the vacancy is filled, the Employer may fill the vacancy, with part-time or casual Employees. If a position changes from temporary to permanent, or from part-time to full-time, such positions shall be posted in respect accordance with Article 14.01.
14.04 In making appointments, as a result of non-appointment posted vacancy, consideration over outside applicants shall be given to an advertised position may only be made ifEmployees who possess the required qualifications needed to fill the position. In considering internal applicants, the Employer will use the following order of consideration:
(a) the Staff Member (appellant):
(i) is not a casual Staff Member or a fixed-term Staff Member who has had less than 6 months service with the Universityregular Employees;
(ii) satisfies the advertised minimum requirements for the position; and
(iii) is willing and able to take up the duties of the position concerned.
(b) the person appointed to the position concerned was an internal candidate (already employed by the University)next, laid off regular Employees;
(c) next, temporary and casual Employees ordered by date of hire. Temporary and Casual Employees hired for a regular position shall have their seniority backdated to the appointment original hire date.
14.05 The Employer may fill posted vacancies on a casual basis only, until a permanent candidate is selected.
14.06 When filling vacancies within the bargaining unit, the determining factors shall be the most requisite job-related skills, training, knowledge and other relevant attributes and where these factors are considered by the Employer to be equal and satisfactory, seniority shall be the deciding factor.
14.07 The Employer shall inform the applicants of their acceptance or rejection within five (5) Working Days of the date of the decision and post the name of the successful candidate on the Staff Bulletin Board for ten (10) working days.
14.08 Transfers and promotions shall be on a continuing appointment ortrial basis and Employees shall serve a trial period of five hundred (500) hours in which to demonstrate the ability to fill the new position satisfactorily. Such trial period may be extended due to an approved absence. During the trial period, either the Employer may choose to return the Employee to their former position or a comparable position if it is a fixed-term appointment unavailable without loss of pay or secondmentseniority. If the Employee elects to revert to their former position the trial period, they must request to do so in writing. In the event that reinstatement is not possible, the term Employer shall make every attempt to find a comparable position for the Employee without loss of pay or seniority.
14.09 The foregoing provisions shall be waived and inoperative when placement of an Employee in a job within the bargaining unit is for 2 years or more; and
(d) the position applied for carries affected to accommodate a higher salary than that currently occupied request by the appellantWorkers’ Compensation Board.
7.5 An appeal must be lodged with Human Resources within 7 working days 14.10 A Regular Employee who applies for and is successful on a temporary posting shall maintain her status as a Regular Employee. A Casual Employee who applies for and is successful for a temporary position shall receive all entitlements and benefits applicable to a Temporary Employee. At the completion of the Staff Member receiving temporary term, the reasons for non-appointmentRegular Employee shall return to her former position. The Staff Member must provide At the completion of her temporary term, the Casual Employee shall resume the normal terms and conditions of employment applicable to a signed statement giving full details of the appealCasual Employee.
7.6 Appeals will be dealt with in accordance with the University’s recruitment and selection policies as varied from time to time.
Appears in 1 contract
Samples: Collective Agreement
Recruitment and Selection. 7.1 Recruitment and selection processes at the University will uphold the principle of merit-based selection and ensure the application of fair, reasonable and consistent standards of selection against selection criteria. Recruitment and selection
14.01 Vacant positions will be carried out in accordance with posted on the University’s recruitment staff bulletin boards and selection policies as varied from time to timeany internal electronic medium for five (5) calendar days. Appeals Against Non-Appointment
7.2 A Staff Member, who is an unsuccessful applicant for appointment to a vacant position that has been advertised, may request a written report stating Each posting shall state the reasons for their non-selection. Such a request must be made to the Chair of the selection panel within 2 days of being notified of the selection decision, and the report, by the Chair, must be provided within 7 working days of receiving the Staff Member’s request.
7.3 The Staff Member may apply to have the decision reviewed by the Director, Human Resources if they consider thatfollowing information:
(a) the decision not to appoint was made in contravention of the appointment procedures; and/orresponsibilities;
(b) qualifications;
(c) basic rates of pay;
(d) employment status;
(e) to whom applications should be submitted;
(f) rotation;
(g) anticipated duration, if the reasons given for not being appointed were inappropriateposition is temporary.
7.4 An appeal 14.02 If no suitable internal applications are received from bargaining unit Employees by the completion of the posting period, the Employer may fill the vacancy at its discretion.
14.03 Until the vacancy is filled, the Employer may fill the vacancy, with part-time or casual Employees. If a position changes from temporary to permanent, or from part-time to full-time, such positions shall be posted in respect accordance with Article 14.01.
14.04 In making appointments, as a result of non-appointment posted vacancy, consideration over outside applicants shall be given to an advertised position may only be made ifEmployees who possess the required qualifications needed to fill the position. In considering internal applicants, the Employer will use the following order of consideration:
(a) the Staff Member (appellant):
(i) is not a casual Staff Member or a fixed-term Staff Member who has had less than 6 months service with the Universityregular Employees;
(ii) satisfies the advertised minimum requirements for the position; and
(iii) is willing and able to take up the duties of the position concerned.
(b) the person appointed to the position concerned was an internal candidate (already employed by the University)next, laid off regular Employees;
(c) next, temporary and casual Employees ordered by date of hire. Temporary and Casual Employees hired for a regular position shall have their seniority backdated to the appointment original hire date.
14.05 The Employer may fill posted vacancies on a casual basis only, until a permanent candidate is selected.
14.06 When filling vacancies within the bargaining unit, the determining factors shall be the most requisite job-related skills, training, knowledge and other relevant attributes and where these factors are considered by the Employer to be equal and satisfactory, seniority shall be the deciding factor.
14.07 The Employer shall inform the applicants of their acceptance or rejection within five (5) Working Days of the date of the decision and post the name of the successful candidate on the Staff Bulletin Board for ten (10) working days.
14.08 Transfers and promotions shall be on a continuing appointment ortrial basis and Employees shall serve a trial period of five hundred (500) hours in which to demonstrate the ability to fill the new position satisfactorily. Such trial period may be extended due to an approved absence. During the trial period, either the Employer may choose to return the Employee to their former position or a comparable position if it is a fixed-term appointment unavailable without loss of pay or secondmentseniority. If the Employee elects to revert to their former position the trial period, they must request to do so in writing. In the event that reinstatement is not possible, the term Employer shall make every attempt to find a comparable position for the Employee without loss of pay or seniority.
14.09 The foregoing provisions shall be waived and inoperative when placement of an Employee in a job within the bargaining unit is for 2 years or more; and
(d) the position applied for carries affected to accommodate a higher salary than that currently occupied request by the appellantWorkers' Compensation Board.
7.5 An appeal must be lodged with Human Resources within 7 working days 14.10 A Regular Employee who applies for and is successful on a temporary posting shall maintain her status as a Regular Employee. A Casual Employee who applies for and is successful for a temporary position shall receive all entitlements and benefits applicable to a Temporary Employee. At the completion of the Staff Member receiving temporary term, the reasons for non-appointmentRegular Employee shall return to her former position. The Staff Member must provide At the completion of her temporary term, the Casual Employee shall resume the normal terms and conditions of employment applicable to a signed statement giving full details of the appeal.
7.6 Appeals will be dealt with in accordance with the University’s recruitment and selection policies as varied from time to time.Casual Employee. Article 15 HOURS OF WORK
Appears in 1 contract
Samples: Collective Agreement
Recruitment and Selection. 7.1 Recruitment and selection processes at the University will uphold the principle of merit-based selection and ensure the application of fair, reasonable and consistent standards of selection against selection criteria. Recruitment and selection will be carried out in accordance with the University’s recruitment and selection policies as varied from time to time. Appeals Against Non-Appointment
7.2 A Staff Member, who is an unsuccessful applicant for appointment to a vacant position that has been advertised, may request a written report stating the reasons for their non-selection. Such a request must be made to the Chair of the selection panel within 2 two days of being notified of the selection decision, and the report, by the Chair, must be provided within 7 seven working days of receiving the Staff Member’s request.
7.3 The Staff Member may apply to have the decision reviewed by the Director, Human Resources if they consider that:
(a) the decision not to appoint was made in contravention of the appointment procedures; and/or
(b) the reasons given for not being appointed were inappropriate.
7.4 An appeal in respect of non-appointment to an advertised position may only be made if:
(a) the Staff Member (appellant):
(i) is not a casual Staff Member or a fixed-fixed term Staff Member who has had less than 6 months service with the University;
(ii) satisfies the advertised minimum requirements for the position; and
(iii) is willing and able to take up the duties of the position concerned.
(b) the person appointed to the position concerned was an internal candidate (already employed by the University);
(c) the appointment is a continuing appointment or, if it is a fixed-fixed term appointment or secondment, the term is for 2 two years or more; and
(d) the position applied for carries a higher salary than that currently occupied by the appellant.
7.5 An appeal must be lodged with Human Resources within 7 working days of the Staff Member receiving the reasons for non-appointment. The Staff Member must provide a signed statement giving full details of the appeal.
7.6 Appeals will be dealt with in accordance with the University’s recruitment and selection policies as varied from time to time.
Appears in 1 contract
Samples: Macquarie University Academic Staff Enterprise Agreement 2018
