Recruitment, Selection and Appointment
The Recruitment, Selection and Appointment Policy establishes Macquarie University's approach to staff recruitment, selection and appointment.
|Purpose||To specify the requirements for staff recruitment, selection and appointment.|
The University seeks to attract staff of the highest standard. It will recruit appropriately skilled and qualified staff who can perform the job requirements and make a positive contribution to the University’s objectives, values and culture.
The University will seek a diverse staffing profile, and recruitment, selection and appointment processes will be professional, transparent and timely.
This policy applies to all Macquarie University staff involved in the recruitment, selection and appointment of staff. This policy applies in conjunction with the Recruitment and Selection Toolkit.It will be of particular relevance to all continuing and fixed-term Academic and Professional staff positions.
A Position Description is not required for Academic positions.
Human Resources will evaluate all Position Descriptions.
Direct Appointments do not need to be advertised.
If the Position Description, Task Description or Selection Criteria are altered after a position is advertised, the position must be re-advertised.
A Selection Committee will assess applicants according to the skills, experience, knowledge, qualifications and attributes required for competent performance.
A Selection Committee will maintain confidentiality and avoid conflict of interest during the selection process.
Additional Selection Methods
A minority report may be prepared where there is not agreement with a majority decision.
The University may seek a confidential referee report from supervisors of applicants who are currently or have previously been employed at Macquarie University.
Selection Committee members may only act as referees for applicants with approval of the Head of Office/Faculty.
The University may conduct a criminal record check for:
A criminal check is separate from a Working with Children Check, which is a requirement for child-related employment.
A criminal record will only preclude an individual from employment when the nature of the record prevents the individual from meeting the inherent requirements of the position.
An individual's criminal record information will not be disclosed to any person(s) not directly involved in administering the criminal record check or determining the individual's suitability for employment. This information will not be disclosed to third parties external to the University. Disciplinary action may be taken against a staff member who discloses criminal history information to unauthorised people.
Making an Employment Offer
A supervisor may negotiate specific terms and conditions with the applicant as specified in the Recruitment and Selection Toolkit.
Human Resources will provide a formal Letter of Offer to a successful applicant.
Direct Appointment or Appointment by Conversion
Notification and Feedback
The University may commence applicable disciplinary procedures if a person to whom this policy applies breaches this policy (or any of its related procedures).
|Contact Officer||Manager, Strategic Resourcing and Talent, Human Resources|
|Date Approved||12 February 2012|
|Approval Authority||Director, Human Resources|
|Date of Commencement||12 February 2012|
|Amendment History||November 2011 – updated with requirement for qualifications and criminal record check, reference checking, and compliance and breaches statement|
September 2010 – alignment with University Policy Framework
|Date for Next Review||February 2015|
|Related Documents||Position Classification Policy / Procedure |
Position Titles Schedule
|Policies / Rules Superseded by This Policy||Recruitment, Selection and Appointment Policy approved 24 August 2010|
|Keywords||Recruitment, Selection, Appointment, Committee, Conversion|