Recruitment

Appointing staff - good practice guide

The University aims to appoint the most suitable people to vacant positions through an appointment process that is fair, consistent and timely.

The Good Practice Guide is designed to work with the University’s Appointment Policy and assist staff involved in recruitment, selection and appointment processes by providing good practice advice and information on procedures.

Appointing staff- Good Practice Guide is currently under review. For information contact your P&C Business Partner
View the Recruitment Policy

Recruitment and vacancy management process

The Recruitment and Vacancy Management procedure details the processes for recruitment and includes a flow chart for approvals.

Please note that the former “Request to Fill Vacancy form” has been replaced by a Job Requisition process within Workday. To obtain support for this process, please make a request through Service One for People and Culture assistance.

Indigenous Engagement Framework

The Flinders University Indigenous Engagement Framework sets out the University strategy for engaging and increasing the level of Indigenous participation, retention and success in higher education including in employment.

Position descriptions and profiles

Academic position description templates

Research

Teaching and Research

Teaching Practitioner

Teaching Specialist

Advertising, interview and selection

Relocation information

Relocation information - academic staff (Level B - Level E) and professional staff (HE08 and above)

Hiring and managing casuals

Casual academics may be engaged to lecture, facilitate tutorials, demonstrate in practical classes, mark assignments or assist in the preparation of teaching materials and organisation of classes.

Casual professionals may be engaged in clerical, administrative, financial, research, technical or IT roles.

Casual employees do not have regular or systematic hours of work or should not have an expectation of continuing work. A typical casual employee is employed on an hourly basis when the need arises.

Find out more about hiring and managing casuals.

Hiring independent contractors

Independent contractors are staff that have been hired to provide services or specialised skills and expertise that are not readily capable of being provided by existing employees.

Making the right choice between engaging an independent contractor and an employee is important. Incorrect choices can cause significant reputational and financial risk to the University.

As a general rule, an individual operating as an independent contractor will operate independently of the University and will be engaged for the provision of a specific deliverable. They would not be expected to undertake work that is normally undertaken by employees in association with core activities and they would generally advertise and offer their services to a range of other organisations, operating as a business with an ABN.

Find out more about hiring independent contractors.

Employment screening

As per the Flinders University Recruitment Procedures employees may be required to obtain a Working with Children Check (WWCC) or National Police Clearance (NPC) as part of pre-employment conditions.

If an employee is employed in the Northern Territory, they are required to obtain an OCHRE Card prior to commencing employment.

Find out more about employment screening.

The University aims to appoint the most suitable people to vacant positions through an appointment process that is applied in a fair, consistent and timely manner.

This page contains resources to assist you in the recruitment and vacancy process.