1.     Aim to increase general/professional positions to 2.5% by 2023.

2.     Aspire to recruit one Indigenous senior management position or equivalent.

3.     Schools and Directorates have embedded Aboriginal and Torres Strait Islander employment objectives and targets in their annual plans and are accountable for the recruitment and retention of Aboriginal and/or Torres Strait Islander employees.

1.     Aim to increase academic/research position/s to 0.5% by 2023.

2.     Schools and Directorates have embedded Aboriginal and Torres Strait Islander peoples' employment objectives and targets in their annual plans and are accountable for the recruitment and retention of Aboriginal and Torres Strait Islander employees.

1.     Establish and maintain the University’s Aboriginal and Torres Strait Islander Workforce Advisory Committee to oversee and review the University’s Aboriginal and Torres Strait Islander Peoples Workforce Strategy, and Aboriginal and Torres Strait Islander Peoples Workforce Procedure.

2.     Composition of Aboriginal and Torres Strait Islander Workforce Advisory Committee to include reasonable attempts to ensure at least 50% of committee members are Aboriginal and Torres Strait Islander people.

P&C

AEC

1.     2019 research and develop cultural inclusion and safety strategy and training.

2.     2020 implement and review cultural inclusion and safety strategy and training.

3.     2021 review and evaluate cultural inclusion and safety strategy and training.

4.     face to face cultural competency training sessions offered to all staff with the aim of offering four face to face sessions per year.

5.     Develop and implement online cultural competency training.

6.     All RAP action group members, senior executive, managers, supervisors and immediate colleagues of Aboriginal and Torres Strait Islander employees are required to undertake face-to-face cultural competency training.

7.     80% of all new staff to complete online cultural competency training.

8.     80% of all staff to renew cultural competency training every three years.

P&C

AEC

Coordinator, Aboriginal and Torres Strait Islander Employment

1.     Develop and provide four training sessions annually and provide support for time release for Aboriginal and Torres Strait Islander staff to attend.

2.     Review to be completed and outcomes reported to Aboriginal and Torres Strait Islander Workforce Advisory Committee.

1.     Ensure Aboriginal and Torres Strait Islander staff have participated in an Induction with Coordinator, Aboriginal and Torres Strait Islander Employment within four weeks of commencing. induction to include leave provisions for cultural and ceremonial activities and obligations.

2.     Promote leave provisions to all Aboriginal and Torres Strait Islander staff prior to dates of significance including but not limited to Reconciliation and NAIDOC week.

P&C

Schools/Portfolios/Directorates

1.     Dates of significance to be promoted and celebrated through all areas of FedUni.

2.     Activities undertaken are reported to P&C and RAP Committee.

VC

P&C

Schools/Portfolios/Directorates

1.     Aboriginal and Torres Strait Islander representative on Academic Board.

2.     All staff are encouraged to participate in significant community events.

3.     All staff are encouraged to participate in significant Aboriginal and Torres Strait Islander dates and events.

Coordinator, Aboriginal and Torres Strait Islander Employment

AEC

Coordinator, Aboriginal and Torres Strait Islander Employment

AEC

1.     Aboriginal and Torres Strait Islander stakeholders which include staff, students and communities are represented, consulted and contribute to the planning, implementation, review and evaluation of the Aboriginal and Torres Strait Islander Employment Strategy to meet national parity.

2.     Promotional material to feature Aboriginal and Torres Strait Islander people in academic and professional positions.

3.     Establish community engagement initiatives.

1.     The Coordinator, Aboriginal and Torres Strait Islander Employment will be provided a weekly report of pending vacancies.

2.     Prior to advertising, the Coordinator, Aboriginal and Torres Strait Islander Employment will advise People and Culture and the recruiting area if any candidates are suitably qualified for the position. Advertising of the position will not take place until any referred candidates have been considered.

3.     Candidates will have five working days to prepare an application. This time may be extended by agreement between the recruiting area and People and Culture.

4.     Applications invited and received that meet the key selection criteria will be interviewed by the selection panel.

5.     Where an Aboriginal and Torres Strait Islander candidate is considered for a position, the merit selection panel will include the Coordinator, Aboriginal and Torres Strait Islander Employment or an Aboriginal and Torres Strait Islander nominee.

6.     In situations where the recruiting area believes five days cannot be included in the recruitment process due to an urgent requirement to fill a vacant position, written justification must be forwarded to the Director, People and Culture. The Director, People and Culture will then consider if the Advancing Aboriginal and Torres Strait Islander Employment process is to be applied.

7.     The merit selection panel will be consistent with the process of a ’targeted position’ as outlined in this procedure.

8.     If the merit selection panel determines that the candidate is suitable, an appointment will be offered in accordance with the definition of a ‘targeted position’.

9.     If the panel recommends the candidate is not appointable, the Chair of the merit selection panel will provide written justification to Director, P&C for the decision.

10.  If accepted by the Director, P&C as not an appointable, People and Culture will proceed with advertising the vacant position.

11.  When advertising a vacant position in this case, the following wording should normally be used:

Aboriginal and Torres Strait Islander people are strongly encouraged to apply.

1.     The Coordinator, Aboriginal and Torres Strait Islander Employment will maintain a register of potential Aboriginal and Torres Strait Islander candidates for academic positions.

2.     The Coordinator, Aboriginal and Torres Strait Islander Employment will advise Director P&C, and relevant Schools of potential Aboriginal and Torres Strait Islander academic staff for consideration.

3.     Schools will advise, Coordinator, Aboriginal and Torres Strait Islander Employment of relevant academic employment opportunities, either current or forthcoming, including casual and sessional positions, where unit content has a significant part of or all directly relate to Aboriginal and Torres Strait Islander people and culture.

4.     Where there is no current vacancy the Coordinator, Aboriginal and Torres Strait Islander Employment will facilitate contact between the candidate and the relevant school.

P&C

Coordinator, Aboriginal and Torres Strait Islander Employment

1.     Build an Expressions of Interest register of potential Aboriginal and Torres Strait Islander employees and actively target and match suitably qualified and/or experienced Aboriginal and Torres Strait Islander people against suitable vacant positions.

2.     Create Expressions of Interest register for Aboriginal and Torres Strait Islander candidates on FedUni Careers, Current Opportunities Page.

3.     Promote Identified and Targeted positions through Koori Mail, Indigenous Times and other appropriate information platforms.

4.     Build relationships and links with local community members through attending meetings and participating in events including AIME, KAOS, LAN, LAECG, Wurreker and local community meetings and Career Expos.

5.     Promote employment opportunities to Aboriginal and Torres Strait Islander undergraduate and postgraduate students.

6.     Provide support to Aboriginal and Torres Strait Islander people who would like assistance in preparing a job application.

1.     If an applicant applies for a position that is an Identified or Targeted position or a position as part of the Advancing Aboriginal and Torres Strait Islander Employment Process applicants must confirm their Aboriginality.

2.     An applicant can confirm Aboriginality by either of the following methods:

a.     Providing a certificate or paper confirming Aboriginality from a recognised Aboriginal and/or Torres Strait Islander Cooperative or Land Council with a common seal: or

b.     Present a signed statutory declaration as follows:

I am a person of [choose, Aboriginal; or Torres Strait Islander; or Aboriginal and Torres Strait Islander person] descent;

I identify as an [choose, Aboriginal; or Torres Strait Islander; or Aboriginal and Torres Strait Islander person]; and

I am accepted by the _____________ [choose, Aboriginal; or Torres Strait Islander community] as an [choose, Aboriginal; or Torres Strait Islander; or Aboriginal and Torres Strait Islander person].

I declare that this information is true and correct at the time of submission.

3.     It is also important to take into account the history of Aboriginal and Torres Strait Islander people in Australia and the impact of past social and political developments and contemporary Aboriginal and Torres Strait Islander issues which may prevent some applicants from being able to demonstrate and confirm Aboriginality. In these circumstances, the Coordinator, Aboriginal and Torres Strait Islander Employment may explore alternatives that can confirm Aboriginality.

1.     Ensure positions in which a significant part or all of the tasks and duties are associated with the development, delivery and/or implementation of policies, projects and/or unit/courses or services relating to Aboriginal or Torres Strait Islander people and culture are normally deemed as Aboriginal or Torres Strait Islander positions.

2.     The University will exempt identified positions under Special Measures, section 12, 28 and 88 of the Equal Opportunity Act 2010 in which only Aboriginal and Torres Strait Islander people can apply.

3.     The overwhelming majority of positions in the, Aboriginal Education Centre shall be identified as Aboriginal or Torres Strait Islander positions.

4.     The Manager, Aboriginal Education Centre and the Coordinator, Aboriginal and Torres Strait Islander Employment will remain as identified Aboriginal and Torres Strait Islander positions.

Identified Positions.

Key Selection Criteria.

1.     Identified Positions will include the following Key Selection Criteria:

Demonstrated knowledge and understanding of Aboriginal and Torres Strait Islander communities and cultures; and

Demonstrated ability to communicate with Aboriginal and Torres Strait Islander people.

2.     The above Key Selection Criteria are designed to assess an applicant’s capacity to perform the duties and responsibilities of the Identified Position as it relates to the delivery of service to Aboriginal and/ or Torres Strait Islander people and communities.

3.     Depending on the duties and responsibilities of Identified Positions, specific cultural knowledge and/or skills may also be required and these should be reflected in the Key Selection Criteria of the positions.

For example, a research position may require interaction with a specific Aboriginal or Torres Strait Islander community or a lecturing position may require a particular language.

Identified positions.

Advertising.

1.     Identified positions will be advertised with the following inclusion:

In accordance with the University’s Aboriginal and Torres Strait Islander Peoples Workforce Strategy; and under Special Measures Section 12, 28 and 88 of the Equal Opportunity Act 2010; the University has designated this position as an Identified Aboriginal and Torres Strait Islander Position. Only Aboriginal and/or Torres Strait Islander people are eligible to apply.

2.     Identified positions to include in the Key Selection Criteria in the position description:

Willingness to Promote the University Positively.

Identified Positions.

Composition of Merit and Selection Panel.

1.     At least one member of Selection Panel for Identified Positions must be an Aboriginal and Torres Strait Islander person with confirmed Aboriginality and be an active member of the local Aboriginal and/or Torres Strait Islander community.

2.     The merit selection panel will also include the Coordinator, Aboriginal and Torres Strait Islander Employment or an Aboriginal and Torres Strait Islander nominee.

3.     Shortlisted candidates to be given the selection panel questions up to 20 minutes prior to an interview being conducted.

Identified Positions.

Referees.

1.     For Identified positions two referees will be required however at least one reference must be obtained from an Aboriginal and/or Torres Strait Islander person for the preferred applicant.

Specific comment should be sought on their ability to meet the Aboriginal and/or Torres Strait Islander cultural knowledge and understanding specific to the key selection criteria.

1.     The University’s aim is to reach national parity for the employment of Aboriginal and Torres Strait Islander people which is currently 3%. To achieve this, and to ensure employment spanning all classification types and levels across University campuses; the Director, People and Culture may designate Targeted Position/s for Aboriginal and Torres Strait Islander people to apply for. This action would constitute a special measure under section 12 of the Equal Opportunity Act 2010.

2.     Targeted Positions do not need a specific key selection criteria as required for Identified Positions as Targeted Positions would not normally directly relate to the delivery of services to Aboriginal and Torres Strait Islander people, communities and culture.

3.     The merit selection panel will also include the Coordinator, Aboriginal and Torres Strait Islander Employment or an Aboriginal and Torres Strait Islander nominee.

4.     Aboriginal and Torres Strait Islander shortlisted candidates to be given the selection panel questions up to 20 minutes prior to an interview being conducted.

Targeted Positions.

Advertising.

1.     Targeted Positions will normally be advertised with the following inclusion:

In accordance with the University’s Aboriginal and Torres Strait Islander Peoples Workforce Strategy, Policy and Procedure and under Special Measures Section 12 of the Equal Opportunity Act 2010; the University has designated this position as a Targeted Aboriginal and Torres Strait Islander Position. Only Aboriginal and/or Torres Strait Islander people are eligible to apply.

1.     Completed trainees are supported to gain suitable employment within the University.

2.     Trainees are supported throughout their traineeship to ensure they gain the right skills, knowledge and qualifications to uptake other positions within the University.