These delegations of authority must be read subject to, and exercised in accordance with any:
Delegates must observe the following principles that apply to a delegated level and scope of authority:
(a) Any delegation to incur expenditure must be exercised within the limits of the relevant approved budget or other approved source of funds;
(b) A delegate must not exercise a delegation that would provide them with a direct or indirect personal benefit or would place them in an actual or perceived conflict of interest. Therefore without limitation, delegates may not, among other things, approve their own appointment, any form of remuneration; or payment, promotion, transfer or secondment, travel, absence or termination;
(c) Delegates are subject to the direction and authority of the Vice Chancellor;
(d) Delegation limits apply to the total cost of the transaction (not to instalments). In exercising a delegation with respect to a transaction, a transaction must not be separated into parts nor may the total cost of a transaction be set off by deductions or any trade-in or the like;
(e) Supporting documentation for "write offs", adjustments, deficiencies, debts or deficits must be kept so they are readily available for audit purposes;
(f) Delegations attach to the position occupied, not to the individual. A person formally acting in a position assumes the delegations of that position; and
(g) A delegate may elect to transfer a delegation to a staff member at a lower level of responsibility. This transfer must be evidenced in writing and a copy of this document forwarded to the Executive Director (Corporate Services) or such other person as nominated by the Vice Chancellor from time to time.
Human Resource Delegations Register |
| Code | Activity | Function | Delegate |
| HR01 | Industrial Instruments | 1.1 Sign Enterprise Agreements (EAs) on behalf of the University. | * Vice Chancellor |
| HR02 | Remuneration | 2.1 Approve remuneration for appointments above normal academic and professional staff levels: | |
(a) Vice Chancellor. | * Chancellor, on advice of the Remuneration Committee |
(b) Other. | * Vice Chancellor |
| 2.2 Approve remuneration to be offered on appointment where the commencing salary point is higher than the minimum salary for the classification. | * Head of Work Unit in consultation with Director, Human Resources |
| 2.3 Approve incremental progression in accordance with the appropriate industrial instrument and/or University policies: | |
(a) Payment of an increment. | * Head of Work Unit |
(b) Accelerated incremental progression within the salary range. | * Relevant Executive Committee Member |
(c) Withholding an increment. | * Relevant Executive Committee Member |
| 2.4 Approve deferred salary scheme arrangements in accordance with University policy. | * Head of Work Unit |
| 2.5 Approve salary sacrificing and packaging arrangements in accordance with the appropriate industrial instrument and/or University policy. | * Director, Human Resources |
| 2.6 Approve access to a fully serviced University motor vehicle or other fringe benefit. | * Relevant Executive Committee Member or
* Executive Director (Corporate Services) |
| 2.7 Approve payment in advance to staff where the advance is acknowledged as a debt to the University: | |
(a) Study leave travel grants in accordance with approved program and policy. | * Nominated HR Manager |
(b) In cases of financial hardship. | * Director, Human Resources
* Director, Financial and Business Services |
| 2.8 Approve additional responsibilities allowances - including subject and course coordination allowances: | |
(a) Up to twelve months. | * Head of Work Unit |
(b) In excess of twelve months. | *Relevant Executive Committee Member |
| 2.9 Approve Academic Special Duties Payments. | * Head of Work Unit |
| HR03 | Recruitment & subsequent appointment - approve recruitment & subsequent appointments in accordance with the appropriate industrial instrument and/or University policies | 3.1 Approve the filling of a vacancy through advertisement and approve the composition of the selection panel: | |
(a) All positions at or above the level of Professor and Executive appointments with comparable remuneration. | * Vice Chancellor |
(b) Other academic positions. | * Relevant Executive Committee Member |
(c) Other professional staff positions | * Relevant Executive Committee Member or
* Executive Director (Corporate Services) |
| 3.2 Approve the recommendations of a selection panel: | |
(a) Positions at or above the level of Professor including executive appointments with comparable remuneration. | * Vice Chancellor |
(b) Heads of School and Directors. | * Vice Chancellor |
(c) All other positions. | * Deputy Vice Chancellor - Academic Staff * Relevant Executive Committee Member or
* Executive Director (Corporate Services) - Professional Staff |
(d) Letter of Offer. | * Director, Human Resources |
| HR04 | Appointment | 4.1 Approve appointment as Emeritus Professor. | * Council - on the recommendation of Honorary Awards Committee and Vice Chancellor |
| HR05 | Appointment | 5.1 Approve appointments by invitation, in accordance with University policy: | |
(a) Temporary appointments (including casual and fixed-term): | |
(i) Up to and including twelve months.
| * Head of Work Unit
* Relevant Director |
(ii) Over twelve months.
| * Relevant Executive Member |
(b) Other appointments. | * Vice Chancellor |
| HR06 | Appointment | 6.1 Appoint volunteer workers in accordance with University policy. | * Head of Work Unit |
| HR07 | Offers of Employment | 7.1 Sign offers of employment in accordance with appointment approvals: | |
(a)Written offers excluding e-trans contracts. | * Director, Human Resources |
(b) Casual e-trans contracts. | * Head of Work Unit
* Nominated Manager |
| HR08 | Employment Variations in accordance with University policy | 8.1 Vary full-time or part-time appointment fractions: | |
(a) On a temporary basis - up to twelve months. | * Head of Work Unit |
(b) On a continuing basis. | * Relevant Executive Committee Member |
| HR09 | Indigenous Employment | 9.1 Approve the targeting of positions in accordance with the University's Indigenous Employment Strategy. | * Vice Chancellor |
| HR10 | First Aid Officers | 10.1 Appoint First Aid Officers and approve payment of a first aid allowance in accordance with the appropriate industrial instrument and/or University policy. | * HR Manager (Workplace Health & Safety) |
| HR11 | Hours of Work and Workload Matters - approve matters in accordance with the appropriate industrial instrument and/or University policies. | 11.1 Approve professional staff working hours. | * Head of Work Unit |
| 11.2 Approve professional staff attendance records (including flexitime records) in accordance with approved working hours. | * Nominated Manager |
| 11.3 Approve overtime for professional staff. | * Head of Work Unit |
| 11.4 Allocate individual workloads for academic staff in accordance with local policy. | * Head of Work Unit |
| 11.5 Approve casual timesheets/pay claim forms in accordance with University policy and within the terms of individual contracts. | * Nominated Manager |
| 11.6 Reassign duties at the same classification level within work unit. | * Head of Work Unit |
| HR12 | Probation | 12.1 Action probationary appointments in accordance with University Policy: | |
(a) Confirm a probationary appointment. | * Head of Work Unit
* Relevant Director |
(b) Extend a probationary appointment in accordance with employment contract. | * Relevant Executive Committee Member
* Relevant Director |
| HR13 | Relieving Appointments | 13.1 Approve acting appointments and payment of relieving allowances in accordance with University policy: | |
(a) Acting Executive Committee Member. | * Vice Chancellor |
(b) Acting Director. | * Executive Director (Corporate Services) or
* Relevant Executive Member |
(c) Acting Head of Work Unit. | * Relevant Executive Committee Member or
* Relevant Director |
(d) Other: | |
(i) one or more appointments
resulting in up to twelve months continuous service in a relieving position.
| * Head of Work Unit
* Relevant Director |
(ii) one or more appointments
resulting in over twelve months continuous service in a relieving position.
| * Relevant Executive Committee Member |
| HR14 | Conversion of Employment Status | 14.1 Approve applications for conversion from fixed-term to continuing employment for eligible staff, in accordance with the appropriate industrial instrument and/or policies: | |
(a) Academic staff. | * Deputy Vice Chancellor |
(b) Professional staff. | * Relevant Executive Committee Member or
* Executive Director (Corporate Services) |
| 14.2 Approve applications for conversion from casual to non-casual employment for eligible professional staff, in accordance with the appropriate industrial instrument and/or policies. | * Relevant Executive Committee Member or
* Executive Director (Corporate Services) |
| HR15 | Redeployment | 15.1 Redeployment as a result of redundancy and other transfers within the University where a competitive selection process is not appropriate: | |
(a) Executive staff. | * Vice Chancellor |
(b) Academic staff. | * Deputy Vice Chancellor |
(c) Professional staff. | * Relevant Executive Committee Member or
* Executive Director (Corporate Services) |
| HR16 | Leave - Approve leave applications within the provisions of the appropriate industrial instrument and University policies, subject to verification of entitlement.
[Note: these delegations apply unless the relevant industrial instrument specifically states otherwise.]
| 16.1 Annual leave: | |
(a) Approve annual leave. | * Head of Work Unit |
(b) Vary the time of taking annual leave necessary to avoid forfeiture. | * Head of Work Unit |
| 16.2 Approve sick leave: | |
a) Up to a cumulative total of six weeks in a calendar year. | * Relevant Executive Committee Member
* Relevant Director
* Head of Work Unit |
(b) In excess of six weeks in a calendar year and up to a maximum of 13 weeks (where exceptional circumstances exist). | * Vice Chancellor |
(c) Beyond 13 weeks where employees have more than five years continuous service (determined on a case by case basis). | * Vice Chancellor |
| 16.3 Approve leave without pay (including sick leave without pay): | |
(a) Up to and including six months. | * Head of Work Unit |
(b) Over six months. | * Relevant Executive Committee Member |
| 16.4 Approve long service leave: | * Head of Work Unit |
(a) Cashing out of long service leave - up to 50% of accrued leave entitlement where entitlement is in excess of three months. | * Director, Human Resources |
(b) Recognition of prior service for the purpose of establishing a LSL accrual. | * Director, Human Resources |
| 16.5 Approve personal leave: | |
(a) Up to the maximum annual entitlement. | * Head of Work Unit |
(b) Additional personal leave in exceptional circumstances of family bereavements. | * Relevant Executive Committee Member |
| 16.6 Approve all other types of leave including carer's leave, parental leave, military leave and jury service leave. | * Head of Work Unit |
| HR17 | Staff Exchanges | 17.1 Staff exchanges and secondments with other institutions in accordance with University policy. | * Relevant Executive Committee Member |
| HR18 | Outside Work | 18.1 Approve applications for outside work in accordance with University Policy: | |
(a) Academic staff. | * Deputy Vice Chancellor |
(b) Professional staff. | * Relevant Executive Committee Member or
* Executive Director (Corporate Services) |
| HR19 | Academic Promotion | 19.1 Approve academic promotion to Levels B, C, D and E in accordance with University policy. | * Vice Chancellor |
| HR20 | Professional Staff Classifications | 20.1 Approve the classification of professional staff positions in accordance with University policy: | |
(a) New positions. | * Director, Human Resources |
(b) Existing positions: | |
(i) HEW 1-7.
| * Relevant Executive Committee Member or
* Executive Director (Corporate Services)
- on recommendation of Director, Human Resources as Chair of Classificiation Committee. |
(ii) HEW 8 and above.
| * Relevant Executive Committee Member or
* Executive Director (Corporate Services)
- on recommendation of Director, Human Resources. |
| HR21 | Staff Rewards | 21.1 Approve staff rewards for outstanding performance in accordance with the appropriate University program. | * Vice Chancellor - on the recommendation of the Rewards Panel |
| HR22 | Conditions of Employment | 22.1 Approve Human Resource policies. | * Vice Chancellor on the recommendation of the relevant Executive Committee Member or Executive Director (Corporate Services) |
| 22.2 Approve conditions of employment not governed by a current industrial instrument and resolve special cases falling outside HR policies. | * Vice Chancellor |
| HR23 | Study - approve applications in accordance with University Policy. | 23.1 Approve financial assistance for study: | |
(a) Professional staff. | * Nominated HR Manager |
(b) Academic staff. | * Head of Work Unit |
(c) Staff undertaking full-fee paying postgraduate study. | * Head of Work Unit |
| 23.2 Approve paid study time for professional staff. | * Nominated HR Manager |
| 23.3 Approve special studies leave & internal release for academic staff. | * Vice Chancellor |
| HR24 | Disciplinary Action | 24.1 Approve disciplinary action for unsatisfactory performance or misconduct in accordance with the appropriate industrial instrument and/or University policies. | * Vice Chancellor |
| HR25 | Termination of Employment - in accordance with the appropriate industrial instrument and/or University policies. | 25.1 Accept or withdraw a resignation: | |
(a) Executive staff. | * Vice Chancellor |
(b) Other staff. | * Head of Work Unit |
(c) Formal letter of acceptance. | * Director, Human Resources |
| 25.2 Terminate employment - eg dismissal, abandonment of employment, serious misconduct, on the grounds of ill-health; terminate a probationary appointment or a termination by the University for any other reason including redundancy. | * Vice Chancellor |
