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(1) This Policy is effective from 7 May 2024.
(2) This Policy supports the University’s commitment to creating fulfilling experiences across the employment lifecycle in the way we attract, develop, promote, engage and retain our staff.
(3) This Policy applies to all prospective and current staff of the University.
(4) Deakin is dedicated to creating a flexible and inclusive work environment that emphasises the nature of work and fosters team connections. This approach to 'ways of working' prioritises the nature of the work rather than the number of days on campus and encourages leaders and team members to collaboratively navigate their work at Deakin, making decisions informed by work type, workspace, team, and social needs.
(5) Flexibility is applied according to the unique demands of each role, informed by legislative requirements, team dynamics and the outcomes of the work itself.
(6) The University is also deeply committed to fostering an inclusive workforce by providing employment conditions that support individuals of all backgrounds, cultures, abilities, gender and other identities to participate, thrive and balance work and life needs.
(7) The University will recruit, select and appoint staff based on merit and on terms consistent with University Statute or Regulations and any other legal requirements and in accordance with the provisions of:
(8) The University is committed to providing increased employment opportunities to our Aboriginal and Torres Strait Islander communities as stated in the Deakin Indigenous Strategy 2023-2028.
(9) The University is also committed to increasing the participation of women in senior academic roles in accordance with our Gender Equity Action Plan.
(10) All appointments must support and enable the achievement of the University’s Strategy and Guiding Plans, align with the University’s Job Framework and optimise the staffing profiles of Faculties and Portfolios as part of their workforce planning.
(11) The terms and conditions of employment for staff, including provisions relating to salary and any allowances, will be determined by the Vice-Chancellor pursuant to authority delegated by University Council and in accordance with the provisions of:
(12) Staff must make disclosure to Deakin of any relevant interest that may give rise to a conflict of interest. Staff have an obligation to declare any actual, potential or perceived conflict of interest when they commence employment with the University and periodically thereafter if their circumstances change. The University’s due diligence assessments will include the capacity of staff to improperly influence or interfere in University activities, particularly in the interests of a foreign government or foreign government agency.
(13) The Vice-Chancellor will appoint Academic, Professional and Honorary staff whose appointment is not otherwise specified in the University Statute or Regulations.
(14) The University is committed to building the capabilities and effectiveness of its staff through a range of development opportunities which will assist them to develop their careers and contribute to the achievement of the University's strategic goals.
(15) The responsibility for identifying and supporting staff development is shared by individual staff members and their leaders:
(16) The learning and development needs of staff members are primarily identified by the leader and staff member through the DeakinAchive framework including for new staff as part of setting their probationary objectives as part of DeakinAchieve (see Probation website).
(17) People and Culture is responsible for coordinating University wide development opportunities for academic and professional staff as well as coordination of academic promotions in accordance with the Academic Promotion Policy and procedure.
(18) The Senior Deputy Vice-Chancellor Academic is responsible for the development of the University priorities and the provision of teaching development programs for academic staff.
(19) The Deputy Vice-Chancellor Research and Innovation is responsible for the development of the University priorities and the provision of research development and training.
(20) Faculties and Portfolios are responsible for the provision of any vocational development required by their staff.
(21) Sessional Academic staff engaged to deliver teaching for at least one teaching period within an Academic Year, are eligible for up to four hours of paid induction (first year only) and professional learning and development (subsequent years) activities annually in accordance with the 2023 EA and the Casual Professional and Sessional Academic Staff Employment procedure.
(22) Whilst the University seeks to provide an environment where staff can fulfil their career aspirations, the University will also support staff as they transition from the University in accordance with the Leaving Deakin procedure.
(23) The University’s Code of Conduct and a staff member’s contract of employment reflects the University’s values and the standards of conduct and performance of all staff.
(24) Where the University has concerns in relation to a staff member’s conduct or performance this will be managed in accordance with the Staff Discipline procedure.
(25) The following Procedures document how to comply with this Policy:
(26) For the purpose of this Policy:
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