The HRD is committed to ensuring HRD policies and practices exemplify the practice we espouse for the wider University community.

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2 Purpose To outline the broad goals key actions that the Human Resource Division (HRD) will undertake to support the achievement of the University Reconciliation Action Plan (RAP). Implementing the Reconciliation Action Plan A commitment by the Australian National University to achieve the vision targets set out in the RAP will enhance the quality diversity of the University s staff student bodies. The RAP addresses the level of commitment, awareness, understing of opportunities inclusion of people their culture across the university. The HRD is dedicated to maximising the chances of success of the RAP. By supporting the Colleges Divisions, in relation to the employment of Australians, we will improve the success rate of the RAP. The HRD, in particular the Workplace Diversity Inclusion group, has developed a Human Resources Division Reconciliation Plan (HRD RAP) outlining targets requirements in relation to staff employment. Strategies, actions procedures, that will increase the employment of staff raise the awareness of culture across campus, have been identified. The HRD is committed to ensuring HRD policies practices exemplify the practice we espouse for the wider University community. Goals Actions The key broad goals actions of the HRD RAP are to: 1. Support the University community to achieve the goals, especially in relation to focus area four of the RAP which is: attracting retaining general academic staff at all levels across ANU. 2. Implement strategies to ensure the HRD employs retains at least two staff members which will involve the following actions being adopted: All vacancies are advertised in media Selection criteria the selection process are reviewed to ensure they are simplified are culturally sensitive for all applicants Cultural awareness training briefings is provided to all HRD supervisors staff Work experience opportunities for students are identified actioned Appropriate support career development actions for staff are developed as part of their annual Statement of Expectations. 3. To take others actions in accordance with the RAP to build greater respect for peoples within the University. Human Resources Division Reconciliation Action Plan Page 2

3 Respect The Human Resources Division acknowledges that the success of the commitments in The Australian National University Reconciliation Action Plan hinge on the creation of a University culture environment that builds greater respect for peoples in order to achieve reconciliation. Action Responsibility Timeline Measureable Target University wide actions Engage with all staff to undertake specific cross-cultural training in the area of employment for academic staff in education. greater respect for peoples within the University environment institutional culture. From 2011 by per cent of staff will have undertaken -specific cross-cultural training. Acknowledge traditional owners /or arrange a welcome to country, for all formal HRD meetings public events including those without -specific content or speakers. greater respect for peoples within the University environment institutional culture. From 2009 onwards 100 per cent of HRD formal meetings public events begin with either a welcome to country or acknowledgement of traditional owners Protocols placed on HRD website, palm cards with protocols sent to all staff who Chair meetings/host events waiting on clarification from VC. Ensure Division-wide publication about events of national international importance within ANU (eg Sorry Day, NAIDOC week, Mabo Day, International Day of the World s Peoples). greater respect for peoples within the University environment institutional culture. Diversity From 2009 ongoing Annually in July Staff are supported encouraged to attend cultural recognised events. Participate in hosting a NAIDOC week event organised for staff each year. Attend Aboriginal Hostels annual luncheon. Human Resources Division Reconciliation Action Plan Page 3

4 Action Responsibility Timeline Measureable Target Display artworks or symbols publically in each College (Division). greater respect for peoples within the University environment institutional culture. A range of Aboriginal Torres Strait Isler artwork is displayed in HRD buildings include explanation (when available) of significance meanings. Ensure appropriate internal external representation involvement on all RAP committees sub-committees. greater respect for peoples within the University environment institutional culture. RAP subcommittees From 2008 onwards Membership attendance at each meeting open to at least one staff member at least one community expert employee. Annual staff Reconciliation Awards - Assist in promotion of awards across College Divisions greater respect for peoples within the University environment institutional culture. Local actions Raise the awareness of employment issues the RAP across ANU Diversity Diversity Awards presented annually Monitor use of the online cultural awareness training module to assist ANU staff understing awareness of cultures issues Conduct face to face cultural awareness training in collaboration with Colleges Divisions Establish effective support retention systems Monthly staff network meetings Diversity Provide support/feedback to staff on issues raised. Ensure Cultural Awareness training is undertaken by staff in all areas where new staff are recruited. Aboriginal Torres Strait Isler art inclusion in Divisions publications other material where suitable with appropriate permission of ownership of picture copyright. Diversity Internship Program includes requirement for Cultural Awareness Training in area of placement art is included in HRD publications, on HRD Web pages, in the HRD RAP in online learning modules. Human Resources Division Reconciliation Action Plan Page 4

5 Action Responsibility Timeline Measureable Target Promotion of Reconciliation Action Plan on Divisions website via an all staff from. Promote achievements events throughout the Division. Where appropriate support nomination of a staff member for a Staff Reconciliation Award. Twice yearly Staff luncheon with guests invited to share achievements. Ensure all HRD staff undertake the Online Cultural Awareness Module on Pulse Online Learning platform. December 2011 Staff Induction process includes directive that all new staff must undertake training within 3 month period of joining HRD. Ensure Cultural Awareness training is undertaken by staff in all areas where new staff are recruited. Ensure Internship Programs includes requirement for Cultural Awareness Training in area of placement Integrate reconciliation commitment reporting into Division core business. RAP reporting included in Divisional publications where appropriate. Regular RAP progress reporting through HRD Senior Managers Meeting. Include representation perspectives in decision-making processes of the Division. Seek advice from employment consultants as required. Encourage HRD staff to attend participate on organising committees as required for commemoration days/events Diversity & Staff receive relevant information relating to ANU commemoration days/events as it becomes available Human Resources Division Reconciliation Action Plan Page 5

6 Opportunities The Human Resources Division is uniquely placed to contribute both to the national reconciliation agenda to the aspirations of local communities through our core business areas in education, research employment. University wide actions Action Responsibility Timeline Measureable Target Offer incentives for current ANU general staff to study (either ongoing subsidies or annual grants off-setting the cost of taking time off work of books, amenities equipment). Students Focus Area 5: Attract retain general academic staff at all levels across ANU. & Registrar From 2014 onwards Establishing an appropriate monetary incentive for encouraging current ANU general staff to study. Revise all HR policies to ensure they promote integrate respect for culture into employment related practices. Staff Focus Area 5: Attract retain general academic staff at all levels across ANU. By 2011 Report on review to ANU RAP Committee. Support early-career academics general staff members via an appropriately developed mentoring program. Staff Focus Area 5: Attract retain general academic staff at all levels across ANU. From 2012 onwards Deadly Exchanges mentoring program extended to include early-career academics earlycareer general staff Support Colleges Divisions to develop implement long-term strategies to enable the ANU to attract retain at least 2.5% full-time part-time staff (general academic) at all levels across the ANU. Staff Focus area 5: Attract & retain general & academic staff at all levels across ANU By 2016 At least 2.5% academics general staff employed in all Colleges with at least one academic at Level C or above in each College at least 2.5% general staff in Divisions Human Resources Division Reconciliation Action Plan Page 6

7 Local actions Establish recruitment procedures that ensure selection processes are culturally sensitive encourage representation across all levels of employment. Manager Recruitment & Appointments Branch Meet regularly with Manager Recruitment Appointments to discuss selection criteria, strategies, advertising placement the entire process of employment. Help line managers underst that all positions available can be suitable positions for the employment of Australians Line managers in Colleges Divisions Identify indicators preventing consideration of cidates Identify strategies to overcome indicators preventing consideration of Cidates Assist Colleges Divisions in finding suitable cidates by informing them of recruitment agencies or networks Line managers in Colleges Divisions Identify potential recruitment sources inform recruitment managers. Identify external pool of talent that may fit with future staff needs of Colleges Divisions. Line managers in Colleges Divisions Pool of potential talent (including students seeking employment, promotion or change of role) identified recruitment managers informed. Support leadership development opportunities for employees across ANU. Leadership development for employees is supported. Encourage support Colleges to develop implement long term recruitment retention strategies to attract retain staff Diversity Provide advice as require. Meet with College HR Managers regularly to provide support. Human Resources Division Reconciliation Action Plan Page 7

8 Appointments & Promotions Branch Ensure a mentoring program is offered to academics general staff at the ANU Career Development Branch Seek advice as to appropriateness of META program for academics general staff. Develop implement an employment action plan to target employment retention career advancement of employees within the Division. Division Action Plan to increase staff numbers in HRD developed. Action Plan implemented. Quarterly reporting to Senior Management Team on Strategy occurring. Support a sustainable traineeship/internship program for people within the Division. trainees/interns employed. Review Annually Human Resources Division Reconciliation Action Plan Page 8

9 Relationships The Human Resources Division hopes to enhance relationships with between both the University s community, the external communities that ANU sits within, by strengthening support for staff students through education highlighting the richness diversity of cultures. University wide actions Action Responsibility Timeline Measureable Target Key performance targets for Deans /or Directors reflecting targets in the ANU RAP to be included in their Statements of Expectations (as per the IHEAC Agreement to the Universities Australia Board). Tracking Progress & Reporting Focus area 6: Accountability transparency in monitoring reporting on the progress of the ANU RAP initiatives. with DVC or delegate From 2009 then on-going Performance targets related to ANU RAP responsibilities in Statements of Expectations of Deans Directors. Local actions Major review of HRD RAP with extensions assumed. Tracking Progress & Reporting Focus area 6: Accountability transparency in monitoring reporting on the progress of the ANU RAP initiatives. By 2016 Report on review. Publish on HRD website make available to ANU RAP committee. Consider identify ways to improve communication with students, staff visitors. Seek feedback from University s community. Provide advice support on staffing employment related matters to College Deans to enable development of their College RAP s Assist Colleges with development of RAP plans. Provide advice to VC through ANU Community Advisory Group on perspectives in respect to employment Three meetings per year. Human Resources Division Reconciliation Action Plan Page 9