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Appointment

Prior to making an offer of employment:

Where a position requires candidates to hold certain qualifications, the Chair of the selection committee or the head of the administrative unit should verify the authenticity of these qualifications before an appointment is recommended.

Contact the preferred candidate

The Chair of the selection committee may informally advise the preferred candidate of their selection, however, it should be made clear that a formal offer will follow from the Human Resources.

Probation and other conditions of employment

Probation

It is the responsibility of the Chair of selection committee (or nominee), to discuss with the preferred candidate the probation associated with the appointment so that the applicant has a realistic understanding of the requirements of the role and what will be expected of him/her.
In particular the following matters should be discussed:

  • the length of the probation period.
  • the key aspects (skills, knowledge, attributes and behaviours) that the successful applicant must display in order for the role to be performed satisfactorily. This must reflect the position description.
  • the key expectations that the successful applicant must achieve in order for the appointment to be confirmed at the end of the probation period.
  • the key priorities for this position (and the Department / Faculty / University) in the short-term and long-term.
  • the requirements (e.g. completion of the Graduate Certificate of Higher Education (GCHE), PhD) that the successful applicant must complete during the probation period.
  • the support, professional development and training the person will receive to enable them to learn and perform in the role.

Probation involves close supervision and monitoring of an employee's performance during the initial period of employment to establish whether there is an appropriate match between the person, the job and the work environment. Further information about probation is available here.

Remuneration

In discussing the remuneration associated with the appointment, normally new appointees are offered the base salary of the bottom step within their classification, however it is acknowledged that to attract a candidate it may be necessary to offer the base salary at a higher step.

Commencement date

An agreed commencement date should be negotiated with the preferred candidate.

Reader and Associate Professor appointments

Prior to any formal offer being made to appoint a reader or associate professor, the Dean will refer the selection committee's appointment recommendation for approval by the Deputy Vice-Chancellor (Research). Following approval, an offer of appointment may be made.

In addition, for Reader or Associate Professor appointments, Deans should consult with the Senior HR Specialist Academic Appointments on extension 56367 or by e-mail John.Noonan@adm.monash.edu.au regarding relevant University processes.

Senior general staff appointments

Prior to any formal offer being made to appoint Level 10 or above staff, the Head should liaise with the Senior HR Specialist Remuneration and Sourcing on extension 56933 or by email John.Denier@adm.monash.edu.au.

Medical examinations

Where the essential duties of a position entail specific physical requirements, supervisors may wish to consider making an appointment to the position subject to the satisfactory completion of a pre-appointment medical examination conducted by a registered medical practitioner. It is recommended that Workplace Relations and Consultancy Branch be consulted (workplacerelations@adm.monash.edu.au), by the relevant representative from the unit wanting to appoint a person, prior to requiring a pre-appointment medical examination.

Declaration of pre-existing injury

In accordance with the provisions of the Victorian WorkCover legislation, the University can, after describing the work responsibilities in writing, request (also in writing) that a prospective employee advise of any pre-existing illness or injury that could be affected by the essential work responsibilities. The prospective employee would also be advised that failure to disclose such a condition could mean that they would not be paid compensation for the condition if it were to be aggravated. Advice should be sought from Work Cover before this action is undertaken.