|
|
|
Recruitment
The selection committee
For all vacancies that are to be filled via a competitive process, the first step is to establish a selection committee to be used in all further stages of the process.
Composition of selection committees
The composition of the selection committee varies depending on the classification of the position to be filled.
Academic staff vacancies
Levels A-D
For academic staff vacancies the following criteria should be met when composing the selection committee:
- as close to equal representation of both sexes as practicable with a minimum of one third each and all from an academic background
- if an applicant for a position identifies in their application that they are an Aboriginal or Torres Strait Islander person, an Aboriginal or Torres Strait Islander person should be co-opted to the selection committee (the Chair of the selection committee may consult with the Advancing Indigenous Employment Coordinator, Lynda.Nicholson@adm.monash.edu.au regarding a suitable nomination)
- If a person is being recruited for an off-shore campus, then the selection committee should include an academic staff member from the appropriate discipline area
- in each panel at least the chair of the committee and one other panel member must be trained in selection procedures.
In addition, selection committees for Levels A-C should comprise:
- head of department or in non-departmentalised faculties, a professor or other senior member of staff
- committees for academic positions at Levels B-C, should be chaired by the Dean or Deputy Dean of the faculty
In addition, selection committees for Level D should comprise:
- Dean (or, if dean unavailable, the acting dean) - chairperson.
- SDVC or nominee (a member of the University Readership/Associate Professorship Committee*).
- Head-of-department or head-of-school (or deputy or associate dean, where no head-of-department or head-of-school).
- A professor from the faculty or from a cognate area.
- Academic staff member from the faculty in a cognate area.
- A member of the University Readership/Associate Professorship Committee* (generally from the faculty).
- External member (drawn from outside the University).
* i.e., one who has been a member of the University Readership/Associate Professorship Committee in at least one of the past three years.
The number of committee members for academic staff vacancies at Level D is seven.
Level E
For Level E and above appointments, supervisors may obtain general information on professorial appointments from the Professors framework webpage.
Research Appointment
The selection committee for a research appointment is to comprise at least three members including the chief investigator and other persons with a good understanding of the position and its requirements.
General staff vacancies
The University requires the following criteria be met when composing the Selection Committees for general staff vacancies:
- at least three members normally including the supervisor of the position
- as close to equal representation of both sexes as practicable with a minimum of one third each
- if an applicant for a position identifies in their application that they are an Aboriginal or Torres Strait Islander person, an Aboriginal or Torres Strait Islander person should be co-opted to the selection committee (the Chair of the selection committee may consult with the Advancing Indigenous Employment Coordinator, Lynda.Nicholson@adm.monash.edu.au regarding a suitable nomination if a short-listed candidate declares in their application that they have a disability, it is advisable to include a staff member with a disability on the panel. Contact the Disability Liaison Unit for more information
- in each panel at least the chair of the committee must be trained in selection procedures , unless it is a panel of five or more members, in which case at least one other panel member should also be trained
Chairs of selection committees
Selection Committees should be chaired by the Dean or Head of Department/Divisional Director, Faculty Managers or other senior manager as determined.
In some circumstances it may be more appropriate that the role is delegated to another staff member who has been trained in University selection procedures. eg for a junior appointment.
The role and responsibilities of the Chair include:
- Ensuring that the selection process complies with the principles of Federal and State anti-discrimination legislation, including the Equal Opportunity for Women in the Workplace Act, and the Monash University Global Equal Opportunity Policy (2001)
- Ensuring that the recruitment and selection process complies with Monash University's Privacy policy.
- Overseeing all stages of the selection process to ensure compliance with University procedures
- Ensuring that committee members are aware of their obligation to maintain confidentiality of all information about applicants and the selection process
- Reminding committee members of the requirement to declare conflict of interest, and replace any committee member who withdraws from the selection process on these grounds
Role of the committee members
When selecting potential members for the selection committee, it is important that consideration be given to whether individuals:
- have sufficient knowledge, experience and understanding of the vacant position and the skills required to perform the role; and
- will bring objectivity to the decision making process .
Once selected to take part in a selection committee, the role and responsibilities of a member (including the Chair) include:
- giving the selection process a high priority in order to effect a timely resolution
- maintaining confidentiality with information related to the selection process
- declaring any potential conflict of interest
- observing the principles of Federal and State anti-discrimination legislation, including the Equal Opportunity for Women in the Workplace Act, and the Monash University Global Equal Opportunity Policy (2001)
- observing with Monash University's Privacy policy in the recruitment and selection process
- weighting the selection criteria
- objectively and impartially assessing each applicant against the selection criteria
- participating fully in the decision making process, and be bound by the final decision
- undertaking tasks related to the selection process agreed through consultation with the Chair
- Ensuring each committee member is given access to all relevant documentation as set out in Selection, Short listing candidates.
Conflict of interest
Persons who are nominated, as members of selection panels should declare to the convenor of the selection committee any close personal or professional relationship, past or present, in connection with any of the applicants for appointment. The university requires that any member of a selection committee who is in, or who has had a close personal relationship with an applicant, declare that interest and withdraw from the selection process.
Where it is necessary for a selection committee member to withdraw from a selection process on these grounds, the Chair will nominate a replacement.
Not all professional relationships will constitute a conflict of interest. The convenor of the selection committee will determine whether the relationship constitutes a potential conflict of interest and, if so, whether the member should withdraw from the committee, in which case the convenor will appoint another person to the committee.
Refer to Personal relationships and concurrent employment. |
