Role of the Indigenous Employment Coordinator

  • Liaise with local Indigenous communities, Registered Training Organisations (RTO's) and Job Network Providers.
  • Verify eligibility of applicants for any funding grants.
  • Ensure that all application, claim and acquittal forms for funding agencies are completed, filed on the appointee's personal file and copied to the relevant manager.
  • Negotiate cultural preparation training in the workplace with managers.
  • Maintain contact with Indigenous appointees and provide support when necessary.
  • Monitor RTO and trainee progress for external courses (eg TAFE Library course, TAFE certificates, other external courses).
  • Assist appointees with ongoing employment within the University on successful completion of wage assistance or traineeship programs.

What are the employment options?

  • Traineeships for between 12 and 24 months.
  • Cadetships for full time study with a 12 week paid work experience placement in a Faculty or Division.
  • Continuing positions
  • Fixed term contracts.

The recruitment process

  • Identify a vacancy.
  • Develop a Position Description that suits the job, referring to the position description pro-forma on the Human Resources (HR) Division website.
  • The IEC will arrange either for a recruitment process to commence or, in the case of a short term position (ie up to 6 months), allocate the next appropriate person on the Indigenous Employment Register after discussion with the workplace.
  • Meet with the IEC and the funding representative to sign funding agreements (if relevant) and nominate a starting date for the applicant to start work.

Responsibility of Managers

  • When utilising short term positions or traineeships, select areas that have the potential for ongoing employment.
  • Assist the appointee to gain all the skills necessary to be competitive for permanent employment. § Ensure that all funding conditions are met (eg training arrangements, skill development in the workplace, reporting, acquittal of funds etc).
  • Contact the IEC to provide cultural preparation sessions for the section or team.
  • Provide induction in accordance with HR policy and procedures. § Identify and remove barriers to effective working conditions.
  • Identify and provide support as needed (eg mentoring, training instruction, career development, coaching, advice and guidance).
  • Ensure the work environment is free from any harassment (eg bullying, sexual or racial harassment) and act quickly if problems occur.
  • Meet periodically with the IEC to discuss the Indigenous employee's progress.

Support for Managers

  • Contact the IEC for help, advice, guidance and/or referrals relating to the position or funding arrangements.