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.