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.
- Complete a Recruitment and Establishment Requisition Form, noting that the position is to be filled under the University's Indigenous Employment Strategy and send to HR, which will notify the IEC of the vacancy.
- 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.