This part of the form has two primary purposes. It provides the delegate with:
- additional information on the recommended applicant and the nature of the proposed employment arrangement
- the key information that will be included in the future contract of employment.
Some particular areas that need to be addressed follow.
Successful applicant details
This provides the delegate with the personal details of the successful applicant and will be used for the development of the contract of employment.
Remuneration classification/salary step
This is the remuneration that reflects the particular salary step recommended. New appointees will generally be offered the first step of the salary scale. However, a higher step, which is commensurate with the qualifications, experience and standing of the recommended applicant may be agreed. Justification for this must be attached.
Any bonuses or loadings are to be identified as well as the superannuation implications. (Policies relating to loadings payable at ANU).
For identification of funding arrangements it is necessary to advise the Salary Account Number and the Appointment Expense Account Number.
Type/terms of employment
The options available are:
- continuing (contingent funded)
- fixed Term
- part time - hours and days per week to be identified.
An indication of the expected start date of the successful applicant is to be identified.
An initial appointment to the University will normally contain a probationary period. This probationary period is to confirm the probationer's ability to effectively perform the job.
The length of the probationary period is to be included in the recommendation to appoint and will be stated in the letter of offer. The probationary period will vary depending on the type and period of appointment. The maximum periods are set out in clause 18 of The Australian National University Enterprise Agreement.
Visas and Citizenship
The University must ensure that prospective employees are entitled to undertake employment in Australia in accordance with the guidelines established by the Department of Immigration and Citizenship (DIAC).
In the case of staff from overseas, HR staff will liaise with DIAC on behalf of the work area. The work area should prepare the necessary documentation that is to be passed to DIAC with the endorsement of the Human Resources Division.
In the case of local appointments, it is necessary to determine whether or not a prospective employee is an Australian or New Zealand citizen, permanent resident, or in the case of other foreign nationals (including Commonwealth citizens, e.g. British,Canadians), the type of visa and or entry permit they have been granted.
A person in Australia on a visa will have an Australian Entry Visa in their passport. To determine the employment rights of a foreign national, a copy of the visa or entry permit that appears in their passport is required. The original must be sighted and checked in VEVO.
Your local HR practitioner or HR Division officer should be contacted with any queries regarding visa or citizenship issues.
Other Contractual Features
Other matters that might be considered for further negotiation as part of the contract include:
- Relocation information
- Any staff development funding including for conference attendance and travel
- Any conditions related to on the job working arrangements.