Annual Report 2008 - Central Queensland University

Staff Excellence
& Proficiency
Employment and Career Development Strategy providing the framework to deliver
improved employment outcomes for A&TSI people, with a target to reach 2.4%
employment (34 fulltime staff) by December 2012. Implementing an Indigenous
employment strategy helped CQUniversity meet government funding requirements
under the Indigenous Support Program to maintain a fully functioning and
measurable Indigenous employment strategy.
In addition to the employment strategy, CQUniversity re-established the Indigenous
Employment Reference Group (IERG), a committee tasked with the development of
employment strategies designed to increase the proportion of Indigenous employees
across the University.
Key outcomes emerging from the IERG in 2008 were reforms to the committee’s
terms of reference, development of the 2009-2012 Indigenous employment
strategy; the creation of new partnerships with local traditional owner groups
and reforms to statistical data collection to benchmark the effectiveness of future
Indigenous employment strategies.
The Equity and Diversity Officer (Indigenous) helped achieve the above outcomes
and delivered employment training programs throughout 2008, establishing resume,
selection criteria and interview skills training courses for Indigenous applicants.
These employment programs are now used in the training of all University staff.
Furthering Indigenous employment, the University created an Indigenous
employment website and an internal Indigenous employment database to facilitate
the employment of A&TSI people in casual, fixed and fulltime employment.
In 2009, the University will implement a structured Training and Employment
Program for A&TSI people to be developed in partnership with Minniecon and
Burke and the Queensland Government, and will provide wage subsidies to
CQUniversity Faculties who employ A&TSI workers on a fixed and fulltime basis.
The support now provided to Indigenous employment will enable the University
to consider strategies and implement further practices to increase Indigenous
participation in employment, training and education throughout 2009.
Equity and Diversity
The Equity and Diversity Office was separated into a student equity focus as part
of Navigate CQUni and the staff equity focus with the HR Division. The Division
continues to ensure that the University is meeting legislative compliance with the
Anti-Discrimination Act 1991 and the Disability Discrimination Act 1992. The Division
provides ongoing support and assistance to staff and supervisors in dealing with cases
of alleged inappropriate behaviour. The Division provides training to staff and work
units on a case by case basis on dignity at work.
The HR Division provides support and assistance to supervisors and to staff who
may have a permanent or temporary disability to allow them to reach their full
potential on a case by case basis. Grounds and facilities are maintained to reduce the
number of barriers and /or risks to people with a disability. Staff and students are
notified in advance of potential hazards.
All staff are encouraged to undertake EO Online, an interactive online learning
program aimed at providing staff with a better understanding of equal opportunity,
harassment, and discrimination in a university environment. New staff are expected
to complete EO Online within three months of their appointment.
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The network of Grievance Contact Officers provides confidential and impartial
information to staff and students. The University provides annual training to
grievance contact officers to meet compliance on institutions providing educational