Annual Report 2008 - Central Queensland University

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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. 70 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
goods and services. The University has a number of policies which document the University’s informal and formal processes for dealing with cases of inappropriate behaviour as well as support available to assist both staff and students. Voluntary Early Retirement In 2008, no CQUniversity employees received Voluntary Early Retirement. Initiatives for Women To assist employees balance work and family responsibilities, CQUniversity provides carers leave of up to five days paid leave and access to a further five days sick leave. Flexible work initiatives available to staff include flexi-time, job share, part-time work, term employment, annualised hours employment and flexible work year scheme (48/52). CQUniversity provides up to 20 weeks paid maternity leave with access to an additional 32 weeks unpaid maternity leave. CQUniversity provides for transfer to safe duties on the advice of a medical practitioner that it is inadvisable for a woman to continue in their current position for a stated period because of illness, or risks arising out of the pregnancy or hazards connected with the position. We will transfer the employee to safe duties or the employee will be placed on paid special leave. Paid special leave is in addition to any other leave entitlement. We also provide for paid partner leave up to one week and an additional one week without pay. CQUniversity has a number of strategies in place to assist employees in their careers. We are an inclusive work place with training and development opportunities provided to all staff. Development opportunities such as the Early Career Development program and the Emerging Leadership Program indicate particular value to female staff. Other initiatives include weekly Learning and Teaching Seminars, Community of Practice, Foundation of University Learning and Teaching program, along with a number of skill development programs such as Microsoft product training, recruitment and interview skills, code of conduct, performance management, budgeting and project management. Staff Awards The Awards for Teaching Excellence for the Faculties, the Australian International Campuses and the Pro Vice-Chancellors’ portfolios give recognition to CQUniversity teachers (individuals and teams) renowned for the excellence of their teaching, who have outstanding presentation skills and who have made a broad and deep contribution to enhancing the quality of learning and teaching in higher education. Each recipient receives $1,000 for professional development. The recipients for 2008 are: Faculty Jennifer Kofoed, Faculty of Business and Informatics (Accounting/Finance) Australian International Campuses Dr Ergun Gide (E-commerce) Pro Vice-Chancellors’ portfolios Ingrid Kennedy (STEPS) Staff Awardees Most of our staff members engage in community service activities, sometimes related to their work but often as an adjunct to their professional duties. Many of these staff members go above and beyond expectations to garner respect and inspire their peers, in an amazing array of fields of endeavour. By engaging in public associations, events and activities, our staff add to the vibrancy of their regions and provide valuable leadership. All recipients of the Awards forTeaching for the Faculties, the Australian International Campuses and the Pro Vice-Chancellors’ portfolios were 71
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Annual Report 2008
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CQUniversity, our students and our
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04 doing the unexpected
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06 making a world of difference
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08 really understanding
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Contents From the Chancellor 11 Who
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CQUniversity in brief 2008 Revenue
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Who we are and what we do In 2008 C
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It is the duty of members of the Un
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Corporate Governance Professional D
Page 22 and 23: Corporate Governance Freedom of Inf
Page 24 and 25: Corporate Governance Audit, Complia
Page 26 and 27: Corporate Governance C Management S
Page 28 and 29: From the Vice- Chancellor and Presi
Page 30 and 31: Chancellor Rennie Fritschy Vice-Cha
Page 33 and 34: CQUniversity’s plans have to cate
Page 35 and 36: The four organisational perspective
Page 37: Meet Kerry, she has them rolling in
Page 40 and 41: Strategic Focus operational plans w
Page 43 and 44: Our students come from all walks of
Page 45 and 46: The Faculty established the Centre
Page 47 and 48: CQUniversity Jazz student drummer A
Page 49: New streamlined donor-centric proce
Page 52 and 53: Learning & Teaching Online has prov
Page 54 and 55: Learning & Teaching • Respond to
Page 56 and 57: Learning & Teaching CQUniversity ha
Page 59 and 60: Our research underpins innovation i
Page 61 and 62: This institute is supported by rese
Page 63 and 64: CENTRE FOR MUCOSAL IMMUNOLOGY This
Page 65 and 66: The University’s ethics and regul
Page 67: This is Adam, he’s taken a sharp
Page 70 and 71: Staff Excellence & Proficiency and
Page 74 and 75: Staff Excellence & Proficiency elig
Page 77 and 78: We are ensuring our Customer Relati
Page 79 and 80: pages associated with prospective s
Page 81 and 82: Benchmarking and Quality Assurance
Page 83: Smile with Simone, she leads the wa
Page 86 and 87: Financial Viability & Summary resul
Page 88 and 89: Student Outcomes & Statistics CQUni
Page 90 and 91: Student Outcomes & Statistics MELBO
Page 92 and 93: Student Outcomes & Statistics Stude
Page 94 and 95: Appendix A: Strategic Plan 2009-201
Page 96 and 97: Strategic Plan 2009-2012 Research &
Page 98 and 99: Strategic Plan 2009-2012 Domestic E
Page 100 and 101: Strategic Plan 2009-2012 People & P
Page 102 and 103: Strategic Plan 2009-2012 Governance
Page 104 and 105: Appendix B: Details of Members of t
Page 106 and 107: Surendra Sharma Surendra is the ele
Page 108 and 109: 106 Name Position Title Destination
Page 110 and 111: 108 Name Position Title Destination
Page 112 and 113: Appendix D: Consultancy Expenditure
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CQUniversity Brisbane International
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Annual Report 2008 - Central Queensland University

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