Application for Conversion to Continuing Contingent-Funded Appointment (HR/CCF)

Transcription

1 Application for Conversion to Continuing Contingent-Funded Appointment (HR/CCF) Revised October 2015 IMPORTANT 1 This form is to be used by eligible fixed-term staff members and their supervisors, where it is proposed that the staff member s fixed-term appointment be converted to a continuing contingent-funded appointment in accordance with the Conversion to Continuing Contingent-Funded Appointment Policy and Procedures. 2 The Conversion to Continuing Contingent-Funded Appointment Policy and Procedures contain important information which should be read prior to completion of this form (see Attachment A to this form). 3 The completed and duly authorised form, accompanied by the revised Position Description, should be forwarded to Human Resources (HR) Client Services well in advance of the preferred start date, to allow at least ten working days for processing. 4 Conversion to a continuing contingent-funded appointment will not take effect until such time as a formal offer of employment has been made and accepted and all the associated paperwork has been finalised in HR Client Services. HR/CCF Effective 10/15 Page 1 of 6

2 Section 1: Applicant/Position Details (To complete electronically, simply use tab key to move from cell to cell) 1 Full name of Staff Member (including title) 2 Payroll Number 3 Contact Telephone Number 4 address 5 School (Schools of Medicine & Health Sciences indicate the Academic Unit or Discipline/Dept) 6 Faculty or Portfolio (also indicate Division) 7 Position Title and Classification [e.g. Senior Lecturer (Level C Academic), Research Officer/ Fellow (Level B Academic), Administrative Officer (HEO6)] 8 Position No. 9 Name and position of Supervisor Name: Position Title: Section 2: Certification (To be completed by the supervisor of the applicant) 10 I confirm that the applicant: (if completing in hardcopy, mark box with an X or tick) has been employed continuously by the University for a period of at least 3 years* ; has performed at a satisfactory level during that time; is or is about to be employed on a second or subsequent consecutive fixed-term contract of employment*; and will continue to be employed under the same circumstances (i.e. for research or other non-recurrent funded activity) Supervisor Name Signature Date * Note: A continuing contingent-funded appointment may be offered in circumstances where one or both of these eligibility criteria are not met (refer clause 2 of Schedule 8, Enterprise Agreement at Attachment A). If you wish the University to exercise that discretion, a statement outlining the relevant details of the matter, which has the endorsement of the Executive Dean/Portfolio Head, must be submitted with this application form (see Section 5). HR/CCF Effective 10/15 Page 2 of 6

3 Section 3: Funding Arrangements (To be completed by grant holder/account signatory) 11 As the grantholder/account signatory of the account from which the appointment is funded, I confirm: (if completing in hardcopy, mark box with an X or tick) that, to the best of my knowledge, sufficient funding will be available to fund the appointment for the foreseeable future; that I understand that it is my responsibility to inform Human Resources well in advance if the funding arrangements relating to the appointment are to change in any way; and that I also understand that any funding shortfall that might occur as a consequence of changed circumstances relating to the funding of the position is my responsibility. 12 Source of funding for position (description of grant) 13 Salary costs paid from: Account #1 % Account #2 % 14 Superannuation (please refer to Clause 4 of Schedule 8, Enterprise Agreement Attachment A) (if completing in hard copy, mark relevant boxes with an X or tick) The superannuation provisions applying to the appointment will be as follows: EITHER Unchanged from current fixed-term appointment, i.e. superannuation comprising an employer contribution of 17% and an employee contribution of up to 7% OR superannuation comprising an employer contribution of 9.5% only. OR Changed to superannuation comprising an employer contribution of 17% and an employee contribution of up to 7% Name, Grant Holder/Account Signatory Signature Date Name, Resource Officer School/Division Signature Date Name, Resource Officer - Faculty/Portfolio Signature Date HR/CCF Effective 10/15 Page 3 of 6

4 Section 4: Approval 15 Approval This application for conversion from a fixed-term appointment to a continuing contingent-funded appointment is supported. Name, Associate Dean of Academic Unit (School of Medicine only) Signature Date Name, Head of Discipline/Dept (School of Health Sciences only) Signature Date Name, Dean of School/Head of Division Signature Date Name, Executive Dean/Portfolio Head Signature Date Section 5: Checklist of attachments to be forwarded with this form (if completing in hard copy, mark relevant boxes with an X or tick) Position Description (PD) Copy attached to this form; or Electronic copy of the PD has been ed to the appropriate HR Adviser in HR Client Services If relevant, statement from Executive Dean/Portfolio Head in respect of eligibility (see footnote, Section 2) either complete below or attach separate page Section 6: For office use only Name, Senior HR/HR Adviser Signature Date Name, Payroll Services Officer Signature Date HR/CCF Effective 10/15 Page 4 of 6

5 ATTACHMENT A CONVERSION TO CONTINUING CONTINGENT-FUNDED APPOINTMENT POLICY AND PROCEDURES SCHEDULE 8 CONTINUING CONTINGENT-FUNDED APPOINTMENTS 1 [Definition] A continuing contingent-funded appointment is an appointment that has limited term funding provided from external sources, but not funding that is part of the operating grant from government or funding comprised of payments of fees made by or on behalf of students. 2 [Eligibility] A fixed-term staff member may apply for conversion to a continuing contingent-funded appointment where: 2.1 s/he has been employed continuously by the University for a period of at least three (3) years; and 2.2 s/he has performed at a satisfactory level; and 2.3 s/he is, or is about to be, employed on a second or subsequent consecutive fixed-term contract of employment; and 2.4 her/his employment has been and will continue to be for the circumstance(s) of research and/ or non-recurrent funding as described in Schedule 9 (parts 2.2 and 2.3) refer below. Notwithstanding the above, the University may, in its absolute discretion, offer a continuing contingent-funded appointment to a fixed-term staff member whether or not eligibility criteria 2.1 and 2.3 are met. 3 The following clauses in this Agreement will not apply to continuing contingent-funded appointments: A30 [Managing Change] when the funding that supports the position either ceases or becomes insufficient, causing termination of the contract as in Clause 5 of this Schedule; A35 [Redundancy]; Schedule 9 [Fixed-Term Employment]. 4 [Superannuation] 4.1 Staff members who are offered continuing contingent-funded appointments will be eligible for employer superannuation contributions on the same basis as staff on continuing appointments subject to the University being satisfied that full and adequate provision is included in the funding arrangements for the position such that the full employer contribution can be met from other than recurrent funds of the University. 4.2 It is intended that any increase in employer superannuation contributions is planned and therefore it is not the intention of this clause to require a change in superannuation arrangements part way through an externally funded contract The University will encourage applicants for funding to use their best endeavours to accommodate in future applications for funding the higher level of employer superannuation contribution referred to in Clause 4.1 and where successful, to pass this benefit on to the staff member on the continuing contingent-funded appointment. 5 [Termination of a continuing contingent-funded appointment] A continuing contingent-funded appointment may be terminated when: 5.1 the funding that supports the position ceases or is insufficient; or 5.2 the inherent nature of the work required has changed significantly and the skills and experience of the staff member will not enable her/him to complete the requirements of the position; or 5.3 termination is under the relevant probation or disciplinary provisions of this Agreement. 6 [Notice period] Where a staff member's employment is terminated under 5.1 or 5.2, the staff member will be provided with at least four (4) weeks notice of termination, or such notice as is provided for in the Fair Work Act, or in accordance with the staff member s contract of employment, whichever is the greater. The University may provide payment in lieu of all or part of the notice period. HR/CCF Effective 10/15 Page 5 of 6

6 ATTACHMENT A (cont) 7 [Severance pay entitlement] Where a staff member's employment is terminated under 5.1 or 5.2, severance will be payable unless the staff member has: resigned or declined further employment, or obtained further employment within the University. 7.1 [Severance pay rate] Where severance is payable, it will be calculated in accordance with the following table: Period of Continuous Service # at least 4 years but less than 5 years at least 5 years but less than 6 years at least 6 years but less than 7 years at least 7 years but less than 10 years* Severance Pay Rate 8 weeks pay 10 weeks pay 11 weeks pay 12 weeks pay 10 years or more* 13 weeks pay * note that the staff member becomes entitled to a pro-rata payment for long service leave at 7 or more years continuous service in accordance with the long service leave provisions of this agreement. # inclusive of the staff member s service in her/his preceding fixed-term appointment(s), subject to Clause 8 Breaks in Service 7.2 [Timing of severance payment] Where a staff member may be offered further employment in the University within six (6) weeks of the termination of the appointment, the severance payment may be delayed until after that six (6) week period has expired. 8 [Breaks in service] For the purposes of this Schedule only (i.e. for severance and notice periods), breaks between fixed-term appointments of up to two (2) times per year and of up to six (6) weeks will not constitute breaks in continuous service. 9 [Effect of unpaid leave] Periods of approved unpaid leave will not count for service, but will not constitute breaks in continuous service for the purposes of this Schedule. 10 [Right of Refusal] The University will not unreasonably refuse a staff member s application to convert to a continuing contingent-funded appointment. PROCEDURES 1. [Applications] 1.1 Where an eligible fixed-term staff member seeks conversion to a continuing contingent-funded appointment, s/he should forward an application, through the relevant supervisor and Head of Cost Centre, to the Director Human Resources. 1.2 Where applications are approved, the Director Human Resources will advise the staff member in writing of the terms and conditions of the continuing contingent-funded appointment. 2. [Superannuation] The level of superannuation contributions to be offered will be in accordance with clause 4 of Schedule 8 the Enterprise Agreement [Termination of Appointment] 3.1 It is the responsibility of the staff member s supervisor to ensure that Human Resources is advised of any funding shortfall or change in duties/skills necessitating termination of the staff member s appointment. 3.2 Where clause 5 of Schedule 8 is invoked, the Director Human Resources will advise the staff member in writing of the reason(s) for the termination of the appointment and make arrangements for payment of any outstanding entitlements, where appropriate. HR/CCF Effective 10/15 Page 6 of 6