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UWA Indigenous UWA Indigenous Employment Strategy Employment Strategy 2005 - 2009 2005 - 2009

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Page 1: UWA Indigenous Employment Strategy 2005 - 2009. Indigenous Employment Strategy The UWA Indigenous Employment Strategy was launched in 2005 and has direct

UWA Indigenous UWA Indigenous Employment StrategyEmployment Strategy

2005 - 20092005 - 2009

Page 2: UWA Indigenous Employment Strategy 2005 - 2009. Indigenous Employment Strategy The UWA Indigenous Employment Strategy was launched in 2005 and has direct

Indigenous Employment Indigenous Employment StrategyStrategy

• The UWA Indigenous Employment Strategy was The UWA Indigenous Employment Strategy was launched in 2005 and has direct links to the launched in 2005 and has direct links to the University’s Workforce Diversity Strategy. University’s Workforce Diversity Strategy.

• The main focus of the IES is to significantly improve The main focus of the IES is to significantly improve Indigenous employment within the University, and Indigenous employment within the University, and enhance opportunities for Indigenous peoplesenhance opportunities for Indigenous peoples

• In 2006 Indigenous Employment was included in the In 2006 Indigenous Employment was included in the University’s Enterprise Bargaining Agreements University’s Enterprise Bargaining Agreements (EBA’s)(EBA’s)

• Social responsibility of the University to employ Social responsibility of the University to employ Indigenous job seekers Indigenous job seekers

Page 3: UWA Indigenous Employment Strategy 2005 - 2009. Indigenous Employment Strategy The UWA Indigenous Employment Strategy was launched in 2005 and has direct

STEP AgreementSTEP Agreement• In September 2006 the University and the Commonwealth In September 2006 the University and the Commonwealth

signed a Structured Training and Employment Programme signed a Structured Training and Employment Programme (STEP) Agreement to employ a further fifteen Indigenous (STEP) Agreement to employ a further fifteen Indigenous staffstaff

STEP conditionsSTEP conditions• Positions can be an ongoing or a fixed term contract; fixed Positions can be an ongoing or a fixed term contract; fixed

term contracts need to be at least 26 weeks in durationterm contracts need to be at least 26 weeks in duration• FTE can range from 0.5FTE to 1.0FTEFTE can range from 0.5FTE to 1.0FTE• Support for providing meaningful employment for Support for providing meaningful employment for

Indigenous job seekers. Indigenous job seekers. • On the job training and cultural awareness is provided if On the job training and cultural awareness is provided if

requiredrequired• Mentoring and job support provided Mentoring and job support provided to the work area, to the work area,

including supervisor, manager and work colleagues as well including supervisor, manager and work colleagues as well as the successful applicant if necessaryas the successful applicant if necessary

• Assistance with employment costsAssistance with employment costs

Other Information Other Information • Looking at general staff positions Level 2 and upLooking at general staff positions Level 2 and up• Website - Website - http://www.equity.uwa.edu.au/page/59347http://www.equity.uwa.edu.au/page/59347

Page 4: UWA Indigenous Employment Strategy 2005 - 2009. Indigenous Employment Strategy The UWA Indigenous Employment Strategy was launched in 2005 and has direct

How can you participateHow can you participateContact the Indigenous Employment Officer (IEO) Contact the Indigenous Employment Officer (IEO) explain your requirements e.g. vacancy, time frame, explain your requirements e.g. vacancy, time frame, ongoing/contract etcongoing/contract etc

Vacancy will be advertised throughout Indigenous Vacancy will be advertised throughout Indigenous networksnetworks

Applications received will be vetted only suitable Applications received will be vetted only suitable applicants are forwarded to the applicants are forwarded to the Faculty/School/Department etcFaculty/School/Department etc

The Faculty/School/Department to organise interviews The Faculty/School/Department to organise interviews (IEO happy to assist if required)(IEO happy to assist if required)

There is no requirement for IEO to sit on the interview There is no requirement for IEO to sit on the interview panel though will do so if askedpanel though will do so if asked

Page 5: UWA Indigenous Employment Strategy 2005 - 2009. Indigenous Employment Strategy The UWA Indigenous Employment Strategy was launched in 2005 and has direct

Other Indigenous Employment Other Indigenous Employment AvenuesAvenuesTraineeshipsTraineeships

Traineeships are a way for trainees to develop appropriate Traineeships are a way for trainees to develop appropriate skills which enable the University to attain a skilled, skills which enable the University to attain a skilled, competent workforce to meet its current and future needs. competent workforce to meet its current and future needs. For further information on Traineeships go to: For further information on Traineeships go to:

http://www.hr.uwa.edu.au/page/67644http://www.hr.uwa.edu.au/page/67644

CadetshipsCadetshipsThe National Indigenous Cadetship Project (NICP) links fulltime The National Indigenous Cadetship Project (NICP) links fulltime

students undertaking a diploma, an advanced diploma or students undertaking a diploma, an advanced diploma or their first undergrad degree with employers who can give their first undergrad degree with employers who can give them work placements and ongoing employment once they them work placements and ongoing employment once they finish their studies. For further information go to: finish their studies. For further information go to: http://www.workplace.gov.au/workplace/Individual/Indigenohttp://www.workplace.gov.au/workplace/Individual/IndigenousAustralians/NationalIndigenousCadetshipProjectNICPforeusAustralians/NationalIndigenousCadetshipProjectNICPforemployers.htmmployers.htm