Guidelines – Indigenous Employment Incentive Scheme 2012 – 2015 (Professional General Staff)
The Indigenous Employment Incentive Scheme is intended to encourage Faculties and Divisions to make
opportunities available for Indigenous employment in mainstream positions, to assist in achieving the University’s
goal of 3% Indigenous staff by 2015. The Scheme provides for 50% of the salary for an Indigenous general staff
member in the first year of appointment to a continuing or fixed term position (minimum two years).
Incentives under the IEIS include:
• 50% of the salary for the first year of an appointment of an Indigenous staff member in a mainstream
HEW Level 3 – 8 position (ie non-identified position)
• Appointments are exempt from the Salary Ceiling for two years (limited to two positions for each
Division / School)
The objectives of the IEIS are as follows:
• Increase the percentage of Indigenous staff in positions from HEW Level 3 – 8 to include middle
management positions in line with CSU Indigenous Employment Strategy and Employment Equity Plan
2012 – 2015;
• Provide career paths for Indigenous staff through enhanced opportunities for staff on traineeships to
move into continuing or 2 year fixed term appointments (minimum) at HEW Level 3 and above;
• Build confidence among supervisors in selecting and retaining Indigenous staff;
• Encourage appointment of Indigenous staff in continuing and 2 year fixed term positions;
• Foster a work culture that enables Indigenous staff to succeed.
The scheme will be:
• mainstreamed in the recruitment process as part of targeted recruitment under a designated
employment plan of the University; and
• guided and managed by the Indigenous Employment Coordinator (IEC) through the following process:
o IEC promotes the Incentive Scheme across Schools and Divisions;
o IEC notified of any resignations at HEW Levels 3 – 8 to explore appointment under the scheme;
o IEC works with managers on job design and recruitment processes;
o IEC promotes the position to community networks and employment service providers;
o IEC coaches managers to develop Individual Development Plan as part of the induction and
probation process.
Payment Process:
An account code will be established for the scheme and 50% of the appointee’s salary will be debited from this
account on a fortnightly basis until the one year anniversary of the appointment, at which time the primary cost
centre will become responsible for 100% of the salary.
Administration Process:
This scheme is sponsored by Deputy Vice-Chancellor Academic as Presiding officer Equity and Diversity
Committee and overseen by the Executive Director Human Resources.
The Indigenous Employment Coordinator will promote and market the scheme to Primary Cost Centre Managers.
For further information please contact:
Catherine Maxwell, Indigenous Employment Coordinator
Email: [email protected]
Telephone: 02 693 32200
Approved May 2014