Vacant, continuing positions at all levels can be targeted for recruitment under the Indigenous
Employment Strategy. The Indigenous Employment Co-ordinator can assist with advertising and recruitment, liaising closely with Indigenous community organisations and job network agencies.
1.
Traineeships combine work and structured training that is generally used for developing entry level qualifications . Traineeships run for between 12 and 24 months. For details, see the Traineeship Fact Sheet.
2.
Indigenous Employment Incentive Scheme 2008 to support the development of Indigenous staff in continuing positions. For details, see the Guidelines: Indigenous Employment Incentive
Scheme.
3.
Cadetships include full-time study with a 12-week paid work experience placement in a
Faculty or Division at CSU. For details, see the Cadetship Fact Sheet.
4.
Short term work experience or casual appointments - The Indigenous Employment Coordinator keeps a register of potential applicants and can source Indigenous applicants through job network providers for short-term contract positions or casual appointments. Some placements may be eligible for wage assistance subsidies
1.
Identify a vacancy at your work site.
2.
Develop or update the duty statement to reflect the position, taking into account the developmental aspects if a traineeship or cadetship . The Indigenous Employment Coordinator can assist, if required.
3.
Draft selection criteria in consultation with the Indigenous Employment Coordinator
4.
Complete a Recruitment and Establishment Requisition Form, noting that the position is to be filled under the University’s Indigenous Employment and send to the Division of Human
Resources, which will notify the Indigenous Employment Coordinator to commence recruitment.
5.
The Indigenous Employment Coordinator will arrange either for the advertisement and selection criteria to be advertised or published through job network agencies or, in the case of a short term position (i.e. up to six months), allocate the next appropriate person on the
Indigenous Employment Register after discussion with the workplace.
6.
Nominate a selection panel ensuring Indigenous representation.
7.
Meet with the Indigenous Employment Coordinator and the funding representative to sign funding agreements (if relevant) and nominate a starting date for the applicant to start work.
8.
Consider the need to cultural awareness training in the work place before the successful applicant starts (this can be provided by the Indigenous Employment Coordinator
9.
Develop an induction plan tailored to the position and any anticipated training requirements and nominate a workplace mentor.

1.
When utilising short term positions or traineeships, select areas that have the potential for ongoing employment.
2.
Assist the appointee to gain all the skills necessary to be competitive for permanent employment.
3.
Ensure all funding conditions are met (e.g. training arrangements, skill development in the workplace, reporting, acquittal of funds etc).
4.
Contact the Indigenous Employment Coordinator to provide cultural preparation sessions for the section or team.
5.
Provide induction in accordance with Human Resource policy and procedures.
6.
Identify and remove barriers to effective working conditions.
7.
Identify and provide support as needed (e.g. mentoring, training instruction, career development, coaching, advice and guidance).
8.
Ensure the work environment is free from any harassment (e.g. bullying, sexual or racial harassment) and act quickly if problems occur.
9.
Meet periodically with the Indigenous Employment Coordinator to discuss the Indigenous employee’s progress.

Liaise with local Indigenous communities, Regis tered Training Organisations (RTO’s) and Job
Network Providers.

Verify eligibility of applicants for Wage Assistance or other grants.

Obtain tax file number, birth certificates, licenses, certificates and bank account details from applicants and ensure appropriate HR staff have the correct paperwork.

Ensure that all application, claim and acquittal forms for funding agencies are completed, filed on the appointee’s personal file and copied to the relevant manager.

Negotiate cultural preparation training in the workplace with managers.

Maintain contact with Indigenous appointees and provide support when necessary.

Monitor RTO and trainee progress for external courses (e.g. TAFE Library course, TAFE certificates).

Keep the Division of Human Resources informed about the progress of traineeships.

Encourage and support Indigenous employees to attend and complete relevant internal staff development programs.

Assist appointees with ongoing employment within the University on successful completion of wage assistance or traineeship programs.