Vice-Chancellor’s Awards
for Excellence
Guidelines
1.
Introduction
The Vice-Chancellor’s Awards for Excellence were established in 2002 to recognise the work of
employees who reflect and demonstrate University values in their daily work by acting at a level
above and beyond, and/or by participating in special projects or entrepreneurial activities. These
awards have been reviewed and are replaced by the Vice-Chancellor’s Awards for Excellence as per
these guidelines and include a Reconciliation Award category to reflect the University’s commitment
to increase the participation levels of Aboriginal and Torres Strait Islander staff in the University
community.
2.
Purpose of the Awards
The primary purpose of the Vice-Chancellor’s Awards for Excellence is to recognise and reward
exceptional performance that supports Federation University’s Charter, strategic priorities and
principles including the Reconciliation Action Plan, in the 12 months preceding the closing date for
nominations. In addition, the awards serve to encourage loyalty, commitment and productivity of all
staff employed by the University.
3.
Eligibility
Academic, teaching and general/professional staff employed in their current position for a minimum of
six months either on a continuing basis, or a fixed-term appointment that extends for at least one
year, are eligible to be nominated for an award. Teams are also eligible to be nominated for an
award. An individual team member who does not meet the minimum six months on a continuing or
fixed-term appointment extending at least one year, but has significantly contributed to the team’s
performance, may be included. However this member’s contribution will be formally recognised with
an award certificate, they may not receive the monetary award or professional development.
A recipient of an award in a particular category is not eligible for a nomination in the same or similar
category the following year.
A staff member may only be nominated in one category per year.
4.
Awards
There will be one award per category each year.
The Vice-Chancellor will determine the monetary amount for each award category at the start of the
financial year. The amount will be $2,000 per category unless the Vice-Chancellor determines
otherwise.
The recipient/s will have an option of receiving the funds for personal use or work-related business
purposes, which can include professional development. Where a team receives an award, the team
can determine how the funds will be distributed and expended.
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Vice-Chancellor’s Awards
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Guidelines
If the funds are to be utilised for personal use, the recipient/s will be allocated the amount through the
payroll process where it will be treated as a ‘bonus’ and therefore taxed at the individual’s appropriate
tax rate. If the funds are to be utilised for work-related business purposes, the amount will be
transferred to a nominated cost centre where it can be used for approved work-related business
purposes.
Each recipient will receive a framed award citation to be awarded at Federation University’s annual
staff awards ceremony.
Recipients of Awards will be required to complete the Application for Award Funds form in order to
access award funds. Where a team receives an award, the team member nominated as the team
leader (or the more senior team member) can complete the form on behalf of the team.
5.
Categories and selection criteria
There are five categories for awards. The purpose and selection criteria of each category are as
follows:
5.1
Leadership
(i)
Purpose and definition
To recognise and reward supervisors and managers who clearly communicate and actively work and
motivate their teams to achieve the strategic priorities of Federation University Australia and/or the
Faculty/Portfolio while demonstrating University values.
(ii)
Selection criteria

Demonstrated commitment to the Federation University Australia’s principles;

Demonstrated commitment to the Federation University Australia’s strategic priorities;

Demonstrated commitment to the Performance Review and Development Program including
facilitating learning and development opportunities;

Manage and lead change initiatives effectively; and

Commitment to OH&S practices.
Nominees should have achieved excellence in at least four of the five criteria.
5.2
Entrepreneurship
(i)
Purpose and definition
To recognise and reward staff members who proactively and effectively identify opportunities and
implement innovative ideas and solutions with the potential of generating revenue for Federation
University Australia.
(ii)
Selection criteria

Implementation of successful strategies that significantly increased Federation University
Australia’s international and national profile.
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Guidelines

Establishment of strategic partnerships with other institutions, organisations or community
agencies to broaden the Federation University Australia’s service delivery.

Commercialisation of a product or service resulting in revenue and/or return on investment for
the Federation University Australia.
Nominees should have achieved excellence in one or more criteria.
5.3
Innovation (including process improvement)
(i)
Purpose and definition
To recognise and reward staff members who proactively identify and successfully implement
new ways or methods of working more efficiently and effectively.
(ii)
Selection criteria

Significant contribution to the implementation of processes to improve cross-unit cooperation
and communication.

Significant improvement in systems, procedures or practices resulting in process efficiencies
and/or cost containment.

Development of efficient and effective work practices which facilitate the achievement of the
Federation University Australia Charter and strategic priorities.

Effective and efficient use of available technology.

Development and implementation of new concepts, products and/or services that significantly
improved student learning.
Nominees should have achieved excellence in at least four of the five criteria.
5.4
Service
(i)
Purpose and definition
To recognise and reward staff members who consistently and continuously exceed the
expectations of internal and external clients.
(ii)
Selection criteria

Consistent delivery of exceptional service to clients.

Consistent demonstration of professional behaviour in relationships with colleagues, staff,
students and the community.

Active encouragement of others to deliver services and products of a high standard and quality.

Development and implementation of processes to improve client service and satisfaction.

Significant contribution in building the professional standing and reputation of the Federation
University Australia in the community.
Nominees should have achieved excellence in at least four of the five criteria.
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Guidelines
5.5
Reconciliation
(i)
Purpose and definition
To recognise and reward staff members who have demonstrated exceptional achievement in
promoting reconciliation by advancing the participation of Aboriginal and Torres Strait Islander
people in the University community.
(ii)
Selection criteria

Significantly improving the education, training or research opportunities for Aboriginal or Torres
Strait Islander people.

Consistently increasing the visibility and status of Aboriginal and Torres Strait Islander culture,
knowledge or studies.

Consistently contributing to supporting employment, retention and/or career development
opportunities for Aboriginal and Torres Strait Islander people at the University.

Actively and effectively promoting and increasing the involvement of Aboriginal and Torres Strait
Islander students or staff in governance and decision-making of the University.
Nominees should have achieved excellence in at least two of the four criteria.
6.
Nominations
The Vice-Chancellor will call for nominations in August each year.
Deputy Vice-Chancellors should encourage their staff members to participate in nominating staff
across the University for the Excellence Awards to ensure that at least one nomination per Faculty,
Department or Directorate is received.
Staff members who are employed on continuing or fixed-term appointments may nominate other staff
members. Self-nomination is not permitted.
Nominations must use the appropriate nomination form and be signed off by at least two nominators.
The nominee/s is/are responsible for preparing an outline of the excellence achieved and providing
supporting evidence.
The relevant Executive Dean/Director must endorse the nomination/s for the entrepreneurship,
innovation, reconciliation and service categories. The relevant Deputy Vice-Chancellor must endorse
the nomination/s for the leadership category.
In instances where Executive Deans and/or Directors are nominated, the relevant Deputy ViceChancellor must endorse the nominations.
Completed nominations must be marked ‘Private and Confidential’ and addressed to the “Chief
Operating Officer - Vice-Chancellor’s Awards for Excellence” and forwarded to the Director, Human
Resources by the closing date.
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Guidelines
7.
Selection
7.1
Selection panel
The Vice-Chancellor will appoint a selection panel that will be chaired by the Chief Operating Officer.
7.2
Evaluation of nominees and selection of recipients
The selection panel will evaluate all nominees per category against the selection criteria based on the
completed nomination form as well as any supporting evidence. It is the selection panel’s prerogative
to seek further information to clarify nominations. However, the panel may also decide to solely base
its evaluation and decision on the information provided.
In addition to the selection criteria per category, the panel will also evaluate and assess nominations
against the following:

Degree of excellence, i.e. the importance, value and worth of the achievement. This is weighted
the highest.

Citing of specific and detailed examples.

Breadth of support, i.e. the extent of recognition and support for the nomination.
The selection panel will provide the Vice-Chancellor with its recommendations within five working
days after it has concluded its evaluation.
8.
Notification of selection panel outcomes
Within 10 working days from concluding the selection and receiving the Vice-Chancellor’s
endorsement, the Chair of the panel will inform all unsuccessful nominees and award recipients in
writing. Award recipients will be presented with their awards at Federation University’s annual staff
awards ceremony.
9.
Timetable
The following annual timetable for the awards is applicable:
Process/task
Responsible
Time
Call for nominations via FedNews
Vice-Chancellor
August
Preparation of nominations
Nominators and nominees
September
Appoint selection panel
Vice-Chancellor
September
Fortnightly reminders via “FedNews”
and email Executive Deans/Directors
Vice-Chancellor
August through to
September
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Guidelines
Nominations close
Chief Operating Officer
End of September
Nominations evaluated
Selection panel
October
Recommendations to Vice-Chancellor
Selection panel chair
Within five working days
of panel evaluation
Inform all unsuccessful nominees and
award recipients in writing
Chief Operating Officer
Within 10 working days
following the ViceChancellor’s approval of
recommendations
Awards ceremony
December
10. Review of award and award categories
Federation University Australia reserves the right to review the award and award categories as and
when necessary to ensure that it aligns with the University’s Charter, strategic objectives and
principles and promotes the behaviour desired by and culture of the University.
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