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Staff Recruitment, Review and Promotions Policy

PURPOSE

This policy outlines how Global Leadership Institute (GLI) reviews performance, builds capacity and rewards excellence of staff through a fair, respectful, inclusive and equitable process.


PRINCIPLES

Performance management consists of the following three core elements:

  • Individual plans;

  • Ongoing feedback and development;

  • Performance and development reviews


GLI adheres to the following principles to:

  • Provide staff with appropriate support, time and encouragement to undertake professional development and inductions;

  • Provide opportunities for staff to develop knowledge, skills and capabilities that will ensure the achievement of strategic goals, contribute to the achievement of individual aspirations and achieve the required legislative and professional requirements;

  • Ensure delegated supervisors identify development needs primarily through the annual cycle of performance management planning, development and review;

  • Expect staff will be proactive and take responsibility for their own professional development and strive to achieve their full potential;

  • Ensure staff are formally and informally rewarded in a fair and consistent manner for outstanding contributions and performance that support its goals and objectives;

  • Recognise and reward consistent outstanding achievement and performance through promotion processes.


ROLES AND RESPONSIBILITIES

  • The HR Manager is responsible to ensure that the policy is implemented across all departments of the Institute

  • Academic Board is responsible to ensure that the promotion of academic staff follows due processes set out by GLI;

  • The Academic Dean, Registrar, Program Directors and delegated supervisors are responsible for the performance review for their respective staff;

  • All staff of GLI are individually responsible for their own professional development.


SCOPE

All staff


KEY STAKEHOLDER

All staff and students


PROCEDURE

All positions at GLI have a Position Description, which includes selection criteria, specific duties, minimum qualifications and experience required for that position.


All vacant positions will be advertised on the internet and placed on the GLI website. All advertisements must be authorised by the President and HR Manager and in conjunction with the Academic Dean for academic positions.


The selection and short listing of suitable applicants will adhere to the following:

  • Written applications will be assessed against the selection criteria by a panel of at least four members, with equity of gender distribution;

  • Selected applicants will be invited for a panel interview;

  • Membership of the panel will vary depending on the position;

  • Selected applicants will be interviewed;

  • The panel will decide on the most suitable applicant solely based on merit;

  • Reference checks will be conducted and submitted academic qualifications and transcripts will be reviewed. This will include gaining written or verbal confirmation to verify the bona fides of qualifications and awarding institutions. This will be done with the verbal consent of the candidate;

  • A verbal and written offer of employment will be made to the preferred applicant;

  • Induction of new staff will be conducted within the first week of employment.


Annual Performance Appraisals will be conducted annually by the relevant supervisor.


Staff promotion will be called for on an annual basis. Academic Board has carriage over academic promotion procedures, while the President has carriage over administrative promotion procedures.


Policy Owner

Chair, Executive Management Team

Approval Date
Approving Body

Governing Board

Reviewal Date
Endorsing Body

Executive Management Team

Version

2.0

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