Conditions of employment

Functional job stream framework

Definition and purpose

A 'job function' is a grouping of the major corporate functions across positions at the University involving work that is functionally of the same nature, but requiring different skill and responsibility levels across roles within the particular grouping. Within an identified function, there is normally a number of 'job streams' to recognise discipline/professional specialities. Where applicable, each general staff position at USQ is identified as belonging to a specified job function and stream with clearly defined knowledge, skills and abilities required at each level within the particular grouping.

USQ's structure is based on organisational sections as the primary foundations of the structure, with the functional job stream as the disciplinary/personal/career development pathway for individuals through the organisation, as well as being the mechanism that ensures progressive corporate improvement and increased organisational capability and capacity. The functional job stream concept has implications for position descriptions, recruitment, induction, training and development, performance management, career progression and reward and recognition initiatives.

Identified job functions, streams and leaders

A number of job functions, streams and function leaders have been established.

Job Function	Job Streams	Job Function Leader
Human Resources	Client Services Training and Development Employee Relations Workforce Strategy Remuneration and Benefits Equity and Diversity Health and Safety	Executive Director, Human Resources
Finance	Procurement Accounting Accounts Payable Accounts Receivable	Chief Financial Officer
Administration and Management	Functional Management Executive Support Corporate Communication Records Management Functional Administration Project and Information Management Customer Service	Group Manager, Sustainable Business Management and Improvement
Student Management	Recruitment and Admissions Student Support and Retention Student Services Marketing Services Administrative and Academic Support Academic Support	Deputy Vice-Chancellor (Students and Communities)
Facilities	Trades Construction and Maintenance Warehousing and Distribution Horticulture Printing Production Design and Architecture Health and Hygiene Safety and Security	Executive Director (Campus Services)
Technical/Laboratory	n/a	Dean, Faculty of Sciences
Information Technology	ICT Support ICT Operations Technical Training Audio Visual Systems Administration Data Communications Database Administration Systems Security Analytics Project Management	Executive Director (ICT Services)
Learning Resources	Resource Development Resource Support Resource Access	Deputy Vice-Chancellor (Academic Services) and Chief Information Officer

Job function leaders are responsible for ensuring position descriptions for streams and roles within their allocated function are developed in a consistent form across common positions, with standardised selection criteria appropriate to the classification level within the function and stream. The job function leader will also be responsible for ensuring the ongoing maintenance and updating of position descriptions. As the framework progresses over time, the function leader will also have overall responsibility for ensuring the development and implementation of appropriate professional development for employees within the designated job function and streams.

Position descriptions and key selection criteria

Selection criteria outline the knowledge, skills and abilities required to successfully undertake the duties of a position. In order to assist incumbents to clearly identify the level of abilities and behaviours required to successfully undertake the role, and improve the general quality and consistency of position descriptions, selection criteria for positions at USQ will be constituted of four elements:

Required selection criteria (1 criterion)
Job function selection criteria (no more than 2 criteria)
Specialist/technical (job stream) selection criteria (no more than 2 criteria)
Core/generic selection criteria (no more than 5 criteria)

The mix of selection criteria between job function, specialist/technical (job stream) and core/generic may vary depending upon the individual role, however should not exceed a combined total maximum of 10 criteria for any position, with an ideal range of 6-7 criteria.

Required selection criteria

Required training level, qualifications and experience criteria for all USQ positions. This criterion is drawn from the University's Position Classification Standards and is required from an industrial perspective. Further clarifying detail can be added describing the type of qualification and experience.

Job function selection criteria

A job function is a grouping of the major corporate functions across positions at the University involving work functionally of the same nature, but requiring different skill and responsibility levels across roles. It is recommended that no more than two criteria be chosen for a position within an identified job function, however, this may vary depending upon the individual role.

Specialist/technical (job stream) selection criteria

Selection criteria may need to be supplemented by additional criteria unique to an individual role. It is recommended this would typically be no more than 1-2 criteria and usually restricted to positions of a professional, specialist or technical nature. The choice of wording is at the discretion of the manager/supervisor , however, must be commensurate with the level of responsibility of the role and should be standardised across similar roles.

Core/generic selection criteria

The core/generic selection criteria provides a structural basis and a shared understanding of the skills required to successfully undertake a USQ position at defined classification levels. The core/generic areas have been identified from the University's existing Position Classification Standards and a sample pool of position information for USQ Levels 1 to 10 and Levels A to E positions. It is recommended that no more than five criteria be chosen from the eight identified key common areas for each position relative to the position's requirements (ideally 3-4), however this may vary developing upon the individual role. The core/generic criteria should be used in conjunction with more detailed job function and specialist/technical (job stream) competencies (where appropriate) that complete the overall nature and scope of the position.

Client Service
Communication
Planning and Organising
Judgement, Analysis and Problem Solving
Teamwork
Computer Literacy
Self Management and Professional Commitment
Leadership and Supervision

The key selection criteria framework (DOC 156kb) contains the description of the expected level of knowledge, skills and abilities at each classification level for required, job function, job stream and core/generic criteria. For positions that span multiple job functions and/or streams, the applicable information from both job functions may be used as appropriate to the role.

The position description template (DOC 72kb) for general employee positions indicates the standard USQ format and statements for all position descriptions.

Accountabilities and duties

In moving to the job stream framework, it is expected that streamlining of other aspects of position descriptions such as accountabilities and duties will occur. The University currently has industrially negotiated Position Classification Standards (PCS) which broadly define the requirements expected of a position at each classification level. The intention of the job stream framework is to ensure that the established requirements within the PCS for each classification level in terms of task level, organisational knowledge, typical activities etc are reflected in a standard approach in each USQ position description. Using these broad requirements as a base, within identified job streams the University will work towards ensuring a consistent set of accountabilities and duties at each level within the stream wherever possible and practical.

However it does need to be recognised that many positions are specialist in nature and that position descriptions are an important tool in attraction and retention of employees at USQ and hence require some level of customisation to suit individual roles.

Professional and career development

The development aspect of the job stream framework will see employees inducted and professionally developed along job function lines, with the job function leaders responsible for facilitating the preparation and delivery of function/stream development programs in consultation with HR Organisational Development and Training to ensure the provision of high quality, consistent service delivery standards to clients and ensure that individual employees possess the necessary skills, knowledge and ability across the functional groups of the University.

Additionally, the job stream framework will provide more flexibility and structure around career progression at the University by providing a clearer and more consistent pathway for employees to identify opportunities to move within and between job functions and streams and organisational faculties/sections through having clearly established skills, knowledge and abilities at each classification level and a standard expectation in terms of duties and accountabilities across all roles.

Contacts

Trudi Davidson for general framework enquiries.
Rachael Millett for professional development enquiries.
Job function leaders for content queries relating to the identified job function and stream.