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Human Resources

12. Job security

12.1 It is recognised that the employees and management of the University are required to deal with significant changes and re-define their roles due, but not limited, to:

  • Changes in Government funding arrangements and income;
  • Significant shifts in revenue available to the University;
  • Continuing demands for more accountability and better performance;
  • More direct competition from Higher Education Institutions within Australia and overseas;
  • Changes that may be influenced by the Free Trade Agreement with the United States of America;
  • A more flexible delivery service environment radically redefined by the impact of technology.

12.2 Wherever possible, the University will pursue through its workforce planning initiatives, the principle of retaining the services of, and offering ongoing job opportunities to existing employees.

12.3 The University is committed to retaining the services of, and offering ongoing opportunities to, existing employees. Every reasonable effort will be made to ensure that where job reductions are required as a consequence of change, the University will utilise natural attrition and voluntary measures to manage the process, wherever possible.

12.4 The University does not intend to contract out or outsource existing services or part of a service except in the following circumstances:

  • Specialist services are not readily available to the University;
  • The existing capacity is fully utilised;
  • Financial exigency; or
  • There are extraordinary or unforeseen circumstances.

12.5 Having regard to job security, where the University makes an initial decision to consider contracting out or outsourcing existing services, University management agrees to initiate consultation in accordance with Clause 28 Introduction of Organisational Change. An employee may be assisted during this process by a Nominated Representative.