HR Service Charter

STRATEGIC SERVICES

To provide high quality policy advice and leadership on major emerging and future related human resources issues so that ANU anticipates these needs and is positioned to respond to them in a way that is consistent with ANU to 2010.

Overall Performance Indicator:

To be seen by the Executive and College Executive to be adding value and providing leadership including setting directions and creating the future HR framework for the ANU.

Measures:

• Service provided to the satisfaction of the Vice-Chancellor.
• Annual HR Service Performance Review outcomes indicate that at least 80% of those surveyed are satisfied with strategic services.

S1.0

Policy Development

To provide high level policy frameworks and advice on significant emerging and/or longer term human resources issues including:

• Appointments and Promotions
• Remuneration and Benefits
• Performance management
• Leadership, management and career development
• Workplace development
• Occupational Health and Safety

• Advice to senior managers is provided on a timely basis and of a high quality – an initial response will be provided within 5 days of a request.
• Pro-active advice is developed on emerging issues and strategies to address as provided.

S2.0

Leadership and Management Development

To ensure the ANU workforce has appropriately skilled and confident managers and supervisors able to effectively contribute to the achievement of University goals through:

• Provision of a suite of core leadership and management programs designed to meet the needs of the ANU for specific groups of staff
• Provision of advice on, and development of improved and integrated renewal strategies

• Programs are delivered on a timely basis and meet identified needs.
• An annual timetable of programs is published by March each year.
• Advice is provided within an agreed timeframe with the senior manager concerned.
• Initial advice is provided within 5 days.

S3.0

Organisational Change and Workplace Development:

To provide advice on enhancing organisational effectiveness by creating the capacity to successfully manage major organisational and cultural change specifically by:

• Research into the changing nature of work within the university and developing new staffing models or other work arrangements to meet these changing needs
• Providing advice on more effective approaches to university-wide change

• The advice is provided within an agreed timeframe with the Senior Manager(s) concerned.
• Initial advice is provided within 5 days.
• Proposals on new policies/practices are regularly provided to senior management.

S4.0

Workforce Planning

To provide advice and support on the planning of future workforce needs and the re-alignment of organisational structures and staffing strategies with university goals through:

• The provision of advice and reports on the early detection of long term staffing trends against planned staffing needs.
• Provision of annual Workforce Policy Report.

• The advice is provided within an agreed timeframe with the senior manager(s) concerned.
• Initial advice is provided within 5 days.
• Report provided by May each year.

OPERATIONAL SERVICES

To provide efficient and effective services in relation to day-to-day ANU needs in order to support ongoing improvement in teaching, research and management performance consistent with ANU to 2010.

Overall Performance Indicator:

To be recognised as providing ANU-wide HR services which are:

• valuable;
• consistent;
• friendly and responsive; and
• supportive and fair to managers and staff members.

Measures:

• HR Benchmarking survey results indicate that services provided are cost effective.
• Annual HR Service Performance Review outcomes indicate that at least 80% of those surveyed are satisfied with operational services

Op1.0

Appointments & Promotions:

To provide day-to-day advice and support on the application of fair and timely employment processes that assist ANU to attract and retain outstanding staff who will advance the University’s mission and goal’s:

• Services are “timely” as listed below and of an acceptable quality.

Op1.1

To provide central advertising services

• Advertisements published within 10 working days for external and 5 days for internal advertisements of receipt of completed requests.

Op1.2

To undertake tailored and/or centralised appointment and promotion processes for Schools, Faculties colleges and Divisions.

• Applications are acknowledged within 3 working days of receipt.
• Files are referred to contact officers within 2 working days of close.
• Offers and variations are drawn up within 5 working days of finalisation of negotiations.
• New staff are paid in the first available pay cycle.

Op1.3

To administer Separation processes, including resignation, retirement, redundancy and discipline.

• Where HRD acknowledges resignations on behalf of ANU. HRD will notify Voice Services, ANU Parking and the Library within five days,
• No overpayments will occur where HR is fully notified before separation in accordance with published cut off periods.
• Exit questionnaire issued within 5 working days of separation.

Op2.0

Remuneration and Benefits:

Implementation of remuneration and benefits packages which are flexible, competitive and responsive.

• ANU payroll is processed on time and accurately every fortnight.
• HRD provides advice on salary packaging within agreed timeframes.
• HRD processes UniSuper matters within prescribed timeframes to ensure maximum administration commission paid to ANU.

Op2.1

To undertake the processes of implementing salary, leave, allowances and superannuation policies and to provide advice in relation to salary matters, leave and conditions of employment

• Response to email or telephone queries within 1 working day, and letters within 10 working days.
•  Provide separation estimates within 10 working days.
• Provide certificates of Separation within 5 working days of receipt of final pay when requested.
• Payroll processing (if received in accordance with published deadlines) within 1 pay period, except higher duties, pay rate changes and retrospective pay adjustments which may be up to 2 pay periods.
• Reconciliation of leave, pay and superannuation within 3 pay periods.
• Advice is responsive, ethical and delivered within negotiated timeframes.
• Payroll adjustments (errors) are corrected within 2 pay periods of the identification of the error.

Op2.2

To provide for Salary Packaging and related Non-salary benefits services

• Packages are processed within ten working days of lodgement of approved documentation in accordance with published cut off periods.

Op3.0

Staff Development:

To provide a suite of programs that improves organisational and individual effectiveness, by providing staff with the opportunity to develop or improve their skills to fulfil present responsibilities and career goals.

• The programs are timely and of an acceptable quality.

Op3.1

To provide a central program of key staff development activities for designated staff groups.

• Core programs are delivered in accordance with an annual schedule.

Op3.2

To provide a consultancy service on staff development strategies for colleges and divisions

• Advice is provided within an agreed timeframe and to an agreed standard – initial advice will be provided within 5 working days of request and follow up advice will be recognised as responsive and appropriate.

Op4.0

Performance Management:

To provide day-to-day advice and support on: 

• University-wide Induction processes
• Probation processes
• Performance review process

• Advice is provided within an agreed timeframe and to an agreed standard – initial advice will be provided within 5 working days of request and follow up advice will be recognised as responsive and appropriate.
• 80% of new staff members are inducted at organisational, college and workplace level in accordance with the ANU induction standards and checklists.
• Probation reviews for new staff are conducted in accordance with ANU standards.
• Managers have the tools, framework and training to complete performance reviews for their staff effectively and on time.

Op5.0

Organisational Change and Workplace Development:

To provide advice and support to managers to achieve organisational change at budget centre levels in areas including:

• Organisational change strategies, including consultation on change
• Job classification processes
•  Job and work design
• Staff communication approaches

• Advice is provided within an agreed timeframe and to an agreed standard – initial advice will be provided within 5 working days of request and follow up advice will be recognised as responsive and appropriate.
• Formal reclassification committees are convened within 10 working days of request.
• Assistance with a range of communication mechanisms is appropriate and responsive to local need and capacity.

Op6.0

Consultancy Services:

To provide advice and support, consistent with ANU values, to resolve people management issues.

• In collaboration with the senior executive; and by
• Coaching managers and providing the framework to facilitate the resolution at the local workplace level

• Advice is provided within an agreed timeframe with the senior manager concerned.
• A range of HR consultancy strategies, guidelines and mechanisms are provided that can be used to address at least 80% of people management issues.

To provide such advice and services in relation to employment equity and diversity.

• That 100% of policy and related HR processes will support employment equity and embed non-discriminatory practices by end 2007.

To provide such advice and services in relation to grievance resolution

• A tailored staff grievance procedure will be developed in 2007 that provides access for all staff to lodge legitimate grievances and state the remedies they seek.

Op7.0

Occupational Health & Safety:

To provide advice and services that assist managers to create a safe, inclusive and respectful work environment which is supportive of research, education, innovation, good governance and enhances staff performance.

• HR advice and services are recognised as fair in outcome and/or process
• Conduct relevant and timely OHS training courses for ANU staff and students.  Measure:  number of courses conducted.

Op7.1

To provide such advice and services in relation to occupational health and safety to enable supervisors and managers to fulfil their responsibilities to create and maintain a safe and healthy workplace.

• OHS Policy and Procedures regularly reviewed and updated after consultation with OHS committee and managers and staff routinely alerted to changes
• Advisory services provided to staff and managers within an agreed timeframe and to an agreed standard.

Op7.2

To provide such advice and services in relation to injury management to ensure compliance with requirements.

• Injury Management meets or exceeds industry benchmarks in effectively rehabilitating staff.
• Injured person or supervisor will be contacted within 24 hours after lodgement of Incident Notification by a health or safety professional to assess requirements of the case.
• OHS investigation process is started within 48 hours of an Incident Notification of event.
• OHS support for local OHS Committees will be provided on request.

Op8.0

Reporting and Information Services:

To provide information for a range of statutory and internal management reports on human resources matters as well as information for managers and staff on human resources policies and procedures.

• Services are timely as per standards below and of an acceptable quality.

Op8.1

Provision of general HR information and reports

Scheduled Reports

• Workforce Planning Report – annual information extraction and report provided to Colleges/Divisions by February each year.
• Quarterly HR Health check compiled and distributed to local areas.

Ad-hoc report requests

• Complex requests – within 10 working days.
• Moderate complexity – within 5 working days.
• Simple requests – within 2 working days.

Op8.2

Provision of data for DEST reporting

• 100% compliant with statutory reporting requirements.

Op8.3

Provision of data and preparation of other statutory HR reporting

• 100% compliant with statutory reporting requirements.

Op8.4

Data integrity

• Data integrity processes run regularly (daily, fortnightly, monthly, annually) and errors either corrected or area advised to correct within 2 working days of identification.

OP8.5

A consultancy service on HR management information systems for colleges and divisions

• Initial response to requests for service within 1 working day.
• Requests for one-on-one training – within 10 working days.
• Requests for group training – within 20 working days.