Staffing and Related Matters

Throughout 2001 the University has, as in previous years, maintained a commitment to its key objective—the recruitment, development and retention of the highest quality staff—to achieve its mission. The significant funding constraints introduced in the late 1990s continue to create difficulties in meeting this aspiration. Nonetheless, the University performs well in this area, attributable to some extent to its commitment to offer job security where possible.

Personnel and Industrial Relations
Much of the University’s energy during 2001 was addressed towards a restructuring of its academic organisation and related support functions. Planning for the human resource management issues arising from the restructure will continue through 2002 in accordance with guidelines agreed through its Enterprise Agreements with staff. A major activity was the development of a human resource plan to facilitate the establishment of the new Oral Health Centre with its complement of over 100 new staff.

Enterprise Bargaining Agreements (EBAs) were finalised for general staff and childcare employees. The first of the salary increases linked to the University’s budget cycle and provided for in EBAs was awarded, resulting in a 2.75% increase for academic and general staff. At the national level the Minimum Standards Academic Levels were negotiated and the Higher Education General Staff Salaried Staff Award decision related to the simplification of this award was handed down. The latter will enable the University to pursue a UWA General Staff Award during 2002.

An application was submitted under the Commonwealth Government’s Workplace Reform Program for funding available under the second round of the program.

During 2001 the University advertised 289 job vacancies of which one-third were academic positions (including six chairs). There were also 80 applications for academic promotion of which three-quarters were successful.

Staff and Organisational Development
The year 2001 saw the consolidation of the new Staff and Organisational Development Services, comprising the Centre for Staff Development (CSD), Centre for the Advancement of Teaching and Learning (CATL) and the Evaluation of Teaching Unit (ETU).

Through the CSD the University continues to offer a comprehensive range of staff development activities to University staff, departments and faculties. During 2001 there were an increased number of training programs for postgraduate tutors as well as for the development of teaching interns. The Leadership Development for Women program was opened to all levels of female general and academic staff; high demand resulted in two identical programs running. The program continues to be recognised as national best practice.

CATL continues to enhance the quality of teaching and learning by providing a focal point to encourage, monitor and co-ordinate initiatives and activities in flexible teaching and learning across the University. The Advancing Teaching and Learning Program was launched and was well received. Two large and 12 small CATL grants (approximately $210,000) were awarded to academic staff for the development of teaching initiatives during the year.