1. Our culture

1.1 Principles

All members of the University community, including staff, University officers, students and visitors, are expected to be guided by and act in accordance with the following principles:

  • Integrity
  • Ethical standards
  • Honesty
  • Fairness
  • Inclusion
  • Impartiality
  • Accountability
  • Respect, for others and for the reputation and goodwill of the University
  • Compliance with the law and the legislation that applies to University premises, resources, facilities, activities and people
  • Appropriate use of University resources, information, equipment and facilities.

1.2 Responsible working

1.2.1 Work performance and engagement

All staff are expected to:

  • Carry out the responsibilities required of their position of employment professionally, faithfully, diligently, impartially and to the best of their ability
  • Make responsible, accountable decisions within their areas of responsibility and their level of authority, with integrity
  • Be responsive
  • Treat others with respect and courtesy
  • Respect our diversity
  • Be inclusive
  • Maintain a cooperative and collaborative approach to working relationships
  • Work with their colleagues respectfully and openly, to promote teamwork
  • Comply with University legislation and this and other University policies, procedures and guidelines
  • Act in the best interests of the University
  • Contribute to the achievements and success of the University
  • Use University resources, including communication and technology resources, in a manner that is respectful of others
  • Act in a manner that supports the promotion of a healthy and safe workplace.

Unsatisfactory work performance or conduct by staff can affect not only immediate work colleagues but also the general work environment and operations of the University.

Examples of unsatisfactory work performance or conduct include:

  • Misbehaviour or misconduct that impedes a staff member or colleague’s work or capacity to perform a role, or which may be detrimental to others such as students or visitors
  • The failure to comply with a reasonable and lawful instruction from a person in line control of the employee
  • Negligence in the performance of the duties of the position held
  • Action which is prejudicial to health or safety
  • Breach of University legislation, policies or published procedures
  • Conduct that causes risk to the University's reputation.

Table of roles and responsibilities (VC delegation)

Role/Decision/ActionResponsibility*Conditions and limitations
Specification of HR requirements, guidelines and systems for matters including recruitment, performance of duties, leave, allowances, deployment, training, classification, performance, progression, promotion, titles, regulatory checks, retirement, redundancy, discipline and termination. Vice-President (People and Culture)
  • The requirements, guidelines and systems must be published.
  • Must comply and be consistent with legislation and the University’s policies.

*(Staff holding, acting in or performing the responsible position or office)

1.2.2. Equal opportunity, diversity and merit

The University celebrates and respects the strength that difference creates. We respect and celebrate the diversity of our people and recognise that success comes from incorporating a wide variety of approaches and perspectives. 

The University endeavours to maintain an environment:

  • Where productive learning and research can take place
  • In which staff and students can work effectively and fully participate in all aspects of University life
  • In which everyone can achieve his or her full potential by identifying and eliminating the barriers that may be encountered by bias or discriminatory behaviours.

Employment with the University is offered and provided based on merit.  All employees and applicants for employment will be assessed and treated in accordance with their skills, qualifications and experience.

The University commits to eliminate from its structures and practices any source of direct or indirect discrimination on the basis of gender, marital status, pregnancy, parenthood, race (including cultural, linguistic, nationality or ethnic origin), age, sexual orientation, disability, religious beliefs or political conviction.  If lawful circumstances arise that may appear to conflict with this commitment, the University will rely on any necessary special measures or exemptions required at law.

Table of roles and responsibilities (VC delegation)

Role/Decision/ActionResponsibility*Conditions and limitations
Recruitment Staff at manager level and above Must be in accordance with the requirements specified by the Vice-President (People and Culture).

*(Staff holding, acting in or performing the responsible position or office)

1.2.3. Compliance

The University Council has affirmed its commitment to ensuring the University’s compliance processes meet the requirements of the current Australian Standards.

Staff, University officers and visitors must ensure that they comply with the law and the spirit of any legislation that applies to their role and activities at the University.

This requires University officers and visitors to have a clear understanding of relevant legislation and how it affects the conduct of their work, activities and behaviour.

Some laws will affect all University members such as those concerning occupational health and safety, whereas others will be particular to certain roles or positions of employment. 

Staff members who are unsure of their duties and responsibilities at work should speak to their manager to seek guidance or contact Human Resources.

Table of roles and responsibilities (VC delegation)

Role/Decision/ActionResponsibility*Conditions and limitations
Responsibility for fostering a culture of compliance VC  
Submission of compliance reports to Audit and Risk Committee for review VC 
University Secretary
 
Reporting issues or concerns relating to the University’s compliance obligations All staff Should be reported to manager in the first instance
Administration of compliance program and compliance reporting process University Secretary 
Director, Governance and Integrity
 

*(Staff holding, acting in or performing the responsible position or office)

1.3. Risk management

The University’s Council sets risk management as an essential element of the University’s corporate governance framework and requires the University to apply a Risk Management Policy and Framework based on the principles of the Risk Management International Standard (ISO 31000:2009) in order to identify, evaluate and manage its risks.

Risk management is to be integrated into staff decision making, with risk assessments to be proportionate to the severity of potential consequences.

All projects, major initiatives and policy development activities will be planned using a suitable risk assessment to ensure appropriate focus on major sources of uncertainty.

A suitable risk assessment will be conducted as part of the development of all business and strategic plans.

Table of roles and responsibilities (VC delegation)

Role/Decision/ActionResponsibility*Conditions and limitations
Maintenance of register of key risks. HMU
  • Key risks to be pertinent to HMU's area
  • Register must be established using the University's risk management process.
Recording risk assessments and risk registers HMU
  • Must be recorded in the University’s Risk Management Information System
Allocation of ownership of key risks and key controls to an individual HMU
  • Must be recorded in the University's Risk Management Information System
Periodic review of organisational unit risk management profile HMU
  • The review must the ensure the risk management profile reflects the existing state of the unit's risks and controls on an ongoing basis
  • Must be recorded in the University's Risk Management Information System
Responsibility for RMIS Manager, Risk Management  

*(Staff holding, acting in or performing the responsible position or office)

1.4. Environmental sustainability

The University continually develops plans and strategies to foster sustainability.

Some of the actions the University undertakes in relation to such plans and strategies include:

  • complying with environmental laws and regulations and any environment related procedures
  • considering environmental impacts when making commercial decisions and purchasing goods and services
  • considering environmental and social impacts in the investment choices that it makes (Responsible Investment Charter)
  • identifying alternatives to traditional practices in order to limit environmental impact
  • responsibly using resources, managing waste and encouraging re-use and recycling where possible
  • Promoting sustainability in the curriculum, research and the work place.

Table of roles and responsibilities (VC delegation)

Role/Decision/ActionResponsibility*Conditions and limitations
Sustainability commitment statement VC The commitment statement should be reviewed at least every two years
Sustainability Strategic Plan Sustainability Strategy Steering Committee Formal plan adopted must be published.
Must be approved by the VC.
Documenting planning framework to support sustainability strategies and initiatives Director Strategic Planning and Risk Formal plans adopted must be published.
Documenting plans to support sustainability strategies and initiatives Senior management
HMUs
Plans to be consistent with the Sustainability Strategic Plan
Sustainability strategies and initiatives All staff Must be consistent with the University Plan

*(Staff holding, acting in or performing the responsible position or office)


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