POSITION DESCRIPTION

Position Title: [insert title]Classification:Establishment No.:Reporting to title, & establishment No.: This position’s line manager (position number)School/Office:Division:

TContext: (context of the division and office/school in which the position operates)

The following introductory paragraphs are to be included in all Western Sydney University position descriptions:

Western Sydney University is a modern, forward-thinking, research-led university, located at the heart of Australia’s fastest growing and economically significant Western Sydney region. Boasting 10 campuses - many in CBD locations – and more than 170,000 alumni, 44,000 students and 3000 staff, the University has 10 Schools with an array of well-designed programs and courses carefully structured to meet the demands of future industry. The University is ranked in the top two per cent of Universities worldwide and as a research leader, 80 per cent of the University’s assessed research is rated at ‘World Standard’ or above. The University strategic plan, Securing Success: 2018-2020 Strategic Plan, articulates the University’s values and commitments of being:

1) A Distinctively Student-Centred University; 2) A Research-Led University with Regional, National and Global Impact; 3) A Unique Learning Experience that is Innovative, Flexible and Responsive; 4) An Expanding International Reach and Reputation; 5) A Leading Advocate and Champion for the Greater Western Sydney Region and

its People; 6) A Dynamic and Innovative Culture that Secures Success.

Add text that describes the hierarchical role of the organisational work unit, how it fits within the wider University, its strategic outcomes etc.

University Division School/Office Organisational work unit

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Position Description

Position Purpose: (brief statement outlining why the role exists)

Summarise the overall purpose of the role – including the position’s overall importance to the University. Broad overview only.

Dimensions: (these relate to the scope of the role)Number of direct reports: Titles of direct reports: Positions reporting to this positionNumber of indirect reports:

Number of positions under control of this position not reporting directly to it

Major ResponsibilitiesAccountabilities

(ways to measure success of major responsibilities)

1. Summarises the overall objectives of the position

For each major responsibility, state the way in which the position’s manager/the University will measure success – see guidelines on how these should be represented. Need to ensure that they are not worded as responsibilities but have some form of measure or tracking.

2. The major objectives of the position and what methods are used to achieve these objectives

3. Degree of importance of each major responsibility in relation to the position

4. Expected major work outcomes expected

5. Other duties as required and directed appropriate to position classification and in consultation with incumbent.

For Academic Positions Level D and above; For Professional Staff HEW 10 and above:

Leadership

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Position Description

Major ResponsibilitiesAccountabilities

(ways to measure success of major responsibilities)

1. Inspire and energise staff to work collaboratively within and beyond School/Division to ensure agreed processes are adhered to within defined service levels.

2. Proactively promote the sharing of knowledge and drive continual service improvement.

3. Lead their team with a focus on effective development and deployment of skills to maximise customer satisfaction and operational outputs.

Management

1. Proactively support team members to help shape their personal and professional development using appropriate coaching and mentoring techniques, training, participation in development opportunities aligned to their role and development plan in accordance with University policy.

2. Monitor and manage the performance of the team and proactively seek out opportunities for continuous quality improvement – including service and/or process redesign where needed.

3. Manage for excellent performance, using effective mechanisms for performance measurement and resolving issues via appropriate processes in accordance with University policy.

4. Manage relevant administrative processes including team/project budgets, procurement processes and recruitment.

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Position Description

Work Health & Safety

Requirements

For area of responsibility:

Insert WH&S statements applicable to supervisory classification from table provided in the University’s ‘Guidelines for Writing Position Descriptions’.

All staff are required to: Take reasonable care for their own health & safety Take reasonable care for the health and safety of others

including the implementation of risk control measures within their control

Comply with all reasonable instruction by the university Participate in activities and programs designed to improve

health and safety Report potential hazards and incidents in the workplace Notify their supervisor of any injuries or illness that occurs in

their workplace

Supervisory Expectations

This position holds formal supervisory responsibilities. As a supervisor, this position will undertake and be responsible and accountable for:

Ensuring all direct reports have completed all Mandatory training as specified in the staff member’s Position Description within 3 weeks of commencement at the University and refreshed every two years. (e.g. WHS Modules 1, 2, 3 and 4; EEO Online)

Probation periods being monitored and the online process is completed for each direct report and deadlines are strictly adhered to

When supervising Professional Staff, ensuring direct reports accurately complete and submit their online timesheets in a timely manner and that all timesheets are approved within three days of the end of each flexitime settlement period

Ensuring an annual leave plan is developed and implemented for all direct reports and that annual leave balances are held below 30 days at all times

Ensuring leave bookings are accurately maintained and submitted in accordance with the Delegations (Administrative) Policy and relevant Staff Agreement/s

Engaging with direct reports to develop meaningful objectives and ensuring career development plans are registered in the MyCareer Online system

Holding Performance feedback meetings on a regular basis (once per month minimum) with each direct report, and provide feedback in a constructive and timely manner

Ensuring all delegations and responsibilities are undertaken in accordance with University Policies, Staff Agreements and Delegations.

Academic PD’s Only (as well as the above points, where applicable):

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Position Description

Ensure that Academic Work Plans are discussed, agreed and implemented in accordance with the Academic Staff Agreement, the University and School’s Work Plan Policies

Discussing, agreeing and managing career development, planning and review in accordance with the Academic Staff Agreement.

University Expectations

All staff are expected to: Contribute to the efficient and effective functioning of their

team or work unit in order to meet University objectives. This includes demonstrating appropriate and professional workplace behaviours in accordance with the Code of Conduct, providing assistance to team members if required and undertaking other key responsibilities or activities as directed by one’s supervisors

Participate in the cyclical Career Planning Development Process, which includes an annual review of their performance against agreed operational and performance objectives set in MyCareer Online

Perform their responsibilities in a manner which reflects and responds to continuous improvement

Read, understand and comply with all University policies and procedures

Undertake risk management and actively support and participate in the risk management processes adopted by the University which include identifying, analysing and evaluating risk that may impact on the University

Work at and travel between other University campuses from time to time as may be required during the course of employment

Complete all mandatory training modules within the first six weeks of commencement with the University. Your supervisor will check to ensure compliance with this mandatory requirement

Demonstrate understanding of the principles of anti-discrimination, staff and student equity, work health and safety and other relevant legislation, and show the willingness and capacity to implement equal employment opportunity and work health and safety plans, policies and programs.

Key Relationships to Position(can include Committees and

organisations)

Purpose of Relationship (e.g. to provide direction or advice; to

share information; to receive direction or advice etc)

Internal: (within the University) The positions that this position is

expected to give work directions to, and what is the nature of this direction

The nature/purpose of that relationship

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Position Description

Key Relationships to Position(can include Committees and

organisations)

Purpose of Relationship (e.g. to provide direction or advice; to

share information; to receive direction or advice etc)

Positions that review/receive this position’s work output

Positions required to share information, consult, motivate, counsel, train/develop, co-ordinate, provide or seek advice, provide support services etc.

External: (outside the University)

Key stakeholders this position is expected to consult, liaise, seek advice, provide/receive input to, or negotiate services with etc

The nature/purpose of that relationship

Key Challenges of the Position: (Describe the key challenges, which may include the below)

Major issues that the position must confront in achieving the specified work output (e.g. need to prioritise, changing stakeholder demands, limited resources, need to devise new procedures or implement change)

Type and complexity of the problems that the position will typically face, and how are these best addressed

Variety of problems and level of solutions already available to the position holder (e.g. whether the position has readily available assistance from a supervisor or other staff, documented procedures/ guidelines, precedents, legislation etc)

Creative thinking required to undertake responsibilities Where the impetus for change originates in relation to the position (e.g.

legislation, technology, strategic/business plans, client expectations) Need to continually keep up-to-date with knowledge and or skills Level of supervision/autonomy the position requires

Delegations Exercised(i.e. decisions within position’s authority,

including formal delegations)

Recommendations Expected(i.e. where the position does not have

authority to make decision but is to provide input or recommendations)

Formal delegations the position possesses for example

This position holds HR delegations equivalent to Category 6: Finance delegations equivalent to

Recommendations for decisions or actions the position is expected to make for example recommend policy amendments, recommend payment of accounts/invoices that are then

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Position Description

Delegations Exercised(i.e. decisions within position’s authority,

including formal delegations)

Recommendations Expected(i.e. where the position does not have

authority to make decision but is to provide input or recommendations)

Category 6 responsibilities according to the Delegations (Administrative) Policy.

referred to the Officer with Financial delegation for approval.

Mandatory Training Requirements: (training courses that must be completed to meet the inherent requirement of the job or the University’s expectations)

WHS Online Modules: 1, 2,3 & 4 (Module 5 for Hazardous Chemicals where appropriate to position)

Equal Opportunity Modules Privacy Management Online Modules Orientation Online Modules University Orientation Day (for new hires) TRIM CMC – Critical Management Conversations (for supervisors) Flexible Work at Western Sydney University (for supervisors)

List other Mandatory Training which may include:

Recruitment and Selection TM1 Ascender eRecruit FULT – Foundations of University Learning and Teaching

Selection Criteria: (including required knowledge, skills and experience for position)

1. List the various essential requirements needed to undertake the effective performance of the position. These requirements will define the qualifications, experience, knowledge, skills and abilities to be applied when undertaking the position from an objective basis on which to assess and applicant’s suitability and performance capability

2. Selection criteria are to be defined, not only in terms of the competency itself, but also the specific level of competence required

3. Selection criteria should describe the requirements of the position itself and not the attributes of the current / recent occupant

4. Selection criteria should be limited to a maximum of 6

Organisational Chart: (required)

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Position Description

(To be obtained from OrgPlus. Position title and HEW Level required. Cut and paste diagram here)

Position description approved by:Date position description approved: / /Position description last reviewed by:Date position description last reviewed: / /

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