Targeted positions are positions with specific selection criteria that signify that the role has an involvement in issues relating to Aboriginal and Torres Strait Islander people. Typically, these roles will involve direct interaction with Aboriginal and/or Torres Strait Islander students, staff and communities.
Generally, two selection criteria have been used when advertising these positions. The key requirements of the criteria are:
An understanding of the issues affecting Aboriginal and/or Torres Strait Islander people; and
An ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander people.
These selection criteria do not raise issues of discrimination under theRacial Discrimination Act 1975, as the employment opportunities advertised in this way remain open to all eligible applicants: they are not restricted to Aboriginal and Torres Strait Islander applicants.
Targeted positions are used to recruit or promote suitably experienced and qualified staff and utilise these two selection criteria to attract applicants with the appropriate skills, attributes and experience that enable them to work effectively and sensitively on Aboriginal and Torres Strait Islander issues and/or with Aboriginal and Torres Strait Islander people.
Advertisements should include a statement like “Aboriginal and/or Torres Strait Islander people are encouraged to apply.”
Special Measures (Identified) Positions
Special measures are positive actions to assist or protect disadvantaged racial groups. Special measures have some essential characteristics. They must:
Provide a benefit to some or all members of a group who share a common race, colour, descent, national origin or ethnic origin;
Have the sole purpose of securing the advancement of the group so they can enjoy human rights and fundamental freedoms equally with others;
Be necessary for the group to achieve that purpose; and
Stop once their purpose have been achieved and not set up separate rights permanently for different racial groups.
The Racial Discrimination Act allows for special measures to be put in place to identify particular opportunities as open only to Aboriginal and Torres Strait Islander applicants. Recruiting under Special measures should be documented as an employment strategy to increase Aboriginal and Torres Strait Islander representation in ACU, and address inequitable employment outcomes experienced by Aboriginal and Torres Strait Islander people.
Applicants under the Special Measures provision should meet three criteria, that they:
Are of Aboriginal and/or Torres Strait Islander descent;
Identify as Aboriginal and/or Torres Strait Islander; and
Are accepted as such by the community in which he or she lives
The special measures selection criteria should state that the position is open only to Aboriginal and Torres Strait Islander applicants. No other special selection criteria need to be included. Advertisements should include a statement that the “filling of the position is intended to constitute a Special Measure under section 8(1) of the Racial Discrimination Act 1975.” Further information on legislative requirements for Special Measures can be found at the Australian Human Rights Commission.
Traineeships are a way to provide study and employment opportunities under a nationally recognised qualification such as a certificate or a diploma. They can be full-time, part-time or school-based and predominately focus on business-based vocational training that run over a one to two-year period.
When considering and developing a position description for a trainee, it not only needs to fit the role and the expectations of the work unit, strong considerations are required around planning for career development for progressing the trainee to a substantive role on successful upon completion. The creation of a traineeship follows ACU’s standard recruitment process which is covered in the procedures.
Assistance that is available
* Up to $7,700 financial assistance, depending on the trainee’s circumstances * A training incentive that could be provided based on the trainee’s circumstance and the course undertaken.
Note: Depending on the Registered Training Organisation, the section may be required to pay a training levy of approximately $350 to cover administration costs related to the training.
Payment of trainees
Trainees are paid a training wage under the National Training Wage Schedule. Alternatively, the trainee may be appointed to a lower level on the HEW scale for the period of the traineeship.
The Indigenous Cadetship Support Program (ICS) is an Australian Government (Department of Education, Employment and Workplace Relations – DEEWR) initiative that links Aboriginal and Torres Strait Islander tertiary students with an employer in a cadetship arrangement that involves full-time study and negotiated work placements.
A cadet works for 12 weeks each year, generally during semester breaks or alternatively, the 12 weeks may be spread out over the year as part time work during semester. The ICS provides up to $7,050 per semester to employers to support cadets with a living allowance and study-related costs and offset employer administration costs. Other forms of assistance, including travel assistance for cadets who are studying or undertaking their work placement away from home, are also available. Cadets are paid a wage by their employer during their (12 week) work placement.
For a successful outcome for the student, and a rewarding experience for the work unit, it is highly recommended that a project plan or program of work be developed prior to the cadet to undertaking each work placement. Strong considerations are required around planning for career development for progressing the cadet to a substantive role on successful upon completion of study.