Internal Temporary Transfer

Approving Authority:
Vice-Chancellor's Advisory Committee
Date of Approval:
9 July 1997
Last Amended:
18 February 2016
Contact Officer:
Faculty HR Consultant

1.0 Background
The University's policy of Internal Temporary Transfer provides opportunities for staff development, allows staff to enhance existing skills, and develop new skills to support the individuals career development.
Any professional staff position may be filled in this manner as long as the period of time indicated in the policy is adhered to.
The term 'Internal Temporary Transfer' is the appropriate terminology for the short term placement of professional staff into internal positions. The term 'secondment' is not applicable to this policy.
Please note that a Fixed Term appointment has different conditions of employment and therefore care needs to be taken in deciding whether a vacancy should be filled by ITT or as a fixed term appointment.
To some extent this decision will be determined by the conditions applying to ITT specified below.
2.0 Positions Eligible to be Filled as an Internal Temporary Transfer (ITT)
Internal Temporary Transfers can be used for various reasons including replacing an employee on maternity leave or other extended periods of leave, to fill a vacant position temporarily, for special projects or short term increased workload.
3.0 Recruitment and Selection for an Internal Temporary Transfer (ITT)
An ITT vacancy may be filled by either internal advertisement or nominations. Only current employees of the University are eligible to be appointed to an ITT.
3.1 Advertised Positions
  • The position will be advertised only on the Jobs@UNSW website, and will be identified as an Internal Temporary Transfer.
  • Recruitment for an Internal Temporary Transfer will be carried out under the University's merit based selection procedures.
  • The selection panel may consist of a minimum of two members, one male and one female.
3.2 Nominations
A staff member may be nominated into a position under an ITT
4.0 Duration Period for an Internal Temporary Transfer (ITT)
A position can be filled as an Internal Temporary Transfer for a period of up to twelve (12) months.
5.0 Approvals
The ITT must have the approval of the staff member's substantive supervisor.
6.0 Entry on Duty
The entry on duty date to the position will usually be 21 days after the date of offer although this time frame may be flexible in consideration of the needs of both work units.
7.0 Extension of Period of Internal Temporary Transfer
  • An ITT can only be extended under exceptional circumstances, and shall require the approval of the Director Human Resources.
  • Prior to the request being made to the Director Human Resources the extension must have the agreement of the staff members substantive supervisor.
8.0 Right of Return
A staff member on an ITT has the right of return to their substantive position upon the cessation of their ITT.
9.0 Termination of ITT
The University reserves the right to discontinue at any time the arrangements of the ITT.  In such circumstances, the staff member would resume their substantive position on the terms and conditions of employment attached to that position.
10.0 Use of Recreation Leave While on an Internal Temporary Transfer
  • Only recreation leave accrued during the period of the ITT may be taken while on transfer.
  • If no recreation leave is taken during this period, the funds for the accrued leave will be transferred to the staff members school/ unit budget at the time of return to their substantive position.
11.0 Use of Accrued Flex-Time
  • Any outstanding flex-time hours should be taken prior to taking up the ITT appointment. If not taken the outstanding time-in-lieu will be forfeited.
  • Any outstanding flex-time hours accrued during the ITT cannot be carried back on return to the substantive position.
12.0 Increment Date
  • The increment date applicable to the staff member's substantive position will continue to apply.
  • Decision on incremental progression will be decided jointly by the substantive and current supervisors.
  • Accelerated progression can still apply if both supervisors feel it is appropriate.