Direct Appointment Procedure
Direct Appointment Procedure (including appointment by invitation)
The option of appointing a person by direct appointment or invitation has been provided in support of the University’s people strategy “to attract the best people to perform their best work at UNSW”. It is recognised that in limited circumstances, a person is of such exceptional calibre, that an invitation or direct approach is warranted (e.g. a world leader in their area of research).
When can a person be directly appointed into a position?
A person can be directly appointed into a fixed term, convertible (tenure track) or continuing position where:
(a) Strategic priority funding has been approved by the Deputy Vice-Chancellor (Research) in accordance with the relevant rules and processes of those SPF schemes;
(b) The person is of exceptional calibre and has highly specialised skills or experience which align with the University’s strategic objectives (a “strategic appointment”), whether the position is funded centrally or at Faculty level;
(c) The person has received a fellowship and is appointed in accordance with the fellowship (including post-fellowship appointment); or
(d) In other legitimate circumstances with the approval of the Director, Human Resources and/or Deputy Vice-Chancellor (Academic).
Direct appointment procedure
If the appointment satisfies one of the criteria outlined above in "when can a person be direct appointed into a position?", the following procedure should be followed to appoint the person:
(a) Prepare an outline of reasons for the appointment based on the above criteria, including a position description (or summary of the position to be offered), the person’s CV and any other relevant material (e.g. the Special Priorities Funding and approval);
(b) Obtain approval and sign off from the Dean (for academic positions) or the Dean/Divisional Head (for professional positions). If the position is an academic position at level D or E, approval from the President (or a Deputy President) of the Academic Board or Deputy Vice-Chancellor must also be obtained;
(c) In most circumstances, it will be appropriate to conduct some form of discussion or interview with the candidate prior to appointment. This could be in the form of a discussion around expectations of the role and alignment of strategic focus, or an interview-style format. Ideally, one reference check for the person should also be conducted, unless the person is so well known and familiar to the University that this is not appropriate;
(d) Conduct any pre-employment checks required for the position (see the Pre-employment Checking Matrix); and
(e) Send the documents and approvals to Human Resources.
If approval by the Director, HR is required, this will be submitted for approval by the relevant HR Consultant.