Higher Duties Allowance (Temporary Performance) Policy

1. Purpose

To provide a fair and transparent process for the selection of staff to perform duties of a temporary nature at a higher level.

2. Scope

This policy is in accordance with clause C7 relevant Enterprise Agreements and applies to all CIT managers with appropriate delegations.

This policy does not deal with temporary transfer at level or below.

3. Principles

General Provisions

3.1 Permanent employees (including employees on probation) and temporary employees may be considered to fill a position attracting higher duties allowance. If a temporary employee is selected, the direction to act shall not extend past the termination date of the existing temporary contract.

3.2 Casuals are ineligible to undertake temporary performance.

3.3 If the temporary performance was expected to be less than 6 months but continues for more than 6 months, a new selection process is required in accordance with Provision 3.1.

3.4 The losing delegate must be consulted when a staff member has been selected for temporary performance from another college/branch within CIT or from another ACTPS directorate.

3.5 If there are no employees available who can perform all the duties of the position, a delegate may place an employee in the position to perform part of the duties. When a staff member is placed on partial performance, the duty statement of the position should be attached to the temporary transfer form with the duties not being performed crossed out. The duty statement should be agreed to and signed by the delegate and the staff member.

3.6 A direction to act may be revoked or varied if:

• 3.6.1 There is no longer any need for some, or all, of the duties to be performed.
• 3.6.2 The permanent occupant of the position resumes duty before the expected return date.
• 3.6.3 The performance by the temporary occupant is unsatisfactory. If the temporary performance direction is revoked because of unsatisfactory work, the staff member should be given feedback on the reasons for the decision.

Long-Term Temporary Performance

3.7 If the position is vacant for 6 months or longer, the vacancy must be advertised in the ACTPS Gazette and the successful candidate must be selected on merit.

3.8 In filling a temporary vacancy for a period of 6 months or longer, the delegate will give preference to permanent employees, provided that they are at least as suitable for the vacancy as other candidates.

3.9 A Joint Selection Committee must be used when educators are to perform duties of a temporary nature at a higher level for 6 months or longer.

3.10 Long-term temporary performance directions up to an ASO6 and equivalent can be appealed.

Short-Term Temporary Performance

3.11 Employees may be selected for short-term temporary performance (less than 6 months) based on their efficiency, availability and potential for further development.

3.12 Delegates must consider the following criteria when selecting staff members for short-term temporary performance:

• 3.12.1 Merit – selecting the most able staff member for the position.
• 3.12.2 Capacity building – providing the opportunity for professional development through higher duties performance to a range of employees over time.
• 3.12.3 Succession planning – building leadership and skills capability in a range of employees by offering opportunities for short-term temporary performance.
• 3.12.4 Availability – selecting a permanent employee who is available to fulfil the duties of the position.

3.13 Processes used for selecting employees for short-term temporary performance must be transparent and include one of the following options:

• 3.13.1 Calling for expressions of interest:
• 3.13.1 (a) From a narrow field of applicants, e.g. within the college/division and
  • 1. Selecting an applicant or applicants* to fill the position; or
  • 2. Setting up a small panel to select an applicant or applicants to fill the position.
• 3.13.1 (b) From a broader work group, e.g. CIT/ACTPS wide and
  • 1. Selecting an applicant or applicants* to fill the position; or
  • 2. Setting up a small panel to select an applicant or applicants to fill the position.
  • * More than one applicant may be selected and rotated through the position.
• 3.13.2 Undergoing advertising and merit selection utilising a selection panel.
• 3.13.3 The delegate makes a temporary performance direction based on the most suitable person available.

3.14 Managers are encouraged to discuss process options with the relevant work team.

3.15 All those who submitted an expression of interest should be informed of the outcome prior to any public announcement.

3.16 Employees may seek feedback from the delegate and/or express any concerns they have about the process used and the decisions made in a selection process for short-term temporary performance.

4. Documentation

• Public Sector Management Act 1994
• Public Sector Management Standards 2016
• ACT Public Sector Canberra Institute of Technology Enterprise Agreement 2023-2026
• ACT Public Sector Canberra Institute of Technology (Teaching Staff) Enterprise Agreement 2023-2026
• CIT Human Resources Delegations Manual (CIT Staff Intranet Only)

5. Definitions

All terminology used in this policy is consistent with definitions in the CIT Definitions of Terms.

6. Policy Contact Officer

For more information about this policy contact PeopleandCulture@cit.edu.au.

Contact CIT Student Services on (02) 6207 3188 or email infoline@cit.edu.au for further information.

7. Procedures

This policy is implemented through the associated procedures. Authority to make changes to the procedures rests with the policy owner.