Recruitment (Casual Educator Employment) Policy

1. Purpose

The purpose of this policy is to ensure the appropriate application of the casual mode of employment and the procedures for the engagement of casual educators. This policy also informs casual educators of their entitlements and their obligations to CIT.

The employment of casual educators will be in accordance with the provisions of Section 110 of the PSM Standards, the ACT Public Sector Canberra Institute of Technology (Educator’s) Enterprise Agreement 2023-2026 or its successor (the Agreement) and the provisions of this policy.

2. Scope

This policy applies to all casual educators and is relevant to supervisors/managers and delegates approving the engagement of casual staff covered by the provisions of the Agreement. This policy does not apply to casual general staff.

3. Principles

3.1 In line with the Agreement CIT is committed to promoting job security through permanent employment, thereby minimising the use of casual teaching employment.

3.2 Casual educator employment should, as with other staffing decisions, be based on the workforce planning strategies of the teaching college/division.

3.3 Under no circumstances should a person be permitted to perform the duties of a casual educator without a current Eligibility for Employment, issued and signed by CIT People and Culture and the casual educator.

3.4 Employment of casual educators is on a non-continuing basis with employment conditions set out in the Eligibility for Employment and the Agreement. There is no guarantee and should be no expectation of work beyond the period defined by the Casual Teaching Schedule (the schedule).

3.5 Casual engagement should only be considered where the work required is unpredictable, irregular or intermittent, only needed for a short period of time, or where funding is uncertain, such as filling in during staff absences, periods of peak workload, short-term projects or new initiatives.

3.6 Delegates must ensure that appropriately skilled and qualified teaching staff within the teaching college or as negotiated across teaching colleges, who do not have a teaching load applicable to the full or part time nature of their employment, are provided with the additional teaching hours prior to the engagement of a casual educator. Additional designated hours should not result in an overpayment liability for CIT.

3.7 Casual employment is intended to provide CIT with the flexibility to respond to irregular and unsystematic workloads and is only one of the employment options available to managers to meet identified needs. Where the requirement is for regular and systematic employment, other employment options (including sessional employment) must be used.

3.8 Casual employment is considered regular and systematic when the engagement is to work over 14.7 hours per week for 4 weeks or more. An exemption may be granted by the Chief Executive under exceptional circumstances but for short periods only. Exemptions will allow time for more suitable arrangements to be put into place.

3.9 The duties and working arrangements for casual teaching employment must be consistent with the hours of work, Work Health and Safety and other relevant employment conditions provided by the Agreement.

3.10 Except for unpaid parental leave and periods of compassionate leave as contained within the Agreement, periods of casual employment do not count as service for the purpose of determining an employee’s entitlement to any benefit requiring a minimum period of service.

3.11 The Head of Department is responsible for verifying that the hours and duties undertaken accurately reflect those provided on the Schedule.

3.12 Schedules that are not approved by the relevant Head of Department will be deemed incomplete and payment will not be actioned until such approval is forthcoming.

3.13 The use of casual educators should be monitored regularly to assess the current and potential continuation of the workload, skill requirements and funding. If the requirements of a position have changed, then the casual mode of employment should be reassessed.

3.14 In line with the Fair Work Act, a casual educator’s employment may be terminated by either the casual educator or by CIT without notice. Hours scheduled by a CIT department may be changed or withdrawn by the department in line with the provisions of the EA.

3.15 Any action that will alter a casual engagement should be discussed with People and Culture.

4. Documentation

• Fair Work Act 2009
• Public Sector Management Act 1994
• Public Sector Management Standards 2016
• The ACT Public Service Canberra Institute of Technology (Educator’s) Enterprise Agreement 2023–2026

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.