FlindersUniversity

MANDATORY INDUCTION PROGRAMS– ACADEMIC STAFF

Guidelines for academic staff and supervisors

Academic staff are required to participate in specific orientation and induction training as a condition of confirmation of employment (Enterprise Agreement 2010-2013, Clause C6.5). The following guidelines outlinetraining requirements for continuing, convertible, and fixed-term appointees, including the granting of exemptions.

1Induction programs specified under the University’s EnterpriseAgreement2010-2013 (Clause A27)

1.1Continuing and convertibleacademic staff members are, unless exempted in whole or in part by the Director, Centre for University Teaching (CUT), required to participate in and complete the following mandatory induction program conducted by CUT:

  • Flinders Foundation of University Teaching Program(FFOUT) for all new academic staff

and where relevant to their appointment, to undertake one or both of the following programs:

  • Postgraduate Research Supervision Program for all academic staff new to the supervision of higher degree research students
  • Managing Work Integrated Learning Workshop Program(WIL) for all staff new to the coordination of placements. (This includes teaching WIL topics, supervising students and liaising with workplace supervisors.)

Normally, the relevant program(s) should be completed within the first year of employment. Evidence of completion or exemption (refer 2)must be included as part of the documentation (Form D) provided by the staff member to satisfy the requirements for confirmation of employment.

Failure to either complete or be granted exemption from mandatory training program(s)will be grounds for extension of the probationary period.

1.2Academic staff on fixed-term appointmentsgreater than 12 months[1]are,unless exempted in whole or in part by the Director, CUT, required to participate in and complete the relevant mandatory induction program(s) outlined in 1.1.

Normally, the relevant program(s) should be completed within the probationary period. Where the length of the probationary period is such that this is not practicable/achievable, the staff member should contact the Director, CUT, who will determine alternative arrangements.

Staff members will be required to provide evidence of completion/participation inthe relevant program(s) for purposes of confirmation of employment at the end of the probationary period.

1.3Academic staff on fixed-term appointmentsup to and including 12months1- completion of FFOUT and other relevant mandatory program(s) within the term of appointment is a requirement of employment. Staff should contact the Director,CUT, who will determine the training required.

2Exemptions

2.1Flinders Foundation of Teaching Program (FFOUT)

It may be appropriate in special circumstances to exempt a staff member from all or part of the Flinders Foundation of University Teaching Program, in recognition of significant teaching experience or recent training.

2.1.1Criteria for exemption

Full Exemption – A staff member can be fully exempted ifs/he has completed a similar foundations in teaching program from another university and is able to provide evidence of completion.

Part Exemption – A staff member can receive part exemption if s/he submits a portfolio demonstrating teaching competence based on:

  • Several years of full responsibilities in a full academic teaching post including topic co-ordination, topic design, teaching, assessment and evaluation
  • Satisfactory peer and student reviews
  • Leadership in teaching and learning
  • Scholarly work in teaching such as publications, awards, leadership in curriculum and teaching development

An up-to-date curriculum vitae will normally form part of the portfolio.

2.1.2Process

Participation in the FFOUT program should be discussed by the staff member with her/his supervisor within the first month of appointment, as part of establishing training requirements required to fulfil probation conditions. While the onus is on the staff member to provide the case for full/part exemption, it is up to the supervisor to determine whether an exemption should be sought.

The case for full/part exemption,accompanied by confirmation from the supervisor that the exemption is supported, should be submitted to the Director, CUT, who will consider the case on the information provided and advise the staff member and supervisor in writing of the exemption, if any, to be granted. If needed, the Deputy Vice-Chancellor (Academic) will have final authority for determining exemptions.

This process should occur as early as possible so that the staff member and supervisor are clear about what training, if any, needs to be completed within the probationary period.

Towards the end of probation, as part of the formal documentation provided to satisfy the requirements for confirmation of employment, the staff member will need to include evidence of any exemption that has been granted.

2.2Other programs

Exemptions from other mandatory programs will be dealt with on a case-by-case basisand will be approved in accordance with 2.1.2.

3Academic Orientation Program

In addition to the above mandatoryinduction programs, all new academic staffare expected to attend the Academic Orientation Programalso conducted byCUT.

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[1]Not applicable for research-only appointments