End-of-year recruitment deadlines

From the recruitment team

We are pleased to share with you our end-of-year recruitment deadlines. You may notice that they are earlier than usual. We are delighted to share that we have support from HR leadership to set these dates so that we are not as rushed to get everything done as we usually are at this time of the year. This also recognises the tremendous work that has occurred throughout the year. There will be some flexibility for urgent requests which we will consider before progressing.

Important Recruitment dates for year-end:

• Monday 27 November - Last day to submit advertised job cards in REX
• Monday 4 December - Last day to submit non-advertised job cards in REX
• Friday 8 December - Last day for job postings
• Monday 11 December - Last day for recruitment to issue contracts

Important Notice for Excess Annual Leave

 Sent on behalf of Dr Christine De Nardo, Manager, School of Clinical Scinces at Monash Health

All staff with excess annual leave balance will have received an email from the University outlining their annual leave balance as of 1 June 2022. 

The maximum permissible limit of annual leave at 31 December 2022 has been temporarily increased from 30 to 40 days (pro rata for part-time staff).

Annual leave accrued in excess of your maximum permissible limit of 40 days will be treated as excess annual leave (EAL) by the University for 2022 assuming no change in your full-time fraction. If your annual leave balance does exceed 40 days at 31 December 2022 and you have not applied by 7 January 2023 for annual leave to eliminate your EAL by no later than 30 June 2023, you will (by operation of the Enterprise Agreement) be rostered and deemed to be on annual leave from your first expected working day on or after 7 January 2023.  You will then be liable to remain on rostered and deemed annual leave until your annual leave balance has been reduced to 40 days.

What you need to do

• Regularly check your annual leave balance via ESS to confirm whether you will have more than 40 days accrued as at 31 December 2022.
• All annual leave to be accrued or taken up to 31 December 2022 needs to be taken into account.
• Please note that any change to your current full-time time fraction will affect your maximum permissible leave balance limit and any changes up to 31 December 2022 need to be taken into consideration.
• After checking your annual leave balance:
• If your annual leave balance will be 40 days or less at 31 December 2022, no further action is required to be taken by you at this time; or
• If your annual leave balance will be more than 40 days at 31 December 2022, please speak with your supervisor and agree to a leave plan to maintain your leave balance at or below 40 days to avoid accruing EAL.
• Leave Planning:
• Submit your leave plan via ESS (or if you encounter any issues with applying through ESS then submit an Application for Leave and Special Leave (online) form).
• Your leave plan may include taking your leave only a day or a few days at a time rather than for longer periods if you prefer.
• When preparing your leave plan, you should also take into account annual leave that will accrue up to 31 December 2022.
• If you have EAL as at 31 December 2022, you must submit a leave plan by 7 January 2023 to eliminate your EAL if you are to avoid being rostered and deemed on annual leave.  The elimination of that EAL under your leave plan must be taken by 30 June 2023.

HR - Contact Details

HR contacts list has been updated.

General enquiries, including topics of pay, leave, and HR systems - REX, MyPlan, and ESS

T: +61 3 990 20400

E: hr@monash.edu

Programs - Supporting Parents and Carers

As part of the University’s ongoing commitment to diversity and inclusion, Monash HR has implemented a range of policies, programs and initiatives designed to support staff with parental and caring responsibilities.

Support for parents and carers is critical to the University's ability to attract and retain talented staff. This includes equipping managers and supervisors to effectively support staff with caring responsibilities and those who work flexibly. There are a number of tailored programs for staff before and after parental leave, new fathers as well as managers and supervisors.

Information on all programs listed below can be accessed through the University’s Gender Equity website: www.monash.edu/gender-equity/parents. 

The Working Parent Resilience Program
Date: Tuesday 1 August, 9.30am - 4.30pm

Audience: All staff who are parents or carers

Cost: $270

Manager Training for Flexible Workforces
Date: Tuesday 15 August, 9am - 1pm

Audience: Managers and supervisors of staff who work flexibly

Cost: $200

Managing Transition to Parental Leave
Date: Wednesday 18 October, 1pm - 3.30pm
Audience: Expectant mothers (academic and professional)

Cost: $220

Returning from parental leave (Academic staff)
Date: Wednesday 1 November, 9.30am - 12pm
Audience: Academic staff 

Cost: $220 (Free in 2017, subsidised by Athena SWAN)

Returning from parental leave (Professional Staff)
Date: Wednesday 18 October, 9.30am - 12pm
Audience: Professional staff 

Cost: $220

Supporting New Fathers in the Workplace 
Date: Wednesday 9 August, 9.30am - 12pm
Audience: All staff 

Cost: $220 (Free in 2017, subsidised by Athena SWAN)

If you have any questions in relation to promoting these programs, please don’t hesitate to contact Natalie Czerniawski, Senior Advisor, Policy and Staff Equity on (03) 9902 9915, or email natalie.czerniawski@monash.edu.

Please advise staff to direct their enquiries about the programs to gender-equity@monash.edu.