Job Seekers

Information for Applicants to University Positions

The following guidelines may assist you to apply for a position at the University of Waikato.

Recruitment and Appointment Procedures

• The position description, where applicable, lists the position purpose, the major responsibilities, the essential and desired qualifications, skills, abilities and personal qualities that will be required of the appointee.
• To apply, please complete the application form and submit it with a curriculum vitae and covering letter to arrive by the specified closing date. If possible, please apply online. If not, please send to the Human Resource Management Division.

Curriculum vitae should contain relevant information about educational qualifications, employment experience, particular accomplishments, etc. Applicants for academic positions should also include details of research outcomes and publications, teaching experience (and, if possible, enclose teaching evaluation summaries), management/administrative experience, preferred teaching directions, and (if applicable) research interests and activities.

• All applications are acknowledged promptly.
• When applications close a shortlist is chosen for interview. This choice is based largely on the information which candidates present in their applications and, often, confidential reports from referees. For most appointments shortlisting is done within ten days of the closing date. However, where applicants are sought internationally, the shortlisting process may take up to a month. The HRM Division will advise you should a delay occur once applications have closed; however, please contact us if you have any questions or concerns. Applicants who are not shortlisted are usually informed that their applications were not successful as soon as the interview list has been decided.

For some academic appointments and other key positions the applications of shortlisted candidates become available for perusal by staff who have an interest in the appointment. Referees’ reports remain confidential to the Appointment Committee. Applicants invited for interview may be asked to give a seminar presentation, teaching demonstration and/or attend other meetings.

• Interviews are carried out by an appointment committee and are normally held during working hours. Interview questions will be job-related and you will have the opportunity to tell the appointment committee how your skills, qualifications and experience have prepared you for the position.
• You may bring a whanau or support group to the interview if you wish.
• The successful applicant is usually offered the position within a few days of the interview, initially by telephone and then by letter confirming the offer. Unsuccessful applicants are usually not informed until the appointment has been confirmed.
• The expected starting is normally indicated in the advertisement. A precise starting salary is not negotiated until an appointment offer is made.
• Only the Director, Human Resource Management Division has authority to commit the University on appointment matters and all such commitments are confirmed in writing. The University reserves the right to make appointments by invitation. Offers are made subject to the successful applicant having the right to work in New Zealand or gaining it within a reasonable time.

Other Information

Additional information is available on the University's web site at:http://www.waikato.ac.nz and on our vacancy pages (http://jobs.waikato.ac.nz/) which include links to other New Zealand sites of interest, including government agencies. If possible, applications should be made on-line with your CV and covering letter attached (files should preferably be in Microsoft Word, Rich Text or PDF format - other formats, such as MS Publisher and MS Works, may not reproduce in the way you intended).

Whanau or other support at interview

• Applicants may opt to bring family members or friends to the interview. Please inform the HRM Division about the number of people that will be coming.
• Whanau members or support people will be welcomed (with a mihi and/or karakia for a whanau interview as appropriate) and will have the opportunity to respond.

The interview will be as follows:

• Whanau members or support people will be invited to speak about the applicant, outlining the person's qualities and suitability for the position.
• The appointment committee will interview the applicant, finishing with an opportunity for the applicant to ask questions.
• Whanau members or support people will be invited to ask questions of the appointment committee.
• The Chairperson of the committee will indicate when the interview is complete.
• The whanau members or support people will be thanked for attending, and will have the opportunity to respond.
• Applicants and whanau members or support people may speak in either English or Māori.

Equal Opportunity

Equal employment opportunity is University policy. The University is committed to taking positive steps to achieve demonstrable progress towards equal opportunity for all and welcomes applicants from all sections of the community who have the necessary attributes to do the job. The Human Rights Act 1993 prohibits employment discrimination on the grounds of: sex; marital status; religious belief, ethical belief; colour; race; ethnic or national origins; disability; age; political opinion; employment status; family status; sexual orientation.

The University reserves the right to take immigration criteria into account when considering applicants.

Immigration Approval

In line with New Zealand immigration regulations, it is the responsibility of the appointee (if s/he does not have New Zealand or Australian citizenship or New Zealand permanent residence) to obtain the appropriate New Zealand Immigration Service approval to work in this country. In the case of continuing appointments or appointments for more than three years, permanent residency will be required. For fixed term appointments of three years or less a work permit or work visa leading to a work permit will be required.

Further information on New Zealand immigration policy is available on the web at: http://www.immigration.govt.nz

Staff Training and Development

Induction

This is a three-stage process commencing with a sign on session, usually on the first day of work. It includes information on the salary payment system, leave, staff unions, and some aspects of University policy. New staff also attend an introductory session during their first month which provides information about the University's Strategic Plan and other relevant topics and policies. During their first year, new staff attend an orientation programme which provides a range of short activities. This enables staff to gain a better understanding of the aims and purposes of the University, the part they play in the organisation, and the work of various departments, as well as providing an opportunity to meet other staff and see various parts of the campus.

Ongoing Support

The University is committed to the continued development of its staff, throughout their careers, according to organisational goals, individual needs and the resources available. An annual programme of staff development activities is available and includes supervisor training, health and safety issues, personal development, teaching development and information technology skills.

The University also currently provides a popular staff fees concession scheme for regular full-time or part-time staff to support part-time study in University papers. Approval to attend classes is subject to operational needs. Further details are available from the HRM Division.

• Copies of relevant employment agreements and policy documents such as the Staff Code of Conduct and Code of Ethics for Academic Staff can be viewed at http://www.waikato.ac.nz/hrm/internal/policy/conduct.html, and http://www.waikato.ac.nz/hrm/internal/policy/codethic1.html.
• Part-time staff have proportionately the same entitlements as full-time staff, calculated on the basis of the number of hours they work.
• Many staff receive paid sick leave on an 'as and when required' basis; the remainder have generous entitlements in excess of legal requirements.
• Staff receive a minimum four weeks annual leave per year, 11 statutory holidays and up to four special University holidays.
• Eligible academic staff may apply for generous study leave provisions (eight weeks of paid leave for each year of service plus travel and other allowances).
• Subject to meeting certain conditions, staff taking parental leave are eligible for at least six weeks paid leave (in addition to the statutory paid leave provided by government); or to receive a gratuity on their return to work.
• Subject to the requirements of a particular position, the University is willing to consider flexible working arrangements on a case by case basis, proposals may include hours worked, period of year worked, partial or occasional working from home.
• Staff may join the New Zealand Universities Superannuation Scheme, with employer contributions, immediately upon commencement.
• Discounted medical insurance schemes are available to University staff.
• Free counselling is available for staff experiencing personal problems through an off-campus confidential Employee Assistance Programme.
• Privately run crèche and kohanga reo facilities are situated on campus.
• The University provides a smoke-free study and work environment.

Interview Expenses

When a vacancy has been advertised in the press media outside the relevant campus region and in the region in which the candidate normally lives, the University will meet approved travel and accommodation costs for applicants attending an interview (but not for whanau or other support people). Reimbursement of mileage, where applicable, will be at 60 cents per kilometre or the nominal rental car rate or the equivalent air fare, whichever is the lowest.

Travel and Removal Expenses

Travel and removal assistance will be offered to an appointee and for agreed members of an immediate family 1 (see definition below) when:

• the position is a continuing University funded position; and
• the new appointee is normally resident outside the area in which the relevant campus is located; and
• the position was advertised in the press media beyond the immediate area of the relevant campus and in the region in which the applicant normally lives.

In other circumstances the level of assistance, if any, is discretionary.

Travel:

The University will normally arrange payment to a preferred travel agent for the direct economy class air fare for an eligible appointee and agreed members of an immediate family and for surface travel at each end of the journey wherever possible. If the mileage allowance for car travel exceeds an air fare then the air fare equivalent will be paid instead. Reimbursement of mileage is specified under 'Interview Expenses' above.

Freight of Goods

The University currently has a service level agreement with Crown Worldwide Movers who will initiate contact with the appointee and broker two or three quotes for the cost of removal. Acceptance of a quotation is at the discretion of the University.

Freight of goods expenses for eligible appointees are discussed on a case by case basis and agreed in writing as part of the terms of appointment. The University will not take responsibility for relocation costs incurred by employees in excess of the amounts agreed in writing. The University does not pay insurance, storage, customs import duty or other charges unless by special agreement in writing.

Settling in Expenses Including Immigration

The appointee is eligible for a contribution towards the costs of interim accommodation. This contribution comprises half any motel accommodation costs (excluding meals) to a maximum of three weeks or such broadly equivalent assistance as the line manager may approve. The University will make a limited contribution to immigration and related medical expenses for appointees who need to obtain the right to permanent residence in New Zealand. Appointees will be reimbursed to a maximum of NZ$1,500. It is recognised that this does not cover the full costs in many cases.

Reimbursement

Evidence of payment is needed to support any requests for reimbursement. Originals of receipts are normally expected.

Resignation:     An appointee who resigns within two years of starting work at the University will be required to refund the full amount of travel, removal and settling-in expenses. An appointee who resigns during the third year will be required to refund one third of the expenses.

1 The University recognises the family relationship of:

• spouses who are legally married;
• other couples in a long term family partnership for which independent evidence is available, if required, such as previous tax or social security status;
• children of either spouse or either partner who are 18 or under at the time of travel to the University or are wholly dependent on the appointee.

Human Resource Management Division
June 2007