1. Ongoing Contingent Funded Research Contracts (CFCs) A presentation from UWA Human Resources

2. Background Better Supporting Research Staff AT UWA Recommendation 8 - see http://www.hr.uwa.edu.au/__data/page/129401/ResStaffDiscuss25Mar 08.pdf http://www.hr.uwa.edu.au/__data/page/129401/ResStaffDiscuss25Mar 08.pdf ANU model for applying CFCs Enterprise negotiations with the Unions, see clauses at Schedule H and Schedule F of both AS and GS agreements respectively http://www.hr.uwa.edu.au/hr/erms/collective_workplace_agreements

3. Provisions in staff agreements An ongoing contingent funded research contract is a contract with limited term funding provided from external sources. Ongoing contingent funded research contracts are not funded through an operating grant from government or funding comprised of payments of fees made by or on behalf of students.

4. Provisions in staff agreements A research intensive fixed term staff member may be appointed to an ongoing contingent funded research contract of employment where the staff member: 2.1 is.5 FTE or more; 2.2 has been employed continuously by UWA for a period of 3 years or more and who is to be appointed to their second or subsequent consecutive contract; and 2.3 has met the definition of ‘research active’ as it applies in their Faculty. 3. Where the staff member meets the above criteria the staff member will move onto an ongoing contingent funded research contract.

5. Provisions in staff agreements 4. Where funding is unavailable to cover their salary, they may apply to go onto the Safety Net scheme for 1 year, during which time they undertake teaching and research within their School or a cognate School. 5. Where a staff member is unsuccessful with an application to go onto the Safety net Scheme their employment will cease on completion of the current contract; 6. Where a staff member has been placed on the Safety Net scheme, at the end of the one year term they will either: 6.1 be covered by a successful grant for the costs of their salary and go onto an ongoing contingent funded research contract; or 6.2 where a grant is not achieved to cover their salary there employment will cease on completion of the current contract.

6. Provisions in staff agreements 7. The following provisions do not apply to staff on ongoing contingent funded research contract of employment: 7.1 where funding for continuation of an ongoing contingent funded research contract position ceases, the consultation provisions of Clause 43 – Consultation on Organisational Change in respect to the contingent position that staff member occupies. 7.2 clause 44 – Redundancy and Schedule E Redundancy Provisions including payments that apply to staff employed on a continuing contract of employment. 7.3 staff employed on fixed term employment or employment schemes as specified elsewhere under this agreement.

7. Provisions in staff agreements 10. Severance payments for staff on ongoing contingent funded research contracts of employment will be in accordance with the following: Period of continuous service Severance Pay More than 1 year up to and including 2 years4 weeks’ pay More than 2 years up to and including 3 years6 weeks’ pay More than 3 years up to and including 4 years7 weeks’ pay More than 4 years up to and including 9 years8 weeks’ pay More than 9 years up to and including 10 years9 weeks’ pay More than 10 years 12 weeks’ pay

8. Process from here HR Services determines those staff who are eligible under the criteria in the agreement Faculties are sent a list of staff who are eligible and must determine which staff are ‘research active’ Faculties respond to HR Services with a list of staff for variation of contract

9. Process from here HR Services issues a contract variation which includes: Change to status of employment Disclaimer on org change and redundancy Contingency on funding Join defined benefit super plan

10. Other issues Safety net HR is in the process of discussing the safety net with Research Services and how that will be managed and funded into the future Feedback Please provide feedback directly to David Rogers in Employee Relations