1. UWA Indigenous Employment Strategy 2005 - 2009

2. Indigenous Employment Strategy The UWA Indigenous Employment Strategy was launched in 2005 and has direct links to the Universitys Workforce Diversity Strategy. The UWA Indigenous Employment Strategy was launched in 2005 and has direct links to the Universitys Workforce Diversity Strategy. The main focus of the IES is to significantly improve Indigenous employment within the University, and enhance opportunities for Indigenous peoples The main focus of the IES is to significantly improve Indigenous employment within the University, and enhance opportunities for Indigenous peoples In 2006 Indigenous Employment was included in the Universitys Enterprise Bargaining Agreements (EBAs) In 2006 Indigenous Employment was included in the Universitys Enterprise Bargaining Agreements (EBAs) Social responsibility of the University to employ Indigenous job seekers Social responsibility of the University to employ Indigenous job seekers

3. STEP Agreement In September 2006 the University and the Commonwealth signed a Structured Training and Employment Programme (STEP) Agreement to employ a further fifteen Indigenous staff In September 2006 the University and the Commonwealth signed a Structured Training and Employment Programme (STEP) Agreement to employ a further fifteen Indigenous staff STEP conditions Positions can be an ongoing or a fixed term contract; fixed term contracts need to be at least 26 weeks in duration Positions can be an ongoing or a fixed term contract; fixed term contracts need to be at least 26 weeks in duration FTE can range from 0.5FTE to 1.0FTE FTE can range from 0.5FTE to 1.0FTE Support for providing meaningful employment for Indigenous job seekers. Support for providing meaningful employment for Indigenous job seekers. On the job training and cultural awareness is provided if required On the job training and cultural awareness is provided if required Mentoring and job support provided to the work area, including supervisor, manager and work colleagues as well as the successful applicant if necessary Mentoring and job support provided to the work area, including supervisor, manager and work colleagues as well as the successful applicant if necessary Assistance with employment costs Assistance with employment costs Other Information Looking at general staff positions Level 2 and up Looking at general staff positions Level 2 and up Website - http://www.equity.uwa.edu.au/page/59347 Website - http://www.equity.uwa.edu.au/page/59347http://www.equity.uwa.edu.au/page/59347

4. How can you participate Contact the Indigenous Employment Officer (IEO) explain your requirements e.g. vacancy, time frame, ongoing/contract etc Vacancy will be advertised throughout Indigenous networks Applications received will be vetted only suitable applicants are forwarded to the Faculty/School/Department etc The Faculty/School/Department to organise interviews (IEO happy to assist if required) There is no requirement for IEO to sit on the interview panel though will do so if asked

5. Other Indigenous Employment Avenues Traineeships Traineeships are a way for trainees to develop appropriate skills which enable the University to attain a skilled, competent workforce to meet its current and future needs. For further information on Traineeships go to: http://www.hr.uwa.edu.au/page/67644 http://www.hr.uwa.edu.au/page/67644 Cadetships The National Indigenous Cadetship Project (NICP) links fulltime students undertaking a diploma, an advanced diploma or their first undergrad degree with employers who can give them work placements and ongoing employment once they finish their studies. For further information go to: http://www.workplace.gov.au/workplace/Individual/IndigenousAustr alians/NationalIndigenousCadetshipProjectNICPforemployers.htm http://www.workplace.gov.au/workplace/Individual/IndigenousAustr alians/NationalIndigenousCadetshipProjectNICPforemployers.htm http://www.workplace.gov.au/workplace/Individual/IndigenousAustr alians/NationalIndigenousCadetshipProjectNICPforemployers.htm