arg staff bulletin no. 8 – october 2016mams.rmit.edu.au/nylpilf0jjnn1.pdf · arg staff bulletin...

ARG Staff Bulletin no. 9 - October 2016.docx of 14

Academic Registrar’s Group

ARG Staff Bulletin ARG Staff Bulletin no. 8 – October 2016 CONTENTS 1. Maddy’s update

2. ARG news

3. Key achievements

4. Important dates for October 2016

5. Staffing update and job opportunities

6. Professional development opportunities

7. Grapevine

8. Suggestions/feedback

========================================== 1. Maddy’s update Dear colleagues I’m just back today from a wonderful holiday so I don’t have much to write about other than my experiences tramping through the Dordogne Valley. It was a wonderful trip where I walked 140km in seven-and-a-half days, on my own, through a variety of landscapes. My hiking took me through walnut groves, into goose farming areas, over limestone cliffs, through mysterious fog bound forests, past glorious châteaux, and into prehistoric cave dwellings. On one night I stayed in a stone farmhouse and the next night in an 18th century château. I spoke to no one in English for ten days. Altogether it was quite blissful, and I barely ever thought about work. Education portfolio ‘Project New’ A new analysis of activities of the Education portfolio has been announced – part of a University wide review of professional services. This aims to align functions across the University ‘to improve student experience, simplify processes and enable functional capability’. An example of the kinds of solutions they will be looking at might be to evaluate if there would be any benefit in bringing together domestic admissions with international admissions and school/college based selection work. The review will be done in five phases, and the ARG is the first area to be looked at. We will use it as an opportunity to draw attention to functions where there is great potential to improve services to students and schools through improved systems, such as the various processes associated with assessment management. Mark Leo, who heads up the Business Process Improvement team, will be speaking about the project at the ARG Staff Conference on Friday 21 October. This will be your opportunity to ask questions about how the review will be run and how the findings will be made available and then used. The draft proposal for the project (not yet endorsed by VCE) suggests the following areas of focus for the analysis: Services: service offering and delivery, ARG’s role, delivery performance, process

standardisation, simplification, improvement and automation Customers: customer cohorts and responsiveness Partners: partnerships and commercial arrangements

Editor: Enza Gandolfo ARG Communications Email: [email protected]

mailto:[email protected]


Organisation: ways of working, operating model enhancement, spans of control and layers of management, capability assessment and workforce optimisation, functional and activity alignment across RMIT University

Technology: technology architecture, platform and application optimisation Strategy: link to RMIT strategy and global thinking Current initiatives: impact of existing and planned initiatives New ideas: staff and leader ideas. I understand that staff across the ARG will be involved in the process to capture issues and develop proposals for improvement. There is an optimistic timeline set, to have the analysis completed by the end of November. ARG Staff Conference – Friday 21 October You will have received your invitation to attend this year’s ARG conference, which will be held at the Brunswick campus this year. The working group has put together an interesting program that will be circulated very soon. Unfortunately Belinda Tynan has just advised that she is no longer able to attend. This is a great pity, however, the team has taken this opportunity to include a presentation and discussion about ‘Project New’, using the time Belinda would have used. We are hoping that the Spring weather will be just perfect for us all to spend some time getting to know the beautiful little Brunswick campus. We are planning a barbeque for lunch to help us enjoy the location. New Chief Operation Officer and VP Resources – Dionne Higgins I met yesterday with Dionne Higgins, who has just started as RMIT’s new COO replacing Steve Somogyi. She seems like a very sensible person with lots of experience to bring into the University. I hope that we may be able to organise another leadership lunch in the coming months so that we may learn more of her story.

Beynac – medieval fortress town on the Dordogne Regards Maddy


2. ARG news Town Hall slides Below is a copy of the overheads used at the DVCE Town Hall presentation to Education portfolio staff on Monday 26 and Tuesday 27 September.

To all those who attended, thank you for your interest and questions. To those who could not attend, please have a look at the attached, talk to your teammates who attended, and send in any questions you have. I'll be following this up with a summary of the feedback and questions we received at the session.

Belinda Tynan, Education portfolio How to book a room To book an RMIT teaching space for non-teaching activities, please use the Web Room Booking System. You can book venues up to 80 days in advance. For room bookings outside that period, please submit a request through ServiceNow (login required). To book the executive meeting rooms in Buildings 1 and 20, submit a request through ServiceNow (login required). To book events space such as Storey Hall, Green Brain, Kaleide Theatre, BBQ areas or outdoor areas, submit your request to the Events and Venues Office at [email protected]. Student spaces can be booked by students using Bookit (login required). Study spaces lists other venues. To book general meeting rooms across the entire campus, use your Google Calendar to find suitable locations. If you don't have access to book the Pickle, Piccola or Pixel rooms on Building 88, Level 9, please email [email protected]. A handy tool to view the details of the room you have booked can be accessed via Property Central as follows:

1. Click on Map Enquiry. 2. Log in. 3. Double click on the building, level and room you have booked. 4. Open the room tab on the right panel.

For most rooms you can view the seating set up, AV and features in the room and pictures.

Mark Welch, Property Services and Emma Turner, Student Administration Graduation ceremony – marshals needed Have fun helping RMIT students celebrate their big night by helping out at the Melbourne Graduation Ceremony. Staff who register as marshals will be paid $130 and receive an RMIT marshal T-shirt, waist bag and a gift. A buffet dinner is supplied and marshals can attend the marshal after-party with food, drinks and a prize draw.

Town Hall slides

http://rmit.us13.list-manage1.com/track/click?u=708c935fd06ab9cc9be630628&id=440d793fef&e=1f98925599

http://rmit.us13.list-manage1.com/track/click?u=708c935fd06ab9cc9be630628&id=440d793fef&e=1f98925599

http://rmit.us13.list-manage.com/track/click?u=708c935fd06ab9cc9be630628&id=624486fea9&e=1f98925599

http://rmit.us13.list-manage.com/track/click?u=708c935fd06ab9cc9be630628&id=f174b4d62a&e=1f98925599

mailto:[email protected]?subject=Events%20Space%20Booking

http://rmit.us13.list-manage2.com/track/click?u=708c935fd06ab9cc9be630628&id=008bccfe41&e=1f98925599

http://rmit.us13.list-manage2.com/track/click?u=708c935fd06ab9cc9be630628&id=64373d747d&e=1f98925599

http://rmit.us13.list-manage1.com/track/click?u=708c935fd06ab9cc9be630628&id=e6f727b581&e=1f98925599


https://propertycentral.rmit.edu.au/customDefault/home/

https://propertycentral.rmit.edu.au/customDefault/home/


Staff will need to attend registration and training at Docklands Stadium at 1.30pm on the day of the ceremony. Note: Agency staff and non–RMIT contractors cannot register as graduation marshals. For details and marshal registration go to Marshal registration - staff information.

Maria Christensen, Exams, Awards and Graduations DLU registered students now to sit at Melbourne Showgrounds Exams, Awards and Graduations and the Disability Liaison Unit (DLU) have recently formalised an agreement to relocate the equitable assessment arrangement (EAA) end of semester exams to the Melbourne Showgrounds. The major benefit is the provision of exams at one site for all students and providing a more integrated experience for students registered with the DLU. The ongoing space and noise concern at the City campus due to the NAS project and the commencement of the Melbourne Metro Rail project has resulted in the move to the Melbourne Showgrounds for Semester 2 2016. A post-exam review between the DLU and the Exams team will cement future best practice for students within this cohort to sit at the showgrounds on an ongoing basis. Students have been notified of this change via their student email accounts. There will be further updates sent to students via email and announcements as well as additional face-to-face communication via the DLU.

Lindsay Kee, Exams, Awards and Graduations RMIT 2016-2020 Gender Equality Action Plan The RMIT 2016-2020 Gender Equality Action Plan has been developed to provide a framework for identifying and addressing the remaining barriers to women’s inclusion and progression at the University. The Action Plan identifies three broad areas for focused attention that will enable strategic, sustainable and meaningful change at RMIT: leadership and governance employment conditions women’s career advancement. Please refer to the attached plan for more information.

Enza Gandolfo, ARG Communications RMIT launches Enrolment Online for partner institutes outside Australia Last month RMIT launched a pilot of Enrolment Online at our partner institute, Kaplan, in Singapore. This was a very successful pilot where students were able to experience the benefits of recent system enhancements and new enrolment support guides for students and staff. For the first time students were presented with contextualised statistical data questions rather than the Melbourne-centric ones of the past. Utilising the new Enrolment Online Group functionality – classes were pre-selected for the School of Engineering – students only had to review them before clicking submit. The use of this functionality meant there was a clear and positive student enrolment experience and a significant reduction in the time and work required by the school and the ARG in verifying students are correctly enrolled.

Gender Equality Action Plan

http://www1.rmit.edu.au/academic-registrar/graduation/marshal


A Kaplan Google site was created to house all information, publications and links related to students enrolling at a partner institute. This was very successful as all documentation was in one easy to find location. In addition to providing enrolment support to Kaplan students, we also spent time providing training to Kaplan staff on the new partner support portal in SAMS and reporting tools. The use of new enrolment functionality, combined with improvements to enrolment guides, led to a smooth, hassle free and fast enrolment experience for students. Enrolment Online will be progressively rolled out to other partners in 2017. Congratulations to everyone involved for a fantastic effort and enhancing the student experience!

Josh Dunne with Joshua, RMIT’s first partner student to enrol online

Gerard Kerlin, Enrolment and Student Records Point Cook visit Kai Jensen, Rowan Simpson and Simon Williams visited the RMIT Flight School at Point Cook on Friday 2 September. The purpose of the visit was to deliver a short version of the Welcome to Student Administration workshop for teaching and professional staff of the Associate Degree in Aviation (Pilot) program. Our host was Michael Heffey, the program manager. The workshop went well and evidently held the interest of Michael and his team. Discussion focused on the tension in the program over students’ need to complete flying hours, meet medical requirements and to pass challenging theory exams for the highest level of pilot accreditation in the program, the Commercial Pilot Licence. One of the items in the list of resulting actions is that we’ll work with the team to improve their statements in the program guide and marketing program summary about the program’s professional and inherent requirements. The program has about 100 students, only 15 of these international students, and only 20 of them women – both proportions down from past years. Students pay $150,000 in fees for the two year degree. This means that domestic students run out of FEE-HELP during the second year, and many don’t complete the program because by then they have sufficient licences to work as charter pilots, build up their flying hours and sit the remaining CASA exams independently. We also learned that the Point Cook RAAF base, where the flying school is located, is the oldest operational airfield in the world, having celebrated its 100th anniversary last year. We had to show identity documentation and be signed in at the base gatehouse, and leave our taxi behind there – a member of the flying school drove over to pick us up.


As we were leaving, Michael photographed the three of us beside the tail-fin of one of the fleet of 17 RMIT branded aircraft.

Kai Jensen, Academic Policy and Governance And the winner is … After the latest fridge clean-out on Level 9 of Building 88, the winner of the most revolting forgotten item goes to … ? Luckily for them there was no label on this container! This is a good reminder that you should regularly check the fridge for items you may have forgotten. Although the ARG fridges are cleaned periodically, and staff are rostered for kitchen duty, we all need to do our bit to make sure the fridges stay hygienic and safe. Emma Turner, Student Administration Campus Safety and Security now in Building 5 Campus Safety and Security reception (where you can get ID cards, keys and contractor access) has now moved to Building 5, Level 1 – entry via Chemistry Lane. It is also home to the new lost and found hub. If you’ve lost an item, please contact Campus Safety and Security on x53895 or visit us in our new location. From Monday 10 October, if you find what looks like a lost item, please contact us on x53895 and we will collect it. Alternatively, please bring the item to Security reception in Building 5, Level 1.

Russell Lightfoot, Campus Safety and Security


Ride2Work on Wednesday 12 October Bicycle Network’s National Ride2Work Day is a great time for you to give riding to RMIT a go. Staff and students can take part in Australia’s biggest bike riding event by rolling up to one of our three Melbourne campuses between 8am and 10am on Wednesday 12 October and being rewarded with: free breakfast and coffee free bicycle spot-checks (Bundoora and City campus only) giveaways. Jumping on a bicycle is not only affordable but it’s also a hassle and carbon free mode of transport. By giving riding a go, you might find it’s a fun way to start the day while keeping healthy and connected to your community. To make your ride count, remember to register your ride with Bicycle Network. By registering, your ride is making a difference. The more who ride, the more others are encouraged to give it a go. More information.

Linda Stevenson, Property Services 3. Key achievements 3.1 Unit achievements Congratulations to staff in Enrolment and Student Records, Business Systems and

Processes, Course and Program Administration and ARG Communications for their part in the successful launch of the Enrolment Online pilot for partner institutes outside Australia. See the ARG News section for details.

3.2 Staff achievements No submissions this month. 4. Important dates for October 2016

Date Event/key deadline/other Source

Tuesday 11 October HE – Automatic conversion of Semester 1 2016 expired RNF (result not finalised) to NN (fail) grade

Academic Calendar

Tuesday 11 October AD – Automatic conversion of Semester 1 2016 expired RNF (result not finalised) to NN (fail) grade

Academic Calendar

Monday 17 October Personalised exam timetables for Semester 2 available via myRMIT

Academic Calendar

Monday 17 October to Friday 21 October

HE – SWOT vac week Academic Calendar

Sunday 23 October Last day for students to apply to graduate and confirm their attendance at the Melbourne Graduation Ceremony

Academic Calendar

Monday 24 October to Friday 11 November

HE – Semester 2 assessment/exam period (Standard semester-based VE programs and classes only.)

Academic Calendar

http://rmit.us13.list-manage1.com/track/click?u=708c935fd06ab9cc9be630628&id=581500544e&e=1f98925599

http://www1.rmit.edu.au/students/cycling


Monday 31 October VE – September census date for classes starting in September 2016 and ending on or before 31 December 2016. (Standard semester-based VE programs and classes only.) The census date is the deadline by which students must take certain actions such as drop a class or cancel enrolment without financial penalty and finalise HELP and fee payment arrangements.

Academic Calendar


VE – Semester 2 assessment/exam period (Standard semester-based VE programs and classes only.)

Academic Calendar


AD – Semester 2 assessment/exam period (Standard semester-based VE programs and classes only.)

Academic Calendar

Tuesday 1 November Melbourne Cup Day public holiday Academic Calendar

Wednesday 2 November Enrolment Online opens for 2017 enrolments

Academic Calendar

See the Academic Calendar (login required) or the important dates in the RMIT Student Diary. 5. Staffing update and job opportunities 5.1 Staffing changes Admissions Departure: Matthew Nye left the Admissions team on Wednesday 14 September to take

up a continuing role in the School of Graduate Research. We wish Matt all the best in his new position.

Secondment: Shae Remilton has commenced a 12 month secondment in the College of Design and Social Context as Senior Coordinator, Admissions and Pathways. We look forward to working closely with Shae in her new role.

Course and Program Administration Secondment: Grenville Netto joins CPA on Monday 31 October in a secondment to the

Advisor, Course and Program Administration role (until November 2017). Gren has a wealth of experience at RMIT and we have every confidence he’ll do great work in the CPA team while he’s with us.

Enrolment and Student Records Departure: Joshua Monte has resigned from RMIT effective Friday 7 October 2016. As

part of the restructure of Data Management Services Josh begun working within the Vocational Education Records team early last year and has made a valued contribution to ESR. We wish Josh all the best in his future endeavours.

Return: Jay Williamson returns from his extended leave on Monday 17 October. Thanks to Gina Lambropoulos and Meta Mihailidis who are alternating as Acting Senior Coordinator, Enrolment Services in his absence. Joshua Dunne returns from leave on Monday 10 October. Thanks to Andrea Jirovcova who is Acting Senior Coordinator, Global Enrolment Services in his absence.

Secondment: Jeanette Roxburgh’s secondment to Student Financial Systems has been extended until Friday 27 January 2017. Thank you to Gavin Godlieb for agreeing to step up again and back-fill Jeanette as Senior Advisor, Student Records for the duration of this secondment.

http://www.rmit.edu.au/academic-registrar/academic_calendars


5.2 Job opportunities The following opportunity has arisen in Business Systems and Processes: Systems Officer HEW 6 Full-time, fixed-term until November 2017. This role is critical to the effective operation of the ARG and will: ensure the smooth delivery of service in relation to a number of key academic calendar

activities provide critical data from the University's primary student system and associated

systems as required by the ARG's different operational units including Admissions, Enrolment and Student Records; and Exams, Awards and Graduations

support and configure student administration systems and contribute to process improvement

participate in system projects, offering specialised advice regarding student administration processes and procedures; document operational manuals and undertake User Acceptance Testing.

You can view the full position description and apply via Your career at RMIT. For further information please contact Simon Bishop, Coordinator, Systems Administration on x58926 or via email at [email protected]. Applications close on Wednesday 12 October 2016. The following position is currently being advertised in the Admissions team: Advisor, VTAC Admissions HEW 6 Full-time, fixed term to September 2017. Please contact Liz Moon, Senior Manager, Admissions, directly if you wish to informally discuss this position. Applications close on Tuesday 11 October 2016. Please see Your career at RMIT for information on future ARG job opportunities. 6. Professional development opportunities 6.1 Professional development through RMIT developME The team at developME has created a range of learning and development programs, workshops and resources designed specifically to support the professional development needs of RMIT staff. More information is available at developME (login required). ATEM The Association for Tertiary Education Management (ATEM) offers courses and professional development opportunities for the education sector. For more information, go to Professional Development.

http://yourcareer.rmit.edu.au/caw/en/job/554702/systems-officer


http://yourcareer.rmit.edu.au/caw/en/job/554745/advisor-vtac-admissions

http://yourcareer.rmit.edu.au/

http://www1.rmit.edu.au/staff/professionaldevelopment

http://www.rmit.edu.au/staff/professionaldevelopment

http://www.atem.org.au/professional-development/c/all-programs

http://www.atem.org.au/professional-development/c/all-programs


6.2 Staff feedback on professional development undertaken Be Ready Inside Out residential workshop I was one of 18 executive staff who took part in the first Inside Out residential workshop, which was held at the Yarra Lodge in Chirnside Park, on 14-16 September. These workshops are a major component of the first phase of the University’s Be Ready program. Be Ready aims soon to transform the leadership practice of everyone at RMIT University who supervises other staff – so that we can all work together effectively and innovatively to achieve the ambitious objectives of the strategic plan. I went into the workshop hoping for a transformative experience, but fearing that it would be just another course and that when I came back to the office nothing would have changed. To my relief and delight, I found the 2½ day workshop highly engaging and challenging. I was delighted by the willingness of the other participants to share their challenges and vulnerabilities, and to support one another in our quest to become better leaders. The workshop offered us a leadership framework called the 5 Be’s: Be present, Be curious, Be authentic, Be gutsy and Be accountable. Across the workshop we were asked to assess our leadership practice against these values and identify improvement objectives (I came up with a long list!). We were also introduced to a number of tools and models for facilitating change, working with complex problems, and identifying our own unconscious resistances to change that we know will be beneficial to us. The workshop was well facilitated by two HR leadership team staff and two experienced external consultants. They worked us hard (8.30am–5.30pm). Whenever our energy flagged they would get us on our feet to do little ‘left brain, right brain’ challenges that would inevitably crack us up. Try facing another person while you both try quickly to alternate holding your nose with your right hand and your right ear with your left hand then your nose with your left hand and your left ear with your right hand. At the end of the day we would all have an hour’s down-time followed by drinks and dinner, and some ferocious games of pool. Michelle Rennie of ITS turned out to be a pool-table demon. During our two dinners the facilitators got us first, to contribute to a wall timeline of key events at RMIT over the time we’d worked there, and second, to predict the next 10 years of achievements as we work together to make RMIT the world leading University it has the potential to be. On the last day we formed ‘buddy’ pairs so we could support one another in working steadily towards our leadership improvement objectives. Each buddy pair was asked to form a ‘learning circle’ with two other pairs, for the same purpose. And we were invited to join the Be Ready online community. So we were provided with a number of supports to help us make the improvements we had mapped out for ourselves during the workshop. I was moved by this experience and the sense of connection with other participants it gave me. The workshop leaves me hopeful that we really will transform RMIT and determined to commit myself fully to helping achieve this.

Kai Jensen, Academic Policy and Governance 7. Grapevine 7.1 Social update Trivia quiz 1. What was the island of Taiwan previously called? 2. How many degrees in a right angle? 3. What type of champagne bottle holds three litres of fluid? 4. What sport does Melbourne Victory play? 5. A concerto is usually composed of how many parts or movements?


6. Which character did Jack Nicholson play in the 1975 classic film One Flew Over The Cuckoo’s Nest?

7. In British peerage, what ranks about Baron? 8. What valued note replaced the 10 shilling note when decimal currency was introduced to

Australia? 9. In which Australian state or territory is Tennant Creek? 10. Which shoe company used the marketing line ‘They’re great mate, woof!’? 11. Bernard William Jewry was the real name of which 1970s and 80s pop star? 12. What was Alice Springs called before is current name was gazetted in 1933? 13. Diana Prince is the secret identity of which superhero? 14. How many months of the year have 31 days? 15. Continental landmasses are entirely surrounded by what? Read on for the answers. (Source: The Herald Sun)

Enza Gandolfo, ARG Communications Kerry Smith’s 30 year anniversary On Thursday 8 September, Kerry Smith celebrated 30 years of working at RMIT. Here she shares the story of her 30 year journey from Phillip Institute of Technology to RMIT Connect.

My mum started working in the Accounts Department of Preston Institute of Technology (later Philip Institute of Technology) in 1972 and I used to come to Bundoora with her during school holidays. Back then, the Ross Building (Building 202) was the only building on the campus. I remember that when the Engineering Tower (Building 201) was built you could see it for miles as there was not much else around. I started in 1986 at the Coburg campus of Philip Institute of Technology and had sole control of the accounts receivables. I also looked after the three chiropractic clinics in Bulleen, Abbotsford and Summerhill. I used to visit them on occasion to sort out their books. I can thank my mum for telling me that there was a vacancy (she still worked in the Accounts Department). My interview was more like a social occasion. Those were the days of being young and going out after work on a Friday – usually starting at lunch time. During the rest of the week, lunch was

usually spent at the local or at one of the restaurants in the Coburg area. They could have made a soapie of the goings-on at Phillip Institute but we did manage to do some work. I can’t remember that much but our petty cash float was $150 and the most you could claim was $10. I had a typewriter and an ashtray on my desk, both of which were used throughout the day. It was the death of morning and afternoon tea breaks when smoking was banned in the buildings as most of us smoked. The Accounts Department moved to Bundoora, which was still Phillip Institute in 1991. I was away having child number two at the time. She is now married. Phillip amalgamated with RMIT in 1992 and I was lucky to stay at the Bundoora campus. I was the Campus Cashier with one of my (still) closest friends Vilia, who now works in the mailroom.

http://www.heraldsun.com.au/


I have seen many changes and my job has changed from Accounts with short stints helping out on the switchboard in the 1980s, to Cashier, with a real cash register containing cash in the 1990s. The Hub opened in 2003 and my job was still Bundoora Campus Revenue Officer. I am actually one of the three originals who were there at the opening of the Hub and are still here today. There’s Amelia Boyes, Renate Kendall and me. We’re now spread across the three Melbourne campuses!

Kerry Smith and Philip Donkin, RMIT Connect Family Matters As some of you know, I've been busy most nights producing and presenting a radio show on Joy 94.9 called Family Matters. It's a lighthearted parenting and family show about the LGBTQI community. Our gay dads special (listen to the podcast) is, by far, one of the funniest and most informative shows we have produced so far (we are just over a month old). It covers stuff like what to do with the excess stuff childcare sends home with your kids, book week at school and coming up with last minute costumes. Maybe I enjoy it so much because I'm not on air for this one. Check out more of our Family Matters podcasts.

Gina Lambropoulos, Enrolment and Student Records 2016 Melbourne Coastrek This year I am participating in the 2016 Melbourne Coastrek. On Friday 18 November, I will be walking 30km, in a team of four, down the coastline of the Mornington Peninsula, starting at Portsea. My team is called Happy Feet and we'll be taking on this challenge to raise funds for the Fred Hollows Foundation to help restore sight to the needlessly blind. Why? Because right now, four out of five people who are blind don't need to be. This means millions of men, women and children across the world cannot see but they could have their sight restored. And what's even more incredible is that an operation to restore someone's sight in the developing world costs as little as $25 – that's less than we spend on a night out! But the sad fact is that so many of these people and their families live in the poorest communities in the world and simply can't afford it. So I'm taking on this challenge to help these people get the treatment they so desperately need ... but I need your help. Please sponsor my trek and support my efforts to give the gift of sight and change lives by making a donation through my fundraising page. The deadline for donations is Sunday 27 November. Any amount you give would be fantastic and all donations are tax deductible (you'll receive a receipt once you complete your donation). Thanks so much for your support. Wish me luck!

Vanessa Blazevic, formerly of RMIT Connect

https://joy.org.au/

http://joy.org.au/familymatters/2016/09/05/interview-rodney-gay-dads-australia

http://joy.org.au/familymatters/2016/09/05/interview-rodney-gay-dads-australia

https://melbourne.coastrek.com.au/

http://melbourne.coastrek.com.au/fundraiser/vanessablazevic


SpectoberTM reminder Do you have old, unused pairs of glasses lying around the house? It sometimes takes more than carrots to improve your eyesight. Thanks to those who have already brought in specs for donation to the Fred Hollows Foundation and the Lions Eye Health Program. There’s still time to bring in your

pre-loved prescription glasses. As mentioned in the last edition, just bring them along to Building 88 and drop them off at the ARG reception desk on Level 8. They will then magically find their way to a second life in Australia or overseas, where not everyone has the resources to have the eyesight of an owl.

Murray Alessandrini, Office of the Academic Registrar Trivia quiz – answers 1. What was the island of Taiwan previously called? Formosa 2. How many degrees in a right angle? 90 degrees 3. What type of champagne bottle holds three litres of fluid? Jeroboam 4. What sport does Melbourne Victory play? Soccer 5. A concerto is usually composed of how many parts or movements? Three 6. Which character did Jack Nicholson play in the 1975 classic film One Flew Over The

Cuckoo’s Nest? R.P. (Randle Patrick) McMurphy 7. In British peerage, what ranks about Baron? Viscount 8. What valued note replaced the 10 shilling note when decimal currency was introduced to

Australia? $1 9. In which Australian state or territory is Tennant Creek? Northern Territory 10. Which shoe company used the marketing line ‘They’re great mate, woof!’? Grosby 11. Bernard William Jewry was the real name of which 1970s and 80s pop star? Alvin

Stardust 12. What was Alice Springs called before is current name was gazetted in 1933? Stuart 13. Diana Prince is the secret identity of which superhero? Wonder Woman 14. How many months of the year have 31 days? Seven 15. Continental landmasses are entirely surrounded by what? Water How did you go?

Enza Gandolfo, ARG Communications 7.2 Staff recipe Apricot chicken with chickpeas and sweet potato

This classic dish has been given a nutritious makeover for a guilt free dinner.


Serves: 4 Preparation time: 15 minutes Cooking time: 35 minutes Ingredients 2 teaspoons olive oil 500g chicken breast fillets, cut into 2cm pieces 2 celery sticks, coarsely chopped 1 leek, thinly sliced 1 large carrot, coarsely chopped 2 garlic cloves, crushed 2 teaspoons ground cumin 400g sweet potato, peeled, cut into 2cm pieces 310ml (1¼ cups) water 250ml (1 cup) Campbell's Real Stock Chicken Salt Reduced 50g (¼ cup) dried whole apricots 400g can no added salt chickpeas, rinsed, drained 2 teaspoons honey chopped fresh continental parsley, to serve steamed green round beans, to serve Method 1. Heat the oil in a large saucepan over high heat. Cook the chicken, in 3 batches, for 2

minutes or until golden. Transfer to a plate. 2. Reduce heat to medium. Stir in the celery, leek and carrot for 6-7 minutes or until soft. Stir

in the garlic and cumin for 1 minute or until aromatic. 3. Stir in the sweet potato, water, stock and dried apricots. Bring to the boil. Reduce heat to

low. Cover and simmer for 15 minutes or until the sweet potato is tender. Stir in the chicken and chickpeas. Simmer for 5 minutes or until the chicken is cooked through and chickpeas are warmed through. Stir in the honey. Sprinkle with parsley and serve with steamed beans.

Nutrition (per serve) Energy: 1710kJ Fat saturated: 1.50g Fat total: 7.50g Carbohydrate sugars: 0 Carbohydrate total: 45g Dietary fibre: 12g Protein: 40g Cholesterol: 0 Sodium: 0 Recipe contributed by: Enza Gandolfo (Sourced from www.taste.com.au). If you have a recipe that you’d like to share, please send it to [email protected] for inclusion in a future edition of the bulletin. 8. Suggestions/feedback We are interested in receiving your suggestions and feedback so that we can improve the bulletin each month. Please send your feedback to either Enza Gandolfo at [email protected] or Maddy McMaster at [email protected] and we will do our best to incorporate your ideas.

http://www.taste.com.au/




BelindaTynan,DVCE26-27September2016

Education Portfolio windows on the past, present, future!

Welcome

•  I’vebeenherefivemonthsasDVCE•  Learning,listening,meeEng,thinkingandtalking•  I’vetakenmyEme.Why?

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•  TodayIwanttotalkabout:•  Past–wherewe’vebeen•  Present–whereweare•  Future–wherewearegoing

How did we get to here?

•  February2015-NousGroup:Studentexperience• April2015-#shapeRMIT–engagestudentsascustomersandpartnersinimprovement

• October2015–RMIT2020StrategicPlan:Readyforlifeandwork–engagestaffandstudents;simplifygoals,focusonoutcomesandbenefitsforstudents;breakdownsilos

• OngoinginternalandexternalexaminaEonsofprocess,pracEceanddirecEonsopEonsacrosstheUniversityandthePor^olio.IncludesKPMGwork:someideasanddata,butnottheanswersweneed.

• May2016–newDVCEcommences

Context: Council deliverables

Where is here?

• Goal1:transformaEvestudentexperiences•  Readyforlifeandwork•  Inspiringteaching

• Porôliomission:anengaged,future-orientedcommunityoflearningandteachingacEvistsfocusedonthestudentexperienceandworkingwithstudentsaspartnersineverythingwedo

• Porôliostrategy:PayaènEontowhatmaèrs.Createvalue;&sharevalueacrosstheecosystem.

•  AsktherightquesEons•  Usedata•  IdenEfyleveragepoints• Workacrossboundaries

Our strategic focus

Outcomes–whatstudentswant

•  IfeellikeIbelongtoRMITandseemyselfreflectedinadiversecommunityofpeers

•  Myprogramintegratesrealworldexperience,aglobalperspecEveandIconnectwithrelevantindustries

•  IdemonstratebothmyareaofexperEseand21stcenturyworkreadyskillsandIwillgetajobwhenIgraduate

•  Mylearningexperiencesarewelldesigned,logicalandconnected

•  IaccessEmelyandaccurateinformaEonaboutmystudies

•  Ireceiveexcellent,efficientandcaringservicesinallofmyinteracEonswiththeUniversity

•  Myteachersareabletousedigitaltechnologiesintheirprograms,classroomsandtheirteaching

•  Iratemyprogramsandteachersasexcellent

StrategicfocusofPor^olio

•  Contributetoshapingthesize,diversityandsenseofbelongingofRMIT’sstudentpopulaEon

•  LeadacontemporaryacademicagendathroughinnovaEve,industry-connectedcurriculumwithglobalperspecEves

•  Createqualitylearningexperiencesthatblenddisciplineknowledgeandtherealworldwith21stcenturyskillsvaluedbyemployerstosupportgraduateemploymentoutcomesthatmeetfutureworkforcedemands

•  CreatedisEncEveconnectedpathwaystoprovidelifelonglearningopportuniEesfromcredittonon-credit;fromenquirytoalumni

•  Leadaseamlessstudentexperiencesupportedbystreamlinedprocesses,technologyandcaringstaff

•  SupportacademicstaffintheirteachingandcurriculumdevelopmentandtheirprofessionaldevelopmentasinspiringteachersparEcularlyintheuseofdigitaltechnologies

•  UseanevidencebasetomaintainandenhanceRMIT’sglobalstandinginqualitywork-readyeducaEon

Co-curated initiatives

•  SimplicityandBPIprocesswork(eg.Timetable;Employability,A`riEonandRetenEon)

•  First60Days(includesSLAMs,Belonging,TransiEon,etc.)•  ProjectMeEs–flexibleacademiccareers•  SIF:LearningEnvironmentReview;StudentLifePortal;CareersSuccess2;FutureEdge;StudentServicesSupport;ConvergedAV;RMITStudios-LearningInnovaEon)

•  Thenewpolicylibrary(eg.Amendmenttogrades;StudentComplaints;Programapprovals;AcademicIntegrity;StudentMisconduct;etc.)

•  Diversityandinclusionframework•  Pulsepor^olioacEonplans• WithinandacrossthePor^olio–funcEonalalignmentofareasandacEviEesincludingCommunicaEons,ITS,etc…

•  Leadershiproadmap

Planning and action

•  Project-based–determinedbypotenEalimpact/leverageopportuniEes

•  Sixprojectstreams,foldingintoBAUbytheendof2017:•  Connect,belongandsucceed•  Improvingcurriculum•  Inspiringteaching•  Employability•  Digitalstudentexperience•  Serviceimprovements

•  ProcessorientaEon–workingacrossboundariestoaddressend-to-endacEviEestoproducedesiredoutcomes

•  Involvingstudentsanddesigningaroundtheirexperience•  BuildingcapabilitythroughCommuniEesofPracEce

To summarise

• WearemovingfromdatagatheringtoacEon• Wehavelegacyprojects,newiniEaEvesandcollaboraEonstodeliver

•  Themission:anacEvistlearning,teachingandserviceorientedcommunitydeliveringsupportanddirecEonthatinspireseducatorsandgivesstudentsgreatexperiences

•  Thestrategy:paya`enEontowhatma`ersforstudents.Createvalue;sharevalueacrosstheecosystem.Provoke,curate,sEmulatewithevidence-baseddata

•  Inshort,there’s…

LOTSOFSTUFFGOINGON…

Movingforward

Where are we going next? "

• Valuesma`er,theydeterminestrategicchoices• DowehavetherightconfiguraEon;thecapacityandcapabilitytomoveforward?

• ProfessionalServicesProject–BPI:acrossallUniversity,whatdoesitmeanforthePor^olio

•  BPIwillbeworkingwithARGthisyearandprogressivelywithotherareas,includingStudents’GroupandLibrary,earlynextyear

•  WewillbeworkingwithBPItounderstandhowwecansimplifyourprocessesandimprovealignmentbetweentheRMITStrategicPlanandourfuncEonalacEvity

• NewExecuEveLeadershipTeam• MeeEngandexceedingtheneedsandexpectaEonsofstudents

EP Senior Executive Team

• Mydirectreports•  AssociateDeputyViceChancellor(EducaEon)–newrole•  UniversityLibrarian&Director,StudentSuccess•  Director,RMITConnect–newrole•  Director,StudentWellbeing&CommercialServices•  Director,NgararaWillimCentre•  Director,PlanningandResources•  AcademicRegistrar

• AdverEsing• Whatarewelookingfor?

EP Change to Students Group Executive

Unit&tle RMITConnect StudentWellbeing&CommercialServices

ExecuEveLeader Director,RMITConnect Director,StudentWellbeing&CommercialServices

Theirteams •  Manager,StudentSupportRMITConnect

•  AssistantDirector,CareersandEmployment

•  SeniorManager,RMITLink

•  AssistantDirector,Wellbeing•  Manager,DisabilityLiaison

Services•  Manager,Equity&Diversity•  EarlyChildhoodCoordinator•  Manager,Scholarships•  Chaplaincy•  Lawyer•  BusinessSupport•  CommunicaEons

Values determine the choice of strategy"

• Valuesinuse,notespousedvalues• RMITvalues

•  Passion•  Impact•  Inclusion•  Agility•  Courage•  ImaginaEon

Next steps"

• We’lltryanddothisquarterly• Overheadsandhandoutswillbecirculated

• BelindaTynan,DVCE• MarkLeo,DirectorBusinessProcessImprovement

Your questions Panel and open forum"

Gender equality ACTION PLAN

RMIT Diversity and Inclusion

P1

The University’s mission is to create transformative experiences for students, getting them ready for life and work, and to help shape the world with research, innovation, teaching and engagement (RMIT Strategic Plan to 2020.) Our future success is dependent on attracting and retaining the best people to support our vision of becoming a global university of technology, design and enterprise. By empowering all staff to thrive, the University can better achieve its aim of shaping the world by developing innovative and creative solutions to complex local, national and global problems.

RMIT takes a leading role in recognising and valuing the diversity of its workforce. The University’s performance in relation to gender equality in particular shows significant room for improvement with women being under-represented in senior academic and executive ranks and in certain occupations and disciplines. While this situation is not unique to RMIT, sector data reveals we are notably behind many other Australian universities in terms of an inclusive and gender equitable workplace culture.

The benefits of providing an inclusive workplace have now been well documented. Inclusive workplace cultures, where all employees are valued and included, result in a more engaged, motivated and productive workforce. Diverse and inclusive teams are also more innovative, able to draw upon a wider set of experiences, approaches and resources to produce creative solutions. The research is also clear that when a workforce mirrors the diversity of its customers (such as students), it can more effectively understand and anticipate the needs of those customers. In addition to these arguments, rapidly changing workforce demographics mean that organisations will increasingly be challenged in the search for staff and will need to draw from and retain candidates from diverse backgrounds. Finally, diversity, particularly gender equality at all leadership levels, is subject to increasing scrutiny and an organisation’s reputation and brand can be affected by its performance in this area.

Introduction

RMIT Diversity and InclusionGender Equality Action Plan

RMIT is a dynamic institution, known for its innovation, creativity and relevance to contemporary society.

P2

The RMIT 2016-2020 Gender Equality Action Plan has been developed to provide a framework for identifying and addressing the remaining barriers to women’s inclusion and progression at the University.

Background and current status

The Action Plan identifies three broad areas for focused attention that will enable strategic, sustainable and meaningful change at RMIT. The Action Plan will help us, over the next 5 years, to navigate and accelerate the gender equality journey that RMIT must take to improve the engagement, retention and advancement of female staff.

The Gender Equality Action Plan will lay also the groundwork for RMIT’s successful application for the Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality citation. This award provides public recognition of an organisation’s focus on gender and pay equity.

The Action Plan will also support RMIT’s successful participation in the Science in Australia Gender Equality (SAGE) Athena SWAN program. Recently introduced by the Australian Academy of Science, 32 Australian universities and research institutes have applied to participate in the pilot program, which specifically addresses gender equality in the fields of science, engineering, mathematics and medicine (STEMM). The SAGE Athena SWAN program has had demonstrated success in the UK over the past decade in eliminating gender bias within institutions and developing inclusive cultures that value all staff. As a participant in the pilot program, RMIT will analyse its data, develop and implement an action plan, monitor progress and submit an application for the Bronze Institutional award in January 2019. Improving gender equality in these fields is of vital importance to RMIT and to Australia’s scientific performance and productivity.


P3

This new Gender Equality Action Plan sets out actions for the next five years to improve the experience of staff.

A new Plan

RMIT commits to promoting this Plan, devoting appropriate resources to its implementation, monitoring, reporting, and evaluation, and supporting leaders to develop and implement operational plans. We will continue to track and report on indicators regarding the participation and experience of our staff.

In adopting and implementing this Gender Equality Action Plan, RMIT demonstrates how it values the richness of diversity amongst its staff, and recognises its responsibilities to take University-wide transformative actions to enhance inclusion for all.


P4

RMIT Gender Equality Action Plan:One-page summary

Key Focus Areas:

Leadership and Governance Employment Conditions Women’s Career Advancement

Actions • Leadership commitment to Gender Equality

• Gender Equality Action Plan Committee (GEAPC) monitors the plan including implementation of actions, progress and reporting

• Provide Gender Equality Reporting

• Participate in Higher Education sector Gender Equality benchmarking

• Develop Gender Equality targets in Executive and Senior roles

• College and Portfolio Plans to incorporate an outline of how they will align to the Gender Equality Action Plan

• Increase leadership and manager accountability

• Enable women to have a wider role in governance and decision-making

• Develop a Gender Equality Toolkit

• Workforce consultation and communication

• Achieve external citation from the Workplace Gender Equality Agency (WGEA)

• Achieve SAGE Athena SWAN Bronze Institutional Award accreditation

• Develop RMIT Male Leader Champions of Gender Equality program

• Increased attraction and recruitment of women

• Fix gender pay-gap

• Gender equality in succession planning

• Provide parental leave resources and supports

• Increase promotion of flexible work practices

• Provide a workplace free from discrimination, sexual harassment and bullying

• Increase gender intersectionality awareness

• Develop an action against domestic and family violence program and campaign

• Increase women’s application and success rates in academic and professional promotion

• Increase financial support for women in research

• Review and maintain RMIT Leadership programs for gender inclusivity and participation

• Provide enabling opportunities and forums for women


P5

Action Area 1: Leadership and Governance


RMIT recognises and actively involves women at all levels of governance, management and leadership

Action Responsibility Target Timeline

1. Leadership commitment to Gender Equality

CouncilVC1 VCE Executive ChampionHRExecutive Director, Marketing and CommunicationsAcademic Registrar

Council, Vice-Chancellor and members of the Executive to formally communicate and promote RMIT’s commitment to gender equality and its role in improving the performance of the University to all employees and to the external community

August 2016

Key University statements include reference to gender equality at RMIT and its connection to the aspiration of being a global university of technology, design and enterprise

August 2016 ongoing to December 2019

2. Gender Equality Action Plan Committee (GEAPC) monitors the plan including implementation of actions, progress and reporting

Executive ChampionVCEHRGEAPC

Establish a Gender Equality Action Plan Committee (GEAPC) and comprised of senior decision-makers and representatives from across the University and provides oversight of the Gender Equality Action Plan, monitoring progress, developing initiatives and tracking of actions

August 2016

GEAPC for provide quarterly reports to the Diversity and Inclusion Governance Group

October 2016 ongoing to December 2019

Establish local champions/ambassadors in each College and Portfolio who are senior staff and who take responsibility for planning, implementing and reporting on activities within their own area

August 2016

3. Provide Gender Equality Reporting

HR

Executive Champion

GEAPC

Produce annual gender equality report as part of WGEA reporting to provide comprehensive workforce data by gender

March 2018 ongoing to June 2018

4. Participate in Higher Education Gender Equality Benchmarking

HR Benchmark RMIT’s gender equality performance the Australian Higher Education sector and other relevant Victorian universities.

July 2018 ongoing to November 2018

Benchmarking data produced and presented to GEAPC for review and action

November 2018 ongoing to June 2019

1 If position titles change, these responsibilities will be updated accordingly.

P6

5. Develop Gender Equality targets for Executive and Senior roles

Executive ChampionVCEHR

Develop University-wide and College/Portfolio targets for women’s representation at Level C, Level D, Level E, HEW 9, HEW 10 and Executive staff

September 2016

University targets for women’s representation established for each level in consultation with VCE and Executive and included in performance workplans

June 2016 ongoing to December 2019

6. College and Portfolio Plans to incorporate an outline of how they will align to the Gender Equality Action Plan

Executive ChampionVCEHR

Align College and Portfolio unit plan objectives, outcomes and targets with the Gender Equality action plan and report annually

January 2017 ongoing to December 2019

7. Increase Leadership and Managerial accountability


Executive and people leader roles to provide leadership on gender equality to their teams including staff responsible for recruiting, promoting, identifying talent, succession planning and training/development

September 2016 ongoing to December 2019

Align gender equality Key Performance Indicators into the individual performance workplans of Managers who are responsible for meeting or exceeding these goals

February 2017 ongoing to December 2019

Executive and people leader roles to undertake RMIT Unconscious Bias professional development program

November 2016 ongoing to December 2019

8. Enable women to have a wider role in governance and decision-making


Develop and implement a policy for improving the representation of women on decision-making committees with a target of at least 30% women with the aim of achieving equal representation

October 2016 ongoing to February 2017

9. Develop a Gender Equality Toolkit

HRGEAPC

Develop a Gender Equality Toolkit for Managers that contains a range of strategies on integrating gender equality into workplace policy, processes and procedures.

August 2017 ongoing to October 2017

Gender Equality Toolkit developed, launched and promoted

September 2017




P7

10. Increased visibility of women


Ensure visibility of women and use a range of female role models in University communications, events, meetings, conferences and panels


Women with diverse characteristics and in a range of positions, including leadership positions, are included in RMIT communications, events, meetings, conferences and panels


11. Achieve external citation from the Workplace Gender Equality Agency (WGEA)

HRGEAPC

Implement actions and strategies to meet the criteria of the Workplace Gender Equality Agency Employer of Choice for Gender Equality citation to be achieved for 2016-2017 reporting cycle and maintained

July 2017 ongoing to December 2019

12. Achieve SAGE Athena SWAN Bronze Institutional Award accreditation

Executive ChampionVCEHRGEAPCAthena SWAN SAT

Establish a SAGE Athena SWAN Self Assessment Team (SAT) with 1 x representative from each College and a mixture of grades and roles representing different stages of the career ladder in STEMM

April 2016

SAT must meet at least three times a year and is responsible for meeting and monitoring the requirements of the SAGE Athena SWAN Bronze Institutional Award application

April 2016 ongoing to January 2019

SAGE Athena SWAN Bronze Institutional Award Action Plan developed which includes proactive actions such as activities, programs and changes to policy to address the problems identified in the analysis.

June 2016 ongoing to January 2019

13. Develop RMIT Male Leader Champions of Gender Equality program


Establish quarterly forum for Male Leaders to advocate for and act to advance gender equality

April 2017 ongoing to November 2019

Use RMIT Male Leader Champions to promote gender equality targets locally

Identify opportunities to promote experiences of men as carers as good practice examples





P8

Action Area 2: Employment Conditions


RMIT respects and protects the employment conditions of women to enable their full participation in the workforce.


1. Increase attraction and recruitment of women

HR Conduct an analysis of University recruitment data by gender including number of applications, number shortlisted and number appointed


Develop action plan per College/Portfolio recruitment identifying areas for increased female representation

February 2017 ongoing to November 2017

Engage Executive search firms and provide information that details RMIT’s commitment to gender equality and a requirement for them to supply 50% appropriately qualified female candidates


Develop guideline that selection panels include a minimum 50% female membership of appropriate seniority


Provide diversity and gender equality information for Chairs of RMIT selection panels as part of Recruitment & Selection training including Unconscious Bias professional development


Pilot recruitment of women-only roles in consistently in under-represented areas and disciplines through exemption application of the Equal Opportunity Act 2010

July 2017 ongoing to November 2017

Include in all recruitment communications and marketing materials a statement about RMIT’s commitment to gender equality, and the benefits and programs available to staff that support gender equality


2. Fix gender pay-gap

HR Conduct University-wide and College/Portfolio annual pay equality analyses which include comparison of total remuneration (normal pay and loadings)

June 2016 ongoing to August 2016

Prepare recommendations paper to Council with recommendations for endorsement and develop strategies to address any gender pay gaps

June 2016

Strategies developed and implemented to address gaps identified in total remuneration between men and women


P9

3. Gender equality in Succession Planning

HR Develop procedures to ensure women are considered for leadership appointments in succession-planning activities


Produce guidelines for Managers on how to conduct succession-planning activities that take into account gender equality considerations


4. Provide Parental leave resources and supports

HR Develop Parenting Kit with all relevant information on parental leave and University support for parents online

February 2017 ongoing to October 2017

Provide information and professional development to Managers on supporting women on and returning from maternity leave


5. Increase promotion of flexible work practices

HR Analyse utilisation rates of flexible work arrangements by gender and primary carer status to identify any interactions between use of these options and impact on career progression.

February 2017 ongoing to July 2017

Report produced on the use of flexible work arrangements and satisfaction and strategies developed to reduce the negative impact of using these arrangements on career progression


Implement strategies that improve the satisfaction ratings of women and primary carers on Staff Survey items relating to work life integration and compare to prior Staff Survey results

June 2018 ongoing to September 2018

Develop and launch an ‘All Roles Flex’ model University-wide


Continue to provide additional training and resources to Managers to assist them in promoting and managing staff using flexible working options


6. Provide a workplace free from discrimination, sexual harassment and bullying

HR Produce annual report on cases of discrimination, sexual harassment and bullying and develop strategies to increase awareness, prevention and responding appropriately.

February 2017 ongoing to June 2017

Provide professional development, resources and access to supports ongoing





P10




7. Increase gender intersectionality awareness

HR Conduct data analysis of gender and other factors such as Indigenous women, disability, age, culturally and linguistically diverse origins, LGBTIQ status, ethnicity, race and religion

February 2018 ongoing to May 2018

Increase awareness across the University of the way in which gender intersects with other factors through an ‘Intersectionality Awareness’ program and how various forms of inequalities interconnect


8. Develop an action against domestic and family violence program and campaign

HR Develop guidelines and resources for all staff to access 24/7 information around support available regarding domestic and family violence

March 2017 ongoing to June 2017

Launch an RMIT Action Against Domestic and Family Violence campaign including support to access leave entitlements, counselling, flexible working and workplace safety plans

June 2017 to July 2017

Achieve external recognition through the White Ribbon Australia Workplace Accreditation Program to complement gender equality initiatives

November 2017 ongoing to December 2019

P11

Action Area 3: Women’s Career Advancement


RMIT fosters an environment that supports the Career Advancement of women to ensure develop and retain our talent.


1. Increase women’s application and success rates in academic and professional promotion

HRDVCEExecutive Champion

Analysis of academic promotion application and success rates by gender and level University-wise and by College


Produce an Annual Report on academic promotions by gender applying for promotion and success rates and key areas for focus to improve rates

February 2017

Analysis of professional staff advancement data by gender, level and area


Produce report on professional staff advancement including reclassification, higher duties and secondments and key areas for focus to improve rates

February 2017

Conduct 2 x women-only promotion information sessions each year that includes a panel of women who have successfully achieved promotion at RMIT

March 2017 ongoing to December 2019

Academic promotion committees to include at least 40% female membership of appropriate seniority


Develop and update academic promotion guidelines on how to measure and how to make a case for ‘achievement relative to opportunity’


Provide resources and instructions to Managers to ensure that performance discussions with women include plans for advancement and promotion


Provide sample successful promotion applications to staff who are preparing their own promotion applications


P12

2. Increase financial support for women in research

HRPVC R&IExecutive Champion

Offer 20 x grants per year to support women’s research productivity ($10,000 each total $200,000)


Offer 2 x $50,000 (total $100,000) fellowships per year to support women who have had career interruptions in the prior year


3. Review and maintain RMIT Leadership programs for gender inclusivity and participation

HR Review RMIT Leadership programs for gender inclusivity in content and delivery

October 2016 ongoing to November 2016

Report on women’s participation rates and undertake actions to include more women when they are under-represented

November 2016 ongoing to November 2019

4. Provide enabling opportunities and forums for women

HR Develop an innovative career advancement professional development program for women at RMIT including online resources


Offer an RMIT Women’s Mentoring program through the RMIT Mentoring software portal


Deliver an annual RMIT Women’s Forum that promotes collegiality, networking and women’s career development

June 2017 ongoing to June 2019




arg staff bulletin no. 8 – october 2016mams.rmit.edu.au/nylpilf0jjnn1.pdf · arg staff bulletin...

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