A work culture that emphasises adaptability

Supporting and developing our staff to achieve our aspirations in education and research, ensuring student success.

Our people are key to the University’s success.

We will recruit, retain and develop the highest-performing academic and professional staff, and nurture them to seize opportunities and meet the challenges of our changing world.

We will define the optimum academic profile for disciplines across the University to ensure that we excel in our dual mission of learning and teaching, and research.

In achieving these goals, we will align our staff profile with our strategic priorities and aspirations, and evolve our work culture with a heightened emphasis on performance, professional development and adaptability – as we serve and engage all our stakeholders.

Work streams

Key benefits
Scorecard KPIs
  • Standardised faculty structures and leadership model that improve connections and communications within faculties and department and across the University, resulting in enhanced productivity and performance in education, research, and innovation, and clarity in external communications
  • A modern academic workforce that is strategically shaped to optimise both education and research performance with built in flexibility, talent renewal and financial sustainability
  • Clear and coherent internal communications that engage our staff in a transformational program which defines, describes and measures our organisational culture and successfully engages staff to move towards the desired cultural framework that is aligned to our values, narrative, and strategic direction
  • Staff development programs that emphasise development and support, build leadership at all levels, are aligned to academic promotion, enable professional staff progression, and incorporate effective and transparent performance management
  • Productivity improvement of 15%
  • Academic headcount and cost reduction, informed by VR scheme, change proposal outcomes, and shift of academy towards an ‘ideal’ work force profile
  • Reduced professional staff costs associated with greater retention and interface with professional services transformation.
Diversity and sustainability
  • % of female leadership
  • % of Indigenous staff
  • % of internal new hires
  • % of voluntary attrition
  • % of new starter voluntary attrition
  • % of staff satisfaction
Board positionRole

Executive sponsors

Vice-President, Professional Services

Deputy Vice-Chancellor (Medicine and Health)

Program lead

Chief People Officer

Program board membership

Faculty Executive Director, FMHHS

Chief Marketing Officer

Manager, Workplace Equity and Diversity

Associate Professor, Management

Faculty Executive Director, FSE

Pro Vice-Chancellor, Research Performance and Development

Manager, Organisational Development

Page owner

E: Group Marketing