Context

1.     ANU is committed to retaining and fostering our most talented staff.

2.     ANU recognises that the opportunity of working in other prestigious institutions or organisations will not only enhance individual careers, but also enhance the excellence of the ANU once this experience and knowledge returns to the organisation.  ANU therefore expects that, at any one time, a certain number of its staff will be considering, and participating, in such transfers as part of their overall career development.

3.     When such an opportunity presents itself to a current ANU staff member, the Career Development Leave Program (CDLP) may be initiated by the College/Division Executive, who may choose to offer any number of the currently available entitlements or incentives listed in this procedure to encourage the staff member to return to the ANU after their period of career development.

Optional benefits and incentives

4.     CDLP nominees may be granted leave without pay whilst absent from the ANU, and a position at their substantive level will be held in their College/Division for their return.

5.     The period of development leave can be recognised for Long Service Leave and OSP purposes (for Academic staff) in accordance with the Prior Service and Staff Leave and Other Absences policies.

6.     In addition to the above, and considering the budget limitations of the area, the College/Division may choose to offer any of the following options on return to the ANU:

• Accelerated incremental advancement (pro rata based on years' of absence);
• Inclusion in the next promotion round;
• Consideration for promotion via an out-of-round promotion committee;
• Partial or full subsidy of the relocation costs of returning to the ANU. This may include support for the whole family such as assistance in finding schooling, housing, work for spouse etc;
• Provision of a grant to pursue research endeavours or a career development opportunityu and/or
• Enabling the staff member to undertake research and/or teaching in their preferred area.

7.     In accordance with current delegations, the SAO Committee must review any negotiated package for general staff or staff on Senior Management contracts that falls within the SAO salary range. 

Eligibility

8.     All staff on continuing appointments may be nominated.

9.     Fixed-term staff, and continuing (contingent funded) staff, whose current term of appointment and funding will enable them to serve the University on their return for a period at least equivalent to the development period, may be nominated.  The conditions of funding must allow for a replacement employee or suspension of funding.  Should the funding agreement not allow the above, the ANU department must be prepared to support any required funding. 

Nomination Process

10.   The staff member should discuss the program with their supervisor, and complete the nomination form, outlining the nature of the program, how it will enhance their career, and how the ANU will benefit from their return.  The supervisor is required to certify that the nominee's contribution or area of research is deemed a priority, that their performance is exceptional, and to support that a position be kept in the work area for their return

11.   The Head of Department endorses the nomination, and the delegate (College Dean/Director, or Division Director), prior to approval of the nomination, should be satisfied that:

• The planned specific outcomes will enhance the contributions of the staff member to research, teaching, scholarship, or administration at the ANU and provide significant benefit to the University and/or its reputation;
• The planned development leave will substantially add to the expertise and knowledge of the staff member;
• The planned development leave is in alignment with the future research and education directions of the ANU;
• The performance of the individual against their current and past Statements of Expectations is exceptional;
• The nominee's demonstrated outcomes of previous study programs are exceptional; and
• A position will be held (and funded) in the area, and any further incentives to be provided are appropriate and can be funded by the area.

12.   The delegate may seek the views of other College/Division staff, including the Staffing Committee for general staff nominations. If approved, the local HR Office will then manage the process.

Conditions

13.   The term of the development leave may be 1-3 years.

14.   Requests to extend the agreed period of development leave must be made at least 6 months' prior to the previously agreed date of return.

15.   Consideration of a request to extend the period of development leave will include review of:

• The relocation costs;
• Whether a position can still be held for the staff member in the College; and
• Whether the extension will retain and/or further enhance the expected benefits to the staff member and the ANU.

16.   A pro rata repayment of any relocation allowances paid to the staff member may be required should the staff member subsequently resign (in accordance with the Relocation Assistance Guideline).

17.   Superannuation is not normally paid by the University during periods of leave without pay.  Contributors to UniSuper may either suspend membership (and contributions) during leave without pay or maintain membership by paying both their own and the University's contribution for the period of leave without pay.  Contributors to the Commonwealth Superannuation Scheme are required to pay both their own and the employer's contributions for absences of 12 weeks or less and for longer periods contributions are not normally payable.