Eligibility for conversion

1. A casual or fixed term staff member may apply to the delegate to convert their current employment to fixed term or continuing employment, subject to clauses 3-7 below.
2. The University may refuse to grant the application for conversion but will not unreasonably do so.

Casual general staff

3. Applications for conversion to non-casual employment from casual general staff must comply with the requirements set out in the Casual General Staff Conditions procedure.

Sessional academic staff

4. The University supports assisting suitably qualified sessional academic staff to obtain either part-time or fulltime employment within the University where suitable vacancies arise. Existing sessional staff employed at the time of advertisement of a vacancy in the University will be eligible to apply for such vacancies.
5. Due consideration of the contribution and experience of suitably qualified sessional staff will be given by selection panels when assessing applications for such ongoing fulltime and part time positions. Due consideration would not mean giving preference to sessional staff with lesser claims to the selection criteria for the position.

Fixed term staff

6. A staff member with more than 12 months continuous service may apply for conversion to a continuing appointment not less than 3 months prior to the fixed term contract expiring subject to:

• the staff member has had satisfactory performance;
• further work is available in the relevant position;
• there is funding security for the position;
• the staff member was initially employed after a normal competitive selection process for the relevant type of position; and
• the field of applicants attracted when the position was initially advertised.

7. Fixed term staff appointed to positions funded by contingent funding may be eliible for conversion to continuing (contingent funded) employment.

Applications for conversion

8. A staff member may apply in writing to the delegate for conversion of their casual or fixed term employment tofixed term or continuingemployment. Applications for conversion should include:

Consideration of applications

9. The University will decide to either:

Approval for conversion

10. Where approval is given for conversion and subject to the University's operational requirements, the fixed term or continuing employment will be as consistent as is reasonably practicable with the pattern of work undertaken by the staff member during their casual or fixed term employment.
11. The staff member's casual service (if applicable) will not count as service for the purpose of determining or calculating any entitlements; except that casual service will be counted for the purpose of determining eligibility for unpaid parental leave in accordance with the Staff Leave and Other Absences from the ANU policy and the Parental leave procedure.
12. The staff member's fixed term service will however count as service for the purpose of determining or calculating any entitlements.

Non-approval for conversion

13. The University may not approve conversion of a casual or fixed term staff member's employment to fixed term or continuing employment where the staff member:

14. If the University refuses the application, the staff member must be provided with written reasons for the refusal.

Review

15. A staff member, whose application for conversion has not been approved, may seek a Review of the Decision under the Review of Decisions procedure within 10 working days of the date of the written notification of non-approval.

Re-application

16. A staff member whose application for conversion is not approved may not apply again within 12 months if:

• they have not sought a review of the decision within 10 working days of the date of notification of the rejection of the application for conversion; or
• following processes provided for in the Review of Decisions procedure, thedecision has been confirmed.

17. A staff member may apply again within 12 months if the reason for non-approval was that the staff member is performing work which will either cease to be required or will be performed by a non-casual employee, within 26 weeks (from the date of application).