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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
MESSAGE FROM EXECUTIVE DIRECTOR SUPERANNUATION UPDATING YOUR DETAILS IMMIGRATION AND VISA UPDATE ACCESS EAP TOWARDS SMOKE FREE ABORIGINAL AND TORRES STRAIT
ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN
MYVOICE WORKING GROUPS COMPASS AND ONLINE LEARNING ACADEMIC MENTORING INSPIRE LEADERSHIP, CERT IV AND
DIPLOMA GRADUATES 60 SECONDS WITH... WELCOME NEW STAFF TO OPC OPC HELPLINE The Office of People and Culture have established a new “Helpline” for staff enquiries. If you are unsure of who to contact, please call our Helpline and one of our friendly team will direct you to the right area.
The OPC Helpline will be answered between 9.00am - 5.00pm, Monday to Friday. Phone: Ext. 5838 ANNUAL LEAVE ACCRUALS Staff should manage their annual leave accruals to ensure they do not exceed 30 days’ accrual. The Staff Agreements clearly state that a maximum of 30 days annual leave can be accrued, (except for reasons stipulated in the Agreement), before staff can be directed to reduce their leave balance.
MESSAGE FROM ANN Dear Colleagues, Welcome to the first OPC Update for 2013. This year has proven to be an energetic and stimulating one thus far in the Office of People and Culture, and I hope this is equally the case in your various Units within UWS! There are a number of exciting initiatives taking place across the University that I’m sure you are all aware of. The MyVoice Survey was held last year, and work is now underway to make improvements to the areas that you, the UWS community, have highlighted as being especially important. In December 2012, a cross-section of the University attended an inaugural MyVoice workshop and provided their input into some of the key recommendations. Out of this, eight MyVoice Working Groups have been formed, with the first plenary meeting being held in late May. Each Working Group will be focussing on a key MyVoice issue, and will be looking to immediate as well as medium-term responses. Some of the issues being focussed on include: Senior Management Communication, Inclusive Decision-Making, Supporting New Staff and Responding to Workplace Bullying. Visit www.uws.edu.au/myvoice for more information. The MyVoice work is complemented by the Our Future Action Program, which has a more medium to longer-term focus. Our Future contains several suites of projects building on UWS’ strengths and achievements to date and managing the University into its next period of development.
Some of the individual projects are well-known, including the Blended Learning and Academic Year Optimisation (Trimester/Summer School) projects. There are others too, including the OPC-led ‘Staffing for Development’ suite of projects. OPC’s focus covers the Enterprise Bargaining negotiations taking place this year, and also incorporates the Culture of Flexibility and Adaptability project. The latter aims to support UWS staff throughout their careers at UWS, including entry, planning for careers and development, promotion, and workforce planning. The Compass program is part of the University’s focus on staff development. This annual process requires all UWS staff to formulate individual work objectives, and to create a development plan for the year. We are all busy and working hard, but Compass provides all University staff at all levels with the space to reflect on their roles, their contributions, and scope for individual development and improvement – in a way that is aligned to the work requirements of the Unit as well as the University as a whole. If you have not yet entered your Compass objectives, please do so as soon as possible! Best wishes, ANN TOUT EXECUTIVE DIRECTOR, PEOPLE AND CULTURE
2013 PAYMENT SUMMARY
The end of financial year is not far away, which means it will soon be time for us to
prepare and forward to you the 2013 Payment Summary (formerly known as a
Group Certificate).
If changes are required to your personal details, please ensure these are completed by no later than 14 June 2013. See Page 3
for more information
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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
$25 000 CONCESSIONAL
SUPERANNUATION CAP - 2012/2013 &
2013/2014 The Federal Treasurer, Mr Wayne Swan, recently made a number of Budget announcements. One of these announcements included the Concessional Superannuation limit being capped at $25,000 per annum commencing from July 2012 through to June 2014. The superannuation cap includes the employer component and any salary sacrifice components, including pre tax employee and pre tax voluntary contributions made to your account. For example, a UWS employee on a salary of $100,000 per annum who contributes 8.25% pre tax and has 17% employer contributions made on their behalf, would have contributed $25,250 over the course of the July 2012 to June 2013 financial year. This would comprise $8,250 pre tax and $17,000 employer contributions. In this case the $25,000 cap would be exceeded by the small amount of $250. An employee on a higher salary with similar superannuation arrangements would exceed the cap by a larger amount. Our understanding is contributions that exceed the concessional cap will be taxed at 46.5%, being the normal 15% when the amounts are first credited to the fund, with an additional 31.5% tax including the Medicare Levy required once the Australian Taxation Office issues an assessment notice. We believe any tax owing on excess contributions may be withdrawn from the “accumulation only” super balance you may have, or alternatively, it may be paid from your income by increasing your fortnightly tax contribution, or from savings outside of super, or a combination of these options. Depending on your current earnings and contributions, the cap could have a significant impact on you. If you would like to further discuss a change to your current arrangements, please contact relevant HR staff by 15 June 2012. Professional and Academic staff can contact Pauline Pickham on 02 9678
7534 or at [email protected]. Senior Staff can contact Vicky Thomas on 02 9678 7559 or at [email protected]. Your HR Partner is also available for consultation. Unisuper can also be contacted on 1300 331 685 or [email protected] and you can always seek your own independent advice. Based on your current arrangements, superannuation contributions made to your account may mean you will be under the cap at year end. However, should your circumstances change throughout the course of the 2012/2013 financial year, or the following 2013/2014 financial year, it is your responsibility to monitor your superannuation contributions in relation to the cap. Please contact relevant HR staff at any time during this period to make adjustments. Reviewing your payslip history on Staff Online may help you with this but you would also need to take into account any earnings and contributions made from any other form of employment. NEW EMPLOYEES – UNISUPER MEMBERS To assist in the management of your superannuation account, please complete your Unisuper DBD/ACC2 applications forms as soon as possible following your commencement and return to the Superannuation Office, Building AE, Werrington North. Please remember to inform Superannuation and Staffing Services as soon as you receive your Tax File Number. Please contact your Superannuation Officer, Pauline Pickham or Rebekka Debner for any additional information. SASS MEMBERS SASS members new superannuation contribution rates will take effect from pay period 11th April, 2013.
INSURANCE Insurance – Super is more than retirement savings. Did you know you may be able to access insurance cover through your Unisuper membership? In fact you might already be provided with automatic insurance cover and not even realise it. You can choose from the menu on left of web page for: Automatic Insurance, Insurance cover for Accumulation1 members, Defined Benefit and Accumulation 2 members, Death & Total and Permanent Disablement cover, Life events cover, Transfer insurance from another fund. More information is available at: www.unisuper.com.au/insurance . Defined Benefit and Accumulation 2 members have access to inbuilt benefits for Disablement, Temporary Incapacity, Terminal Medical condition and death if they satisfy certain criteria. More information is available at: www.unisuper.com.au/introduction-to-unisuper/inbuilt-benefits Beneficiaries: Nominating beneficiaries makes sure your super goes where you want it to. There are two types of nominations – preferred nominations and binding death nominations. More information is available at: www.unisuper.com.au/nominating-beneficiaries SCG INCREASE – ON COSTS Commencing July 2013 and continuing for the following (6) years, the government has mandated increases in Employer Superannuation Guarantee Contributions (SGC), currently set at 9%, gradually increasing to 12% as follows: July, 2013 – 9.25% July, 2014 – 9.5% July, 2015 – 10% July, 2016 - 10.5% July, 2017 – 11% July, 2018 – 11.5% July, 2019 – 12%
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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
SCG INCREASE – ON COSTS Continued from previous page…. For UWS, this will result in an increase in the amount of Employer Superannuation remitted for casual employees and temporary staff employed for periods of less than (2) years. At this stage, this SGC change is not expected to impact on the overall 2013 on-cost patterns. The intention is for the increase to be absorbed within the current on-cost patterns, being 16% for casual staff and 17.5% for temporary staff. Should this situation change, we will advise you accordingly. Please note, whilst this initial SGC increase is being absorbed, the planned future SGC increases could result in on-cost pattern increases in following years and you will be advised at that time. 2013 PAYMENT SUMMARY The end of financial year is not far away, which means it will soon be time for us to prepare and forward to you the 2013 Payment Summary (formerly known as a Group Certificate). To assist us in this process, if you have changed your home or postal address and have not updated your personal details, please make the necessary changes via staff online: https://staffonline.uws.edu.au
Alternatively, you can contact your HR Staffing Officer via email to organise the necessary changes.
If you are unsure who your HR Staffing representative is, please visit the following link to learn more: http://www.uws.edu.au/who_does_what/office_of_human_resources If changes are required, please ensure these are completed by no later than 14 June 2013. UWS RELOCATIONS OFFICE The primary purpose of the Relocations Team is to navigate and manage the complexities surrounding visa and relocation arrangements. Our team offers a concierge service ensuring the variety of requirements and diversified questions are answered expeditiously, allowing our new staff to settle in to life in Australia and UWS. In October, the team launched an exclusive ‘Expat & Relocates at UWS’, YAMMER group. The purpose of the group is to create a single place for our new and existing expats to unite and share their ideas and experiences pre and post relocation, encouraging the communications across functions and geographies. During the 2011 – 2012 periods, candidates from overseas were assisted to enter Australia under the following Visa classifications. Note 22% did not require visas. Analysis – Candidate Country of Origin
Immigration and Visa Update The DI&C have replaced the Visiting Academic visa, renaming it the 402 Training & Research visa. Effective 24th November 2012, the 402 visa replaces; • Occupational Trainee stream
(replacing subclass 442 Occupational Trainee) AND
• Research stream (replacing subclass 419 Visiting Academic)
The most significant change is to the nomination sponsorship. Under the 402 subclass visa only visitors applying under the Occupational Trainee Stream (formerly the 442 subclass visas) will require UWS nomination sponsorship. The conditions and eligibility criteria remain the same. The Department of Immigration and Citizenship has renamed the Permanent Residency Visa to Employer Nomination Scheme 186 subclass visa. Other changes to this visa class include Age exemption increased to applicants that are 50 years of age or less The period of an employment contracts has changed from 3 years to 2 years (provided there is potential for extension after the 2 years.) For assistance with visa and relocation arrangements, please contact Gillian Relph or Rose Manlutac.
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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
ACCESS EAP A reminder to all UWS Staff that the University has in place an Employee Assistance Program (EAP) which can be accessed by employees and their immediate families free of charge. The Employee Assistance Program (EAP) is a free, voluntary and confidential counselling service. The service is provided by counsellors who are external to the workplace and are committed to confidentiality. Information shared with a counsellor will not be disclosed to the employer unless requested by you and agreed to in writing. Privacy is important and will be assured. Counselling can be offered out of hours and in a number of locations, ensuring no one need know who has attended. The program is provided to assist employees in dealing with personal, family and/or work issues that affect their quality of life. Through access to qualified counsellors, staff and immediate family have the opportunity to identify problems and find ways of resolving them. Some of the more common issues people seek assistance for are: • marriage and family problems • grief and loss • conflict with fellow workers • gambling • alcohol and drug use • stress and emotional distress
If you decide that you would like to speak to a counsellor, simply contact ACCESS Programs Australia and mention your place of work, you will be offered an appointment to speak with a counsellor. You will be asked a few questions about yourself at your first appointment, and you can choose to answer as many or as few as you like. Either way, your identity will remain anonymous. Telephone contact is available 24 hours a day on 1800 81 87 28.
Complementing this service, the UWS EAP provider, Access Programs Australia, have a number of online resources which you may wish to read. Simply go to www.accesseap.com.au and click on the link to “Resource Library” under the Client Area section of the screen. You will be asked to enter a user name and password. The username is uws and the password is also uws. Here you will find a selection of articles and tip sheets which have been designed to provide clear, practical assistance for dealing with a range of common work/life issues
WORK HEALTH AND SAFETY As you know, UWS is taking steps towards creating smoke-free campuses. The UWS Environmental Tobacco Smoke Policy came into effect on 1 January 2013 with the aim of reducing the UWS community’s exposure to the risks of passive smoking. This policy is available at: http://policies.uws.edu.au/view.current.php?id=00235&dvid=1. Smoking is now prohibited on all UWS campuses, with the exception of a number of clearly marked designated smoking areas. The locations have been selected to be as convenient as possible for smokers while being away from main thoroughfares and eating areas, to minimise staff, student and visitor exposure to environmental tobacco smoke. Campus maps showing the location of the designated smoking areas areavailable at: http://www.uws.edu.au/towards_smokefree.
The UWS Environmental Tobacco Smoke Policy applies to anyone on UWS grounds, including staff, students and visitors, so if you are hosting an event or meeting, or engaging the services of suppliers, please ensure all visitors are aware of the UWS Environmental Tobacco Smoke Policy.
For staff, compliance with the policy is a condition of employment, and for students, compliance with the policy is a condition of enrolment. Initial breaches of the policy will be referred to the staff member’s supervisor, and several breaches may result in unsatisfactory conduct proceedings.
It is everyone’s right and responsibility to maintain a healthy workplace. If you see someone smoking outside a designated smoking area, please remind them of the policy and politely ask them to move to a designated smoking area. If you are not comfortable in doing so please contact campus security for assistance We support the efforts of staff and students who want to make positive changes to their health and lifestyle. Staff who want to reduce or quit smoking can visit http://www.quitnow.gov.au or access free, confidential counselling via the Employee Assistance Program. Resources are also available at: http://www.uws.edu.au/quitting_smoking. If you have any questions about the UWS Towards Smoke-Free initiative or the UWS Environmental Tobacco Smoke Policy, please contact the Work Health & Safety unit via: [email protected]
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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
OFFICE OF ABORIGINAL AND TORRES
STRAIT ISLANDER EMPLOYMENT AND
ENGAGEMENT (OATSIEE)
The Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People Final Report - July 2012 (p223) has acknowledged the contribution of the University of Western Sydney Office of Aboriginal and Torres Strait Islander Employment and Engagement. In 2007, the University of Western Sydney established the Office of Aboriginal and Torres Strait Islander Employment and Engagement to improve outcomes for Aboriginal and Torres Strait Islander employment, engagement and cross-cultural awareness. The Office’s impact extends across the University through the development of language, policies, strategies and workplace agreements. The Office has achieved outcomes for Aboriginal and Torres Strait Islander people through a broad range of employment and engagement related programs, including: • an increase in Aboriginal and Torres
Strait Islander employment • a 98% completion rate by Trainees
and progression to higher study and employment
• creation of a Cadetship brokerage model
• establishment of an Early Career Academic Recruitment and Retention project plans
• establishment of an Elders on Campus program that provides leadership in cultural workplace relations
• creation of two annual Vice-Chancellor Scholarships for Aboriginal and Torres Strait Islander students
Full details of the report can be found at the following link http://www.innovation.gov.au/HigherEducation/IndigenousHigherEducation/ReviewOfIndigenousHigherEducation/FinalReport/IHERFinalReport.pdf
The Draft Aboriginal and Torres Strait Islander Employment and Engagement Action Plan 2013-2016 is now available for comment at: http://policies.uws.edu.au/bbsalt.php This Plan outlines the six Objectives our Office is aiming to achieve and the specific steps we need to take: 1. Increase the participation rate and
employment outcomes of Aboriginal and Torres Strait Islander people across all levels of this University
2. Ensure the University has the ability to meet the needs of Aboriginal and Torres Strait Islander people as an ‘Employer of Choice’
3. Develop leading strategies and help shape the national agenda in Aboriginal and Torres Strait Islander Employment and Engagement
4. Redress, through affirmative action in employment, the past disadvantages experienced by Aboriginal and Torres Strait Islander People
5. Create a work environment that is free from discrimination, promotes an understanding of Aboriginal and Torres Strait Islander culture and is culturally respectful and inclusive
6. Build and develop a positive working relationship with the community and relevant stakeholders to ensure the improvement of employment outcomes for Aboriginal and Torres Strait Islander People
The number of Aboriginal and Torres Strait Islander staff has increased from 15 in 2007 to 65 (Full-Time Equivalent [FTE] and Casual employees) as at May 2013. The goal of the 2009-2012 Staff Agreements is 2.5% representation to total staff. Any current Aboriginal and/or Torres Strait Islander staff that have not yet identified as such in their employment records can update their details in Staff Online by completing the Equal Employment Opportunity Survey in the Personal Details section at https://staffonline.uws.edu.au/.
In both the General and Academic Staff Agreements 2009 to 2012, provisions under Personal Leave include: (5) An Indigenous Australian employee, other than a casual employee, is entitled to up to 5 days leave without loss of pay in any 12 month period to participate in cultural/ceremonial activities. (6) An Indigenous Australian employee, other than a casual employee, is entitled to up to a maximum of 10 days unpaid leave in any 12 month period for the purpose of fulfilling cultural/ceremonial obligations. The take up of this entitlement has been low. If your school or unit needs more information about this entitlement or can encourage any staff members to utilise this opportunity please contact Melissa Williams, Director, Office of Aboriginal and Torres Strait Islander Employment and Engagement. ABORIGINAL AND TORRES STRAIT ISLANDER COMMUNITY DATES May 26 - National Sorry Day May 27 – June 3 - Reconciliation Week June 3 - Mabo Day July 1 - Coming of the Light July July 6 – 13 - NAIDOC Week August 4 – National Aboriginal and Torres Strait Islander Children’s August 9 - International Day of the World’s Indigenous People Join Us, Your Legacy, Your Future, Call Now! Office of Aboriginal and Torres Strait Islander Employment and Engagement
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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
ORGANISATIONAL DEVELOPMENT Your career and professional development is important to us. We welcome your participation in the workshops and programs coordinated through OD. MYVOICE WORKING GROUPS ARE STARTING THIS MONTH Following responses to the MyVoice Staff Engagement survey results, the Vice-Chancellor and Executive are sponsoring the establishment of a number of Working Groups to help address areas for improvement at the university-wide level. Staff will be invited to participate in the Working Groups to develop strategies for improving cross-unit collaboration and information sharing, Executive communication with staff, processes for decision-making and for recruitment and selection, support for new staff, career opportunities at UWS and responding to workplace bullying. The initial workshop was held at the end of May. For more information on MyVoice contact [email protected] or visit MyVoice UWS Staff Engagement Survey NEW E-LEARNING MODULES IN MYCAREER ONLINE OD has been busy developing online learning modules for staff. There are over 34 online modules that you can do to support your learning at UWS. Two new online modules are Procurement at UWS, important for anyone involved in procuring goods or services at UWS, and Academic Integration Plans - the Nuts and Bolts, critical information for staff working with students who have a disability or health condition and require adjustments to help them with their studies. You can access all our online modules in MyCareer Online by using the search function. Academic Mentoring Program Congratulations to our 42 graduates from the 2012-13 Academic Mentoring Program who received their certificates from the DVC (Education) in May. This program is now in its third year and provides a wonderful opportunity for early career academics to be mentored by
more experienced academics from different disciplines and Schools/Centres. COMPASS WORK AND DEVELOPMENT PLANS Have you added your 2013 work and career development objectives into MyCareer Online? Compass is about navigating the many career development opportunities at UWS to support your work and having a clear sense of direction and how your role contributes to your School or Unit. Having a Compass plan in place helps support your participation in professional and career development activities, confirmation of salary increments, promotion or career progression, and applications or requests for study leave, academic development leave, postgraduate study or professional development scholarships. Taking part in annual performance planning and reviews is also a requirement of employment at UWS. We encourage you to participate in Compass and take up the various career development opportunities at UWS. Visit the Compass pages in MyCareer Online accessed via www.uws.edu.au/staffonline where you can find out about Compass, workshops and online modules. More information is also available at www.uws.edu.au/compass INSPIRE LEADERSHIP PROGRAM, CERTIFICATE IV AND DIPLOMA IN MANAGEMENT A total of 48 staff graduated in May with their Certificates for the Inspire Leadership Program, Certificate IV in Frontline Management, Certificate IV in Training and Assessment and Diploma in Management. Congratulations to all our graduates! 48 staff (24 professional staff and 24 academic staff in leadership roles) have completed the comprehensive
leadership program that involves a 360 degree feedback, workshops, peer mentoring, Harvard ManageMentor online modules and leadership project. 28 staff have completed their Certificate IV and 9 staff will receive their Diploma in Management achieving nationally recognised qualifications. 60 SECONDS WITH...... LEONE CRIPPS
Consultant, Leadership Development Office of Organisational Development How long have you worked at UWS, where did you start? I’ve been at UWS for six years. I commenced in the Professional Development Unit now the Office of Organisational Development. What is the thing you like best about your work? Working with a dedicated and talented OD team, also inspiring UWS academic and professional leaders. What was your first job? My first full-time job was a Business Management Cadet with the retail firm Grace Bros. I wanted to be a Fashion Buyer! What do you do in your spare time? I was a Theatrical Stage & Costume Designer prior to a career in Learning & Development . I still design three to four shows per year. As a child, what did you want to be when you grew up? I wanted to be an Air Hostess…alas wrong body shape.
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Office of People and Culture 9th Issue June 2013 University of Western Sydney http://www.uws.edu.au/people_and_culture/opc/feedback_on_people_and_culture
What do you think has been your greatest success? Personally: raising ‘My 3 Sons’… fine young men. Professionally: being awarded a scholarship to work in the UK, Europe & Canada with a world famous ballet designer.Describe yourself in 3 words.... Enthusiastic, creative and dedicated If you could go to just one country in the world for a vacation, which country would it be and why? Austria. I would like a return visit after such a long time. I spent two wonderful weeks doing research for a ballet in Vienna and Salzburg. Breathtaking scenery What is your favourite book, movie and/or album? My favourite novel is The Tenant of Wildfell Hall by Anne Bronte. If you were stranded on a deserted island and you could have 1 thing with you, what would that be? I’m sure I should say something practical here…my choice drawing paper/pencils. What is the best advice someone has ever given you? If at first you don’t succeed, try an alternative approach. WELCOME TO OPC REBEKKA DEBNER Rebekka started with NSW Police Service in 1996 in the infringement processing bureau then moved into payroll as Team Leader. There were over 18,000 police and civilian staff members on this payroll. Rebekka commenced with OPC in March 2013 as Assistant Superannuation/Payroll Officer. ARVINDER SINGH Arvinder Singh is our new Manager HR Information Systems (HRIS). Arvinder commenced with HRIS in April this year. Previously from Talent 2, Arvinder has a wealth of experience in HR systems, particularly Alesco. Arvinder and the HRIS team are located on the Building AE, Werrington North Campus and can be contacted on ext 5898.
TRISH SQUILLARI
With over 20 years’ experience with the University in Personnel at Nepean College of Advanced Education and in Human Resources as the Executive Assistant to the Director of Human Resources. After discovering that retirement isn’t all it’s cracked up to be, ventured into retail and discovered what life is like outside of UWS - ‘it’s a jungle out there’. Trish is now thrilled to be back on a part-time basis with Work Health & Safety providing administrative assistance to Andrew Robb and his team. ROSLYN HOWE Roslyn’s earlier career was in information technology where she led multi-function international teams and infrastructure projects mainly in the financial services sector. She rose to the level of CTO at Lend Lease Real Estate Investments also led the CEO succession planning and other organisational development projects. Roslyn spent five years with a boutique executive search firm working across the Higher Education and Government practice areas. Her experience in executive search includes: • Deputy Vice-Chancellor, Pro Vice
Chancellor, Executive Director, Chair and Dean level domestic and international searches on behalf of universities across Australia and New Zealand
• Government sector searches across Deputy Secretary, Chair and CEO roles
• Arts sector searches across Director, CEO and General Manager roles
DAWN ROSS Dawn joins OPC in the Office of Organisational Development from the Student Learning Unit where she held the role of Senior Administrative Officer. ABIGAIL SRINIVASAN Abigail is on a short term contact with the Organisational Development performing the role of Coordinator whilst Deann is on secondment to the HRSS team. ROSE MANLUTAC Rose joined the UWS Recruitment unit in April as Relocation Support Officer. Rose’s primary role is to coordinate the recruitment and immigration needs of our Visiting and Adjunct appointments. For assistance please contact Rose Manlutac.
Thank you for viewing the Office of People and
Culture newsletter. If you have feedback you
would like to share or would like to talk to
someone in OPC we can be contacted via:
Telephone: ext 5838
Email: [email protected] or our
feedback form
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