Document Feedback - Review and Comment
Step 1 of 4: Comment on Document
How to make a comment?
1. Use this to open a comment box for your chosen Section, Part, Heading or clause.
2. Type your feedback into the comments box and then click "save comment" button located in the lower-right of the comment box.
3. Do not open more than one comment box at the same time.
4. When you have finished making comments proceed to the next stage by clicking on the "Continue to Step 2" button at the very bottom of this page.
Important Information
During the comment process you are connected to a database. Like internet banking, the session that connects you to the database may time-out due to inactivity. If you do not have JavaScript running you will recieve a message to advise you of the length of time before the time-out. If you have JavaScript enabled, the time-out is lengthy and should not cause difficulty, however you should note the following tips to avoid losing your comments or corrupting your entries:
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DO NOT jump between web pages/applications while logging comments.
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DO NOT log comments for more than one document at a time. Complete and submit all comments for one document before commenting on another.
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DO NOT leave your submission half way through. If you need to take a break, submit your current set of comments. The system will email you a copy of your comments so you can identify where you were up to and add to them later.
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DO NOT exit from the interface until you have completed all three stages of the submission process.
(1) The purpose of this policy is to outline the principles that RMIT follows when undertaking recruitment, remunerating its staff, managing the employment relationship and approaching matters relating to termination of employment. (2) RMIT is committed to appointing people to roles using fair, transparent recruitment processes and making decisions that are free from unlawful discrimination. (3) RMIT aims to attract great talent, motivate people to stay, provide opportunities for development and reward them fairly and consistently. RMIT provides attractive benefits that meet and often exceed the minimum legal standard. (4) Where circumstances lead to the conclusion of an employment relationship, RMIT will ensure this occurs in accordance with the relevant legislation and employment terms. (5) This policy applies to all prospective and current employees of the (6) RMIT is committed to attracting great talent, motivating employees to stay, providing opportunities for development and rewarding staff fairly and consistently to enhance the University’s positioning as an employer of choice to internal and external candidates (this includes Aboriginal and Torres Strait Islander employees for RMIT’s Australian entities). (8) Recruitment and remuneration conditions will comply with the relevant legislation and employment terms and be aligned with RMIT’s strategic plan and teaching, learning, research and service priorities. (9) RMIT is committed to addressing the gender pay equity gap and will undertake regular analysis and monitoring, implementing improvements where required. Remuneration will be sufficiently flexible and regularly reviewed to ensure gender bias does not occur at any point in the decision-making processes. (10) RMIT recognises that the employment relationship may end for various reasons and will ensure that it complies with relevant legislation and employment terms. (11) The People team has a responsibility to: (12) The Chief People Officer or nominated delegate (including for RMIT Group entities) is responsible for: (13) Managers are responsible for ensuring that: (14) This policy will be reviewed at least once every three years in accordance with the Policy Governance Framework. (15) Refer to the following documents, which are established in accordance with this policy: (16) (Note: Commonly defined terms are in the RMIT Policy Glossary. Any defined terms below are specific to this policy).Employee Lifecycle Policy
Section 1 - Purpose
Section 2 - Overview
Section 3 - Scope
Section 4 - Policy
Principles
Responsibilities
Review
Section 5 - Procedures and Resources
Top of PageSection 6 - Definitions
People