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Conflict of Interest for Higher Degree by Research Supervisors Guideline

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Section 1 - Context/Overview

(1) This Guideline is to assist staff involved in supervising Higher Degree by Research Candidates to manage potential conflicts of interest between supervision of a candidate in the workplace and in the context of their candidature.

(2) The Guideline supports the implementation of the Conflicts of Interest Policy and must be read in conjunction with that document and with the Code of Conduct.

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Section 2 - Guidelines

(3) When a current Higher Degree by Research supervisor becomes the candidate's workplace supervisor

  1. The Head of School should:
    1. consider whether it is desirable that an alternative workplace supervisor be appointed, including for the purposes of day-to-day supervision;
    2. appoint a workplace supervisor for the purposes of workplace performance assessment of the candidate/employee (including formal processes in connection with the Performance Development Framework, dealing with performance concerns and unsatisfactory performance and misconduct); and
    3. consider whether it is desirable to appoint a mentor for the candidate/employee.

(4)  When a staff member commences a Higher Degree by Research program and their workplace supervisor is nominated as the most suitable person to undertake the role of Higher Degree by Research supervisor

  1. The Higher Degree by Research supervisor should not undertake any workplace performance assessment of the employee/candidate; and
  2. The Head of School should:
    1. appoint a workplace supervisor for the purposes of workplace performance assessment of the employee/candidate (including formal processes on connection with the Performance Development Framework, dealing with performance concerns and unsatisfactory performance and misconduct); and
    2. consider whether it is desirable to appoint a mentor for the candidate/employee.