MONASH UNIVERSITY FACULTY HANDBOOKS

Business & Economics Handbook 1996

Published by Monash University
Clayton, Victoria 3168, Australia

Caution Copyright © Monash University 1996
ISBN 1320-6222

Authorised by Academic Registrar, April 1996

FACULTY INFORMATIONPart 4

CONTENTS

  1. Student grievance procedures
  2. Code of practice - research masters degrees
  3. Student representation on faculty committees
  4. Careers information
  5. Student societies associated with the faculty
| Monash University

Student grievance procedures

1 Introduction

These procedures are designed to facilitate confidential resolution of grievances with a minimum of delay and formality for any student who believes that he or she has a grievance against the faculty, where procedures for the resolution of that grievance are not provided for by other means. Such grievances may include, but are not limited to, equal opportunity complaints, complaints related to access and conditions, and complaints related to teaching or support services, or provision of faculty facilities.

2 Application of procedures

2.1 Any student (as defined by Statute 1.1) or any student enrolled in a non-award course, who believes that he or she has been unfairly treated by an academic or administrative decision (other than a decision made pursuant to Statute 4.1, Statute 6.2 or Statute 6.3), has the right to seek redress through these procedures.

2.2 Any grievance may relate to any matter other than:

2.2.1 matters covered in the statutes governing Discipline (Statute 4.1), Exclusion for Unsatisfactory Progress (Statute 6.2) or Exclusion for Health Reasons (Statute 6.3) in which case the procedures prescribed in the statutes must be used;

2.2.2 matters that relate to sexual harassment grievances which are to be dealt with under the provisions of the university `Sexual Harassment Grievances Procedures'.

2.3 In these procedures the term `the parties' means the aggrieved student (and any person who represents the aggrieved student) who constitutes the aggrieved party, and any member of staff or any School/department of the faculty (and any person who represents that member of staff or school), being the other party.

3 Confidentiality

3.1 Members of the Student Grievance Committee and parties to the proceedings or their witnesses must not divulge any information relating to a matter which is, or has been, before the committee to any person who is not a member of the committee or a party to the proceedings.

3.2 Proceedings will be conducted in closed hearing. Statements, claims and other matters put forward in these proceedings must not be used or made available for consideration in other areas without the approval of all parties and the committee.

4 Lodging of grievances

4.1 Complainants must be given the opportunity to settle grievances within the jurisdiction of the university.

4.2 It is expected that in the first instance students will attempt to resolve grievances in an informal manner. However, if this preferred procedure is inappropriate, an alternative `grievances pathway' may be followed.

+ Academic issues: step 1 lecturer/assistant lecturer; step 2 subject coordinator/course director; step 3 head of school or head of department; step 4 associate dean (undergraduate teaching) or associate dean (graduate teaching ) as appropriate; step 5 dean.

+ Administrative issues: step 1 campus executive officer; step 2. faculty registrar; step 3 associate dean (undergraduate teaching) or associate dean (graduate teaching ) as appropriate; step 4 dean.

4.3 Any student who has a grievance may wish to discuss the matter confidentially with any of the following university personnel in addition to those faculty personnel outlined in 4.2: a member of the university counselling services; an officer of the appropriate student association; the Equal Opportunity manager or his or her staff, who may assist with equal opportunity matters.

4.4 Where a grievance is not resolved informally it may be referred by the student in writing to the dean through the associate dean (students) or the head of administration who must either convene a Student Grievance Committee; or enquire into the complaint and attempt to negotiate a resolution.

4.5 A grievance is deemed to have been resolved when: the aggrieved party lodges a written withdrawal of the grievance, with the consent of the other party; or a settlement has been agreed to in writing by the parties, or a period of time of six months has elapsed with no contact from the complainant.

4.6 where a grievance is referred to the dean under section 4.4 this must be lodged by the student with the dean no later than six months from the event that gave rise to the grievance.

5 Composition of the Student Grievance Committee

Membership of the Student Grievance Committee will normally be: a member of the faculty staff as chairperson appointed by the dean; a nominee of the appropriate student association; a course director or nominee, nominated by the relevant head of department and who is acceptable to the complainant; a nominee from the appropriate staff association to which the respondent belongs or is eligible to belong, and who is acceptable to the respondent, or other staff member acceptable to the respondent; and one representative for each party as outlined in 6.5.

An additional member may be co-opted from the relevant professional body where professional matters are involved.

The secretary to the Student Grievance Committee will be appointed by the faculty's dean and the faculty registrar.

6 Procedures

6.1 The Student Grievance Committee will commence its proceedings within ten working days of its establishment and referral to it of a matter for deliberation.

6.2 The Student Grievance Committee will enquire into the grievance calling for submissions and evidence which it deems relevant.

6.3 The parties to a grievance are to have access to all information relevant to `the grievance'.

6.4 The Student Grievance Committee must give the parties to a grievance reasonable opportunity to be heard and to present such materials and evidence in support of their submissions as may be relevant.

6.5 Each party to the grievance has the right to be accompanied and/or represented by one other person from the university and that person has the right to be heard.

6.6 The Student Grievance Committee should normally complete the hearing of a grievance within twenty working days from the date of commencement of the hearing. Hearings shall be conducted with a minimum of formality.

6.7 After considering the matter the Student Grievance Committee must make a confidential written report to the dean with a statement that the grievance has been settled; or the parties are to undertake certain agreed courses of action; or where the grievance remains unresolved a recommendation that the dean attempt a resolution or take other action as appropriate.

6.8 Following receipt of the advice from the Student Grievance Committee the Dean must advise the parties involved in writing of the outcome within ten working days.

6.9 The chairperson must monitor the settlement for up to six months after resolution to ascertain whether the desired effect has been achieved and may recommend to the Dean that further steps be taken.

6.10 The secretary of the Student Grievance Committee shall keep the only record of proceedings. The record of the Student Grievance Committee must include the date of the hearing; the membership of the Student Grievance Committee; the general nature of the grievance; a brief outline of proceedings; the general nature of evidence; and the findings and recommendations of the Student Grievance Committee.

Records of proceedings must be kept for a period of twelve months after which time they will be destroyed.

6.11 The Student Grievance Committee will report annually to the faculty board on the number and general nature of grievances received and their outcome.

6.12 Subject to the foregoing the Student Grievance Committee is to regulate its own proceedings.

6.13 The procedures will be reviewed by the faculty board from time to time.

Code of practice - research masters degrees

1 Definition

A research masters degree generally has the objective of training students in research methodology and techniques and in their critical evaluation, appropriate to the field of study, and in the application of such methodology by conducting a specified program of research under appropriate supervision.

Examiners of a masters degree should satisfy themselves that the student has a thorough understanding of the relevant techniques in the field demonstrated both by their application and a thorough review of the literature; has managed to demonstrate competence in the chosen field through judicious selection and application of methods to yield fruitful results; has the capacity to critically evaluate these results and has the capacity to present well-written work.

2 Responsibilities

Research training at a tertiary institution involves the active participation of both staff and students. It is the responsibility of Monash University, the Faculty of Business and Economics, its departments and staff, and the student, to ensure this training is conducted in the most efficient and effective manner.

Note that the responsibilities of Monash University are not included here. These are adequately described in the university's code of practice for PhD supervision.

The responsibilities of the Faculty of Business and Economics, its departments and staff and the masters degree candidate are set out in the following sections.

2.1 Responsibilities of the Faculty of Business and Economics

The faculty has the responsibility to establish a policy framework within which academic department policies can be developed. It is the responsibility to ensure that:

2.1.1 the intellectual property rights of all parties are protected;

2.1.2 the faculty's standards and requirements for the particular degree are adhered to;

2.1.3 there are annual reporting requirements;

2.1.4 there are procedures by which either the candidate or the supervisor may make representations as appropriate should significant difficulties arise (grievance procedures);

2.1.5 there are appeals procedures setting out the grounds on which, and means whereby, candidates may appeal against the conduct and outcome of the examination and evaluation of their candidature;

2.1.6 there are clear guidelines for examiners or adjudicators, outlining in particular the faculty's expectations for the degree;

2.1.7 there are mechanisms in place to ensure that after the thesis is submitted it is examined properly.

2.2 Responsibilities of the responsible administering department:

It is the responsibility of the administering department to ensure that:

2.2.1 the student meets the requirements set down for admission to candidature;

2.2.2 the proposed research project is appropriate for the degree;

2.2.3 the department is an appropriate base for the research;

2.2.4 the proposed supervisor is sufficiently expert in the area of research and has the time and commitment to be able to offer the student proper supervision;

2.2.5 this proper supervision can be provided and maintained throughout the research period and that provision is made for an alternative supervisor if necessary;

2.2.6 joint supervisors or associate supervisors are appointed as required for interdisciplinary or highly specialised research projects, and responsibility is clearly designated and understood by both supervisors and candidates;

2.2.7 appropriate opportunities are provided, by way of seminars and the like, for students to develop their skills at presenting their work as well as facilitating their integration into a cohesive group;

2.2.8 appropriate opportunities are provided for students to interact with and develop profitable intellectual relationships with one another;

2.2.9 all new candidates are provided with a statement which sets out the procedures by which students may make representation to the head of the responsible administering department or the chairperson of the appropriate faculty committee if they believe that their work is not proceeding satisfactorily for reasons outside their control:

2.2.10 an appropriate procedure is established for dealing with unresolved conflicts between supervisor and a student, in line with institutional policy;

2.2.11 each candidate has written guidelines concerning ethical and safety procedures appropriate to the discipline.

2.3 Responsibilities of the supervisor

It is the responsibility of the supervisor to:

2.3.1 suggest ways that the candidate can make the most effective use of time. This will involve discussing the nature of research with the student, the standard expected, the choice of the research topic, the planning of the research program, and the availability of library resources in the field and bibliographical and technical assistance;

2.3.2 maintain close and regular contact with the student and establish at the beginning the basis on which contact will be made. This contact will be used to advise the student on the pace of progress, and ensure that a reasonable timetable is set to permit the degree to be completed in the appropriate time;

2.3.3 require written work from the student on a pre-arranged and agreed schedule so that progress can be assessed at regular intervals;

2.3.4 monitor the performance of the student relative to the standard required for the degree, and ensure that inadequate progress or work below the standard generally expected is brought to the student's attention. The supervisor should help develop solutions to problems as they are identified. If a supervisor thinks that they may become obliged to recommend that candidature be terminated because of unsatisfactory progress, they must give the candidate a preliminary written warning to that effect, and send copies of that communication to the head of department and chair of the appropriate faculty committee;

2.3.5 use the regular reporting procedures established by the faculty as the means by which any difficulties and problems discussed with the student during the year are noted and indicate the action taken or advice given to resolve these problems or difficulties. If the problem is not resolved, the head of the department should endeavour to resolve the problem, and the chairperson of the appropriate graduate programs committee should be notified in writing, of continuing problems in the reporting period.

2.3.6 comment on the content and the drafts of the theses and, at the time of submission, certify that the thesis is properly presented, conforms to the regulations and is, therefore, prima facie worthy of examination;

2.3.7 advise the appropriate faculty committee of the names and credentials of suitable examiners;

2.3.8 ensure the direction of the work is entirely under the control of the university and candidate in accordance with university policy;

2.3.9 ensure that agreement is reached with the candidate concerning authorship of publications and acknowledgment of contributions during and after candidature. There should be open and mutual recognition of the candidate's and supervisor's contribution on all published work arising from the project. It should not be automatically assumed that the supervisor's or candidate's name will appear on all published work;

2.3.10 fulfil any other specific obligations regarding supervision.

2.4 Responsibilities of the candidate

It is the responsibility of the candidate to:

2.4.1 show initiative, systematic application and responsibility in the research undertaking;

2.4.2 become familiar with the Faculty of Business and Economics regulations governing the degree;

2.4.3 discuss with the supervisor the type of help considered most useful, and keep to an agreed schedule of meetings;

2.4.4 take the initiative in raising problems or difficulties and share responsibility for seeking solutions;

2.4.5 maintain the progress of the work in accordance with the stages agreed with the supervisor, including in particular the presentation of any required written material in sufficient time to allow for comments and discussions before proceeding to the next stage;

2.4.6 discuss the progress towards, and impediments to maintaining the agreed timetable with the supervisor at regular intervals;

2.4.7 provide a formal report through the appointed supervisor to the appropriate faculty committee at periods specified by that committee;

2.4.8 adopt at all times safe working practices relevant to the field of research and adhere to the ethical practices appropriate to the discipline;

2.4.9 ensure that original data is recorded in a durable and appropriately referenced form and stored safely for a period appropriate to the discipline, but in any case for not less than five years;

2.4.10 prepare the thesis for examination, including arranging for typing, proofreading and binding, and, where appropriate consulting the supervisor regarding matters of style and presentation.

Student representation on faculty committees

Students are members of many of the faculty committees. The student members are elected each year by students enrolled for the degrees taught by the faculty. The following committees have student members:

+ Faculty board

+ Graduate studies committee

+ Quality assurance committee

+ Research committee

+ Undergraduate studies committee

The student members of the committees may be contacted through the relevant committee secretary, details of whom are available from faculty offices.

Careers information

The faculty's graduates take up a wide range of careers in business, commerce and industry and government. Courses in careers education and training are run by the Course and Careers Centre, in particular, help with resume writing and interview skills. Series of employer visits to campus are also organised. Some international employers come to Australia to recruit staff.

Careers available to students specialising in accounting are diverse and include positions such as chartered accountants, financial managers, financial accountants, management accountants, financial advisers and public accountants. Many organisations and individuals employ the services of accountants and employment opportunities are found in private enterprise, government organisations, accounting firms and non-profit organisations. A banking or a finance specialisation can enable graduates to work in international banking, international finance, investment management, treasury management, money market operations, lease finance, consumer finance, business finance, project finance, financial modelling and forecasting.

Large companies, consulting firms, public opinion and marketing agencies, as well as the media, all provide career opportunities for graduates in economics with supporting studies in a range of disciplines. Econometrics emphasises quantitative skills, applicable to business areas in the private and public sector, which are in demand for forecasting, decision making, economic and financial modelling, quality management, market analysis and research. Graduates are also well qualified to apply for positions in international organisations, the public service and positions associated with parliamentary offices. Government relations are an aspect of business activity of growing importance.

A management or business administration specialisation leads to career opportunities in manufacturing management, quality and material management, production and inventory control facilities, planning and design, human resource management, public relations, training and development, occupational health and safety, equal opportunity and industrial relations. A retail management specialisation can broaden opportunities for career advancement in the retail industry where tertiary qualifications are becoming increasingly significant in senior management.

An international trade specialisation provides career opportunities in legal and trade negotiation sections of import/export companies, finance, marketing, tourism and hospitality agencies and other organisations which seek to serve foreign clients (eg conference organisations and tourism companies), government departments and organisations operating in the international areas, multinational companies and financial institutions. A marketing specialisation provides a wide range of career opportunities in industrial, consumer and service organisations, as well as government. Graduates are employed in management, marketing, market research and analysis, sales and advertising.

Student societies associated with the faculty

All campuses

+ Australian International Association of Economics, Commerce and Business Students (AIESEC 9905 4177)

Caulfield

+ Accounting/Computing Society

+ David Syme Business Society

+ International Traders Society (Caulfield)

+ Monash Banking Society

+ Monash Marketing Society

+ Contact the Student Union, Caulfield (9903 2525 or 9571 1066) for details.

Clayton

+ Economics and Commerce Students' Society (ECSS 9905 1465)

+ Chartered Accountants Students' Society

+ MBA Association

+ Contact Clubs and Societies Office, Student Union, Clayton (9905 4159) for details.

Peninsula

+ Accounting/Computing Society

+ Agribusiness Society

+ International Traders Society (Peninsula)

+ Contact the Student Union, Peninsula (9904 4217) for details.

Student organisations

Student organisations which involve many of our faculty's students are:

+ International Students Association (Peninsula) 9904 4217

+ International Students Association (Gippsland), Contact Monash International ((051) 226 741) for details.

+ Monash University International Students' Service (MUISS), (Clayton) Veronica Wong, 9905 4143

+ Overseas Student Services (OSS), (Caulfield) 9903 2525

+ Monash Postgraduate Association (9905 3196)

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