Current staff

Consultancy, secondary employment and internal work

  1. Home
  2. Information and services
  3. Legal, risk and governance
  4. Disclosures

This policy and related procedures are applicable to all staff and affiliates unless stated otherwise.

  1. Overview
  2. Quick guide
  3. Key changes
  4. Identifying consultancy
  5. Identifying secondary employment
  6. Identifying internal work
  1. Costing and pricing of research and consultancy
  2. Personal payments and academic consultancy
  3. Disclosing secondary employment
  4. Managing consultancy, secondary employment and internal work
  5. Resources

9. Disclosing secondary employment

By identifying and disclosing secondary employment, this will assist in managing any potential or actual conflict of interest and ensure:

  • unfounded accusations of bias or favouritism can be dealt with more easily and efficiently
  • the conflict can be resolved or managed in a transparent, accountable and timely way.

An undisclosed or unmanaged conflict of interest can undermine your reputation and integrity, and leave your colleagues, the University and others open to speculation, criticism and risk. As a public institution, UQ is required under the Public Sector Ethics Act 1994 to:

  • promote public confidence in the integrity of the public sector
  • resolve or manage conflicts of interest in favour of the public interest.
All academic staff on contracts of 12 months or longer and professional staff HEW 8 and above are required to disclose all secondary employment activities in the Secondary Employment Register (SER) under the Consultancy, Secondary Employment and Internal Work Policy and the Secondary Employment and Internal Work Procedure.

The Secondary Employment Register must be completed annually or when circumstances change, in order to keep the information up to date.

When completing the register, you will be asked questions such as whether you engage in secondary employment and what type of activities you engage in, including any information to assist UQ in understanding the interaction (if any) of this employment with UQ duties.

If you are unsure regarding the nature of your work in relation to the policy requirements, it is best to disclose the information and then seek advice from your supervisor.

View secondary employment register workflow diagram (PDF, 74.6 KB)

Need advice?

Identifying consultancy, secondary employment and internal work may be complex for some staff.

If you are unsure how to identify, disclose or manage consultancy, secondary employment and/or internal work items, you can talk to:

For consultancy:

For secondary employment:

For conflicts of interest (COI):

For queries about conflicts of interest related to research:

For general queries regarding the disclosure and management of interests, contact:

           

Disclosure and management of interests - who needs to register?

UQ has created an integrated framework regarding the disclosure and management of interests, which simplifies and clarifies policies and procedures to ensure ethical and legal compliance.        

All fixed-term and continuing staff members are required to complete the Conflict of Interest Register. Casual, unpaid and honorary staff who have a conflict of interest to declare are required to complete the Conflict of Interest form (PDF 1.42 MB) and submit to your supervisor in your organisational unit. Note that this form is different to the Conflict of Interest Register.

All professional staff (HEW 8 level and above) are required to complete the Secondary Employment Register.

All academic staff (continuing and fixed-term contracts of 12 months or longer; conjoint appointments where UQ is the lead employer) are required to complete the:

These registers must be completed annually, even if there is no item to disclose, and when circumstances change.