AISC Guiding Principles for the IRC Review

Principle 1 – knowledge and expertise of members

As well as having a comprehensive knowledge of their own industry, IRC members should have established industry networks, relevant industry experience, a strategic mindset and a broad interest across industries.

Principle 2 – open nomination process

The AISC is looking for a number of the positions on any IRC to be subject to a public nomination process.

Principle 3 – structure of the IRC

The initial phase of the pilot identified different ways in which positions on an IRC could be allocated – and a number of sub categories within those: 

  • Positions allocated to an individual with particular expertise. An example of this would be the Furnishing IRC where all positions are allocated to individuals with expertise across a range of industry sub-sectors (for example bedding, flooring technology, picture framing
    • All positions allocated to an individual with particular expertise will be filled by public nomination process. The AISC is looking for the public nomination process to result in the nominee with the most relevant skills being appointed to the position. 
  • Positions allocated to an organisation.  There are three sub-categories within this type:
    • Where this is one organisation – such as a national peak – that is essential to the effective operation of the IRC. An example of this is in the proposed structure for the Aboriginal and Torres Strait Islander Health Worker IRC where a position is allocated specifically to the Commonwealth Department of Health. Another example is in the Forest Management and Harvesting IRC where a position is allocated to the Forests and Furnishing Products Division of the CFMEU. These positions will be filled by invitation to the relevant organisation rather than by public nomination.  
    • Where there are multiple organisations and/or enterprises that could usefully be included in the IRC but including them all would make the IRC unwieldy and unnecessarily limit the number of positions on the IRC available to other industry representatives. In this case, it is open for the IRC structure to do one of two things:
      • Allocate one or more positions that would rotate through several specified organisations/enterprises. A similar arrangement operates in the AISC itself with one position allocated to the national industry peak bodies and it rotates annually between the Australian Chamber of Commerce and Industry; the Australian Industry Group and the Business Council of Australia. 
      • Allocate one or more positions and specify the category of organisation that would fill that position.  An example of this is that would be the proposed structure for the Aboriginal and Torres Strait Islander Health Worker IRC where there are two positions allocated to ‘non-government Aboriginal and Torres Strait Islander Community Controlled health services’. These positions will be filled through public nomination process. 
    • Where an organisation has a position allocated on the IRC – for example the relevant industry regulator or a major employer/employee representative body.
    • Where a position is allocated to an organisation, the AISC would be looking to allocate only one position for that organisation on the IRC structure. This reflects the need for a broad representation on IRCs across the relevant industry sectors. However, there may be a case where the IRC also includes positions allocated to an individual and the call for public nominations results in an individual from that organisation being appointed to the IRC. This would result in more than one person for an organisation being a member of the IRC – but reflects the AISC’s preference for the review process to be open and transparent.

Principle 4 – balance within the IRC

In determining the final membership of an IRC, the AISC will consider both the individual characteristics of nominees as well as the composition of the committee as a whole to ensure it is appropriate to represent the industry.  This principle aims to affirm an appropriate balance of geographic coverage and age and gender that is commensurate to the relevant industry or sector, as well as to provide an effective mix of leadership and practitioner expertise.