applicant’s information package - gisc.nsw.gov.au · glen innes severn council applicant’s...

GLEN INNES SEVERN COUNCIL

APPLICANT’S INFORMATION PACKAGE

Vacant Position: Lifestyle Support Facilitator (2 positions)

Reference Number: CS41/18/04

Closing Date: 9 February 2018

ONLY APPLICATIONS SUBMITTED ONLINE AT www.gisc.nsw.gov.au

WILL BE ACCEPTED FOR THIS POSITION

Your information package includes the following:

1. Position Advertisement

2. Selection Criteria

3. Position Description

4. Application Checklist

5. Guide to Applying for Employment with Council

If any of the above items are missing or are incomplete, please

contact Helen Stapleton.

Telephone: 02 67302300

Facsimile: 02 67323764

Email: [email protected]

Lifestyle Support FacilitatorReplacement Positions

• Two (2) positions• Full time (38 hours per week)

• $54,698 to $60,377 pa (plus super)• Monthly Rostered Day Off (RDO)

This position is government funded.

Are you looking for a challenging and rewarding position in community services or LocalGovernment? Council’s Life Choices – Support Services, is a long term provider of services forpeople who have a disability and people who are older in the New England and Northwest andthis position is to assist with service delivery under the current funding models.

The successful applicant will possess Certificate IV in Community Services (Community Work,Aged Care or Disability Work) or other relevant discipline, or an equivalent combination ofqualifications, training and/or experience. You will have a sound knowledge and understandingof current practices, standards and guidelines in the community care sector and specificallythose relevant to service provision for people who have a disability and people who are older;experience working with people who have dementia and people who exhibit behaviour that ischallenging; and cultural awareness and sensitivity. Effective oral and written communicationskills, including community consultation; sound computer skills, in particular data entry and wordprocessing, MS Excel and FileMaker Pro client database software are also required, togetherwith a class C driver’s licence and a current First Aid Certificate.

This position has been identified as child-related employment. It is an offence for a personconvicted of a serious sex offence or a Registrable Person under the Child Protection(Offenders Registration) Act to apply for this role. Working with Children Checks andNational Criminal Record Checks apply.

Enquiries relating to the application process may be directed to Helen Stapleton on (02) 67302303 or email [email protected]

Position specific enquiries may be directed to Janine Johnson, Manager of Community Serviceson (02) 6730 2306 or email [email protected]

Council is an EEO employer. Women, Aboriginal people and Torres Strait Islanders, people witha disability, and members of racial, ethnic, and ethno-religious minority groups are encouragedto apply.

Apply by 4:30pm on Friday 9 February 2018, following the directions in your information package.Ref No: CS41/18/04

Hein Basson – General Manager

Promoting a safe and healthy workplace

Please Note: Failure to adequately address the selection criteria in your application may prevent theSelection Panel from assessing your suitability for the position and may exclude you from furtherconsideration at the short-listing stage. For further information on how to correctly address selectioncriteria, please refer to the enclosed booklet ‘Guide to Applying for Employment

Glen Innes Severn Council Human Resources

Recruitment – Position Selection Criteria

Part A: Vacancy Details

Position Title: Lifestyle Support Facilitator (2 positions)

Vacancy Ref No: CS41/18/04 Closing Date: 9 February 2018

Part B: Essential Position Specific Criteria

1Certificate IV in Community Services (Community Work, Aged Care or DisabilityWork) or other relevant discipline, or an equivalent combination of qualifications,training and/or experience.

2

Sound knowledge and understanding of current practices, standards andguidelines in the community care sector and specifically those relevant to serviceprovision for people who have a disability and people who are older, plusdemonstrated practical experience.

3Experience working with people who have dementia and people who exhibitbehaviour that is challenging.

4 Cultural awareness and sensitivity.

5 Effective oral and written communication skills, including community consultation.

6Sound computer skills, in particular data entry and word processing, MS Excel andFileMaker Pro client database software.

7 Class C driver's licence.

8 Current First Aid Certificate.

Position Description: Lifestyle Support Facilitator

Last Reviewed / Updated: 19 September 2017 Page 1 of 7

Approved: ________________ Date: __19 September 2017_ Supervisor / Employee: ______ ______

GLEN INNES SEVERNCOUNCIL

Position Description

Position Title:Position Number:Department:Section / Program:Location:Reports To:Grade:Band and Level:Current Status:Salary Range (pw):

Current Occupant:

Prepared/Revised By:

Date:

Approved By:Date:

Other Conditions andBenefits:

CHILD-RELATEDEMPLOYMENT

COUNCILCODES and RULES

WORKPLACEHEALTH andSAFETY

Lifestyle Support FacilitatorCS41Corporate and Community ServicesLife Choices – Support ServicesLife Choices – Support Services, 134 Church Street, Glen InnesTeam Leader Activity and Lifestyle Support9Administrative/Technical/Trades Band, Level 1Permanent Full-time (38 hours per week)$1,051.90 to $1,161.10

J Johnson, Manager of Community ServicesH Stapleton, Human Resources Officer (Payroll)19 September 2017

A Watt, Director of Corporate and Community Services19 September 2017

• Monthly Rostered Day Off (RDO)

This position has been identified as child-related employment as definedin the Commission for Children and Young People Act 1998. It is anoffence for a Prohibited Person or a Registrable Person to apply for,undertake or remain in, child-related employment.

The employee who occupies this job must be knowledgeable aboutCouncil's Code of Conduct and other policies and organisation rules thataffect his or her employment. It is a requirement of the job that thesecodes, policies and rules are followed.

The employee who occupies this job must be knowledgeable aboutCouncil's safety policy and procedures as described in the organisation'sWorkplace Health and Safety (WHS) Management Plan. He or she mustcomply with relevant WHS policies and procedures and act in a mannerthat ensures the health and safety of all persons in the workplace.




JOB SUMMARYSupports the Team Leader Activity and Lifestyle Support to facilitate planning and implementationof consumer-focused, quality services of choice; thus enabling the consumers to maintain andenhance their independence and control, by performing the following duties.

DUTIES and RESPONSIBILITIES

Essential Duties and Responsibilities include the following:The duties and responsibilities listed here are considered essential to achieving the primaryobjectives of this job. Other duties consistent with the functions and role of the position may beassigned.

⇒ Maintains a sound awareness of current legislation, standards, guidelines, policies andprocedures relevant to the provision of consumer directed and focused services for people whoare older and people who have a disability, and ensures their correct implementation inconsultation with the Team Leader.

⇒ Promotes the image of the Council in a positive manner and actively works to promote goodpublic relations.

⇒ Ensures the provision of a high level of customer service, including providing timely feedbackto customers, ensuring that the “loop is closed” and that excellence in customer service isachieved.

⇒ Demonstrates an understanding and adherence to organisational policy and procedures,through a high standard of professional conduct and interpersonal communication skills ascommunicated by the Team Leader Activity and Lifestyle Support.

⇒ Abides by relevant Council codes, policies and procedures as communicated by the TeamLeader Activity and Lifestyle Support. Ensures that strict confidentiality is maintained in regardto consumer records and information.

⇒ Demonstrates and applies an understanding of person-centered service coordination principlesand the ability to develop care plans incorporating consumer goal setting, including realisticshort and longer term goals and exit strategies.

⇒ Assists with planning individual service delivery to ensure the provision of an informed,coordinated and quality service as agreed by the consumer and / or their person responsible.

⇒ Consults with consumers and their person responsible to develop and implement recreational,educational, social, cultural, health or other plans, targeting the consumer's specific wishes andgiving consideration to the safety of all concerned in consultation with the Team Leader Activityand Lifestyle Support.

⇒ Promotes the availability of aged and disability services throughout the service area byestablishing networks and identifying and utilising appropriate avenues to raise publicawareness, in consultation with the Team Leader Activity and Lifestyle Support.

⇒ Negotiates services and equipment provision for consumers, using the brokerage model and /or direct provision of services, in consultation with consumers and / or their person responsibleand service provision agencies.




⇒ Facilitates and coordinates consumers' access to a range of services from a variety of othercommunity service providers, in consultation with consumers and /or their person responsibleand providers and under guidance from the Team Leader Activity and Lifestyle Support.

⇒ Ensures that consumers are informed about Life Choices – Support Services by makingnewsletters and other information available to them.

⇒ Delivers any service plans, budgets, consents and other documentation to the consumer to sign,after the Team Leader Activity and Lifestyle Support has confirmed amounts with the FinancialOfficer and approved other documentation.

⇒ Monitors and reviews service provision through regular contact with consumers and/or theirperson responsible.

⇒ Consults with other community services regarding individual consumers, having regard toconfidentiality, and makes referrals to appropriate services when required.

⇒ Ensures risk assessments are performed on all consumers, venues and activities, and thatlifestyle facilitation staff exercise due diligence in relation to Work Health and Safety risks whileconsidering the "duty of care" owed to the consumer, alongside their right to respect, self-determination, independence and dignity.

⇒ Ensures a team culture of risk aversion and safe work practices, where incident and hazardreporting happens on the appropriate forms; on the same day it is experienced.

⇒ Demonstrates and applies an understanding of case management principles and the ability todevelop care plans incorporating realistic consumer-driven goal setting and exit strategies.

⇒ Establishes and maintains consumer and service records as directed and in accordance withthe requirements of funding bodies and relevant legislation and policies.

⇒ Monitors and reviews case management service provision and care plans as instructed by theTeam Leader Activity and Lifestyle Support.

⇒ Establishes and maintains consumer and service records and provides timely and accuraterecord updates at the conclusion of each consumer contact episode.

⇒ Assists the Team Leader Activity and Lifestyle Support with consumer selected support workers,maintaining relevant files, rosters and job descriptions, to ensure that services and activities areadequately staffed to meet consumer needs.

⇒ Ensures that consumer fees and charges are collected, receipted, balanced and submitted tothe Administration and Quality Officer, and maintains appropriate records of transactions.

⇒ Prepares and electronically transmits statistical data as required.

⇒ Attends meetings, conferences and workshops as required for service delivery and to fulfill theresponsibilities of the position and participates in training as required.

⇒ Monitors all assets within area of responsibility, ensuring that all equipment is included on theassets register, maintained correctly and used appropriately within the services.

⇒ Operates a variety of office equipment, including personal computers, photocopiers, facsimilemachines, printers and telephone systems.




⇒ Reports to the Team Leader Activity and Lifestyle Support as required on all matters concerningthe program.

Additional Duties include the following:The duties listed here are not essential for achieving the primary objectives of the job, but do formpart of the job's function. Other duties may be assigned.

⇒ Ensures that Life Choices - Support Services consumer areas are kept neat, tidy and organised.

⇒ Assists other Life Choices - Support Services staff when required for short-term relief or asbackup during times when a consumer is experiencing challenging behaviour.

⇒ Deals with enquiries and provides assistance to consumers across all programs in the short-term absence of other personnel.

⇒ Trains and coaches new or relief staff to assist them to learn aspects of the job.

SUPERVISORY RESPONSIBILITIESThis position is required to supervise between 6 and 10 service contractors and / or volunteers onan occasional basis or on specific projects. Carries out supervisory responsibilities in accordancewith the organisation's policies and applicable laws. Responsibilities include:

⇒ planning, assigning, and directing work⇒ coaching and advising

FINANCIAL AUTHORITYThe position has no authority to approve expenditure for consumer services and goods.

PHYSICAL DEMANDSThe physical demands described here are representative of those that must be met by an employeeto successfully perform the essential functions of this job. Reasonable accommodations may bemade to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk and hear in anenvironment with generally low to moderate levels of background noise. He or she is frequentlyrequired to use hands and arms to drive motor vehicles and operate computer keyboards and otheroffice equipment.

Sufficient personal mobility is required to enable the employee to operate and climb in and out ofmotor vehicles, including light buses, and visit clients in their homes on a regular basis. He or shemust frequently lift and move objects up to 10 kilograms in weight using safe lifting techniques.

Specific vision requirements for this job include close vision for reading, writing and computeroperation, plus distance vision, peripheral vision and depth perception adequate for the safeoperation of motor vehicles.

WORK ENVIRONMENTThe work environment characteristics described here are representative of those an employeeencounters while performing the essential functions of this job. Reasonable accommodations maybe made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally exposed to outside weatherconditions. The noise level in the work environment is usually quiet to moderate. There are no otherunusual work environment characteristics associated with this position.




SIGNATURES

__________________________ __________________________ ___________________Employee Name Date

__________________________ __________________________ ___________________Supervisor Name Date




PERSON SPECIFICATION

Position Title: Lifestyle Support FacilitatorPosition Number: CS41Section: Life Choices – Support Services

EDUCATION, SKILLS and EXPERIENCETo perform this job successfully, an individual must be able to perform each essential dutysatisfactorily. The requirements listed below are representative of the knowledge, skill, and / or abilityrequired. Reasonable accommodations may be made to enable individuals with disabilities toperform the essential functions.

Education and ExperienceCertificate IV in Community Services (Community Work, Aged Care and/or Disability Work) or anequivalent qualification, with two to three years related experience; or the equivalent combination ofeducation, training and / or experience.

Language SkillsAbility to read, analyse and interpret general business periodicals, professional journals andgovernment regulations. Ability to write reports, business correspondence, and policy and proceduremanuals. Ability to effectively present information and respond to questions from clients,management and other employees within the organisation.

Mathematical SkillsAbility to add, subtract, multiply and divide in all units of measure, using whole numbers, commonfractions and decimals. Ability to compute rate, ratio and percent and to draw and interpret graphsand tables.

Reasoning AbilityAbility to solve practical problems and deal with a variety of concrete variables in situations whereonly limited standardisation exists. Ability to interpret a variety of instructions furnished in written,oral, diagram or schedule form.

Computer SkillsIntermediate skills in word processing, Internet, email and data entry skills. Competence withFileMaker Pro client database software.

Certificates, Licences, RegistrationsThe following licences and/or certificates are an essential requirement for the safe and competentperformance of this job.

⇒ Class C driver's licence⇒ First Aid Certificate

Other Skills and Abilities

Nil.




SELECTION CRITERIAApplicants should carefully address all criteria in their applications. To be recommended forappointment, applicants must demonstrate that they meet the essential criteria.

Essential

⇒ Certificate IV in Community Services (Community Work, Aged Care or Disability Work) or otherrelevant discipline, or an equivalent combination of qualifications, training and/or experience.

⇒ Sound knowledge and understanding of current practices, standards and guidelines in thecommunity care sector and specifically those relevant to service provision for people who havea disability and people who are older, plus demonstrated practical experience.

⇒ Experience working with people who have dementia and people who exhibit behaviour that ischallenging.

⇒ Cultural awareness and sensitivity.⇒ Effective oral and written communication skills, including community consultation.⇒ Sound computer skills, in particular data entry and word processing, MS Excel and FileMaker

Pro client database software.⇒ Class C driver's licence.⇒ Current First Aid Certificate.

Desirable

Nil

Form No:HR 011.1.0

Version No: 1.0Date: April 2011

Review Date:April 2013

Related Documents: Resp Officer:Pay Officer

Glen Innes Severn Council Human Resources

Application Checklist

Before you submit your application, have you:

Carefully read all the contents of the information package?

Carefully read the position description and acquainted yourself fully with the selectioncriteria?

Completed the online application form at www.gisc.nsw.gov.au?

Uploaded a resume giving full details of your previous employment history?

Provided full details of at least two referees?

Uploaded cover letter, references, certificates, licences and/or qualifications insupport of your application? (only 2 files can be uploaded)

Included your “Working With Children” Check application number?(Note: This item applies to child-related employment only)Important: If the position you are applying for is child-related employment,failure to provide the Working With Children Check application number withyour application will exclude you from consideration at the short-listing stage.

Note: If you are running short of time to submit your application, please speakto the contact person nominated in the advertisement before the closing date.He or she may be able to assist you in this matter.

guide

to

applying for employment

with

GLEN INNESSEVERN COUNCIL

GLEN INNES SEVERN COUNCILEMPLOYMENT GUIDE

Table of Contents

Introduction ................................................................................Page 1

Equal Employment Opportunity......................................................Page 2

Position Description........................................................................... Page 2

The Contact Person.....................................................................Page 2

Introduction to Selection Criteria ............................................. Page 3

The Selection Process....................................................................... Page 3

Child-Related Employment......................................................... Page 4

Selection Criteria.............................................................................. Page 5

Your Interview ....................................................................... Page 6

Reference Checks ...................................................................... Page 7

Pre-Employment Medical Examination............................................Page 7

Probation Period .........................................................................Page 8

Confidentiality ............................................................................Page 8

1

Thank you for your interest in the recently advertised vacancywith Glen Innes Severn Council.

Council selects applicants by assessing their relative suitabilityand merit for employment in relation to the essentialfunctions of the advertised position, and specifically byassessing their ability to meet the selection criteria provided inthe position description.

This guide has been prepared to assist you with thepreparation of your application, and to give you a morecomplete picture of the advertised position. Basic informationis provided on how to apply for the position and how toprepare for your interview.

If you have any further questions, please do not hesitate tospeak to the contact officer specified in the job advertisement.He or she will be pleased to assist you with additionalinformation or will refer you to someone who has theinformation that you seek.

2

EQUAL EMPLOYMENT OPPORTUNITY

As part of its internal policies, and in accordance with Federal and State laws, GlenInnes Severn Council provides Equal Employment Opportunity (EEO) for allemployees and applicants for employment.

EEO reinforces merit-based selection in that it requires applicants and existingemployees to be selected, promoted, remunerated and trained on the basis of theirability to do the job. Merit based selection is an assessment of an applicant’s abilities,skills, knowledge, qualifications and potential, relative to other applicants, against theselection criteria set down in the position description. It is designed to eliminatereference to irrelevant information when assessing a candidate’s ability.

Important note: If you feel that at any stage of the recruitment or selectionprocess Council, or a representative of Council, has discriminated againstyou, you are encouraged to bring the matter to the attention of the GeneralManager and/or seek appropriate legal advice.

POSITION DESCRIPTION

The attached position description (PD) is the major source of information regarding theposition that you are applying for.

You should read this document very carefully. It includes the following information:

Details of the position, including title, location, grade, salary and specialemployment conditions and benefits;

Job summary, duties and responsibilities;

Organisational relationships, that is, who the position reports to and who itsupervises;

Financial responsibilities and limits to financial authority;

Representative qualifications, skills and abilities;

A summary of physical demands and the work environment;

SELECTION CRITERIA and other pre-employment conditions that must be met.

THE CONTACT PERSON

The advertisement for the position will nominate a contact person, which is usuallyCouncil’s Human Resources Manager. It is the responsibility of this person to answerall initial enquiries in regard to the position and ensure that applicants promptlyreceive a complete information package when they request it.

He or she will refer you to another appropriate contact, usually within the section inwhich the vacancy has occurred, if you require more specific information about theposition.

If you have an enquiry in regard to the vacancy or your application, at anystage of the recruitment or selection process, please feel free to speak tothe contact person. He or she is there to assist you and will treat allenquiries with respect and confidentiality.

3

INTRODUCTION TO SELECTION CRITERIA

You will note that this guide makes repeated references to ‘selection criteria’, whichcan be found in the Person Specification that forms part of the Position Description.

When completing your application, it is essential that you address the selection criteriafor the position that you have applied for.

If this is the first time that you have encountered selection criteria, you may beexperiencing some confusion over the term. Selection criteria are simply those work-related skills, abilities, experience, knowledge and/or qualifications that areconsidered to be necessary for the competent performance of the essential duties andtasks of the position. They are determined by reference to the job’s functions.

For more detailed information on selection criteria, refer to Page 8in this Guide.

Failure to adequately address the selection criteria in your application mayprevent the Selection Panel from accurately assessing your suitability forthe position and may exclude you from further consideration at the short-listing stage.

THE SELECTION PROCESS

The four stages in the selection process are as follows:

1. Shortlisting of ApplicantsThe Selection Panel will assess all applications for the position and will create ashortlist of those applicants that, based on their relative merit, will proceed to thenext stage of the selection process.

During the shortlisting stage, the Selection Panel will:

Read all applications for the position.

Compare the information provided in each application with otherapplications and the selection criteria.

Assess, using the selection criteria, applicants’ relative merit in relation to thevacant position.

Create a shortlist of applicants that will proceed to the next stage.

Shortlisted applicants will be contacted and invited to participate in furtherassessment. Unsuccessful applicants will be advised accordingly.

2. Final SelectionAt this stage of the selection process, the Selection Panel will use selectionmethods to reduce the shortlisted applicants to a single recommended applicant.Depending on the nature of the position and the quality of applicants, one or twodefault nominees may also be chosen. The default nominee(s) may be offeredemployment in the event that the recommended applicant does not take up duty.

4

The Selection Panel has a number of possible selection methods at its disposal.

These may include one or more of the following:

Structured interviews, where each applicant is asked the same set ofquestions relating to the selection criteria.

Work assessments, in which applicants are required to carry out task(s)similar to that required in the position.

Aptitude or ability tests, for example, typing tests, mathematical tests.

3. Verification of Prior Employment and QualificationsYou will be asked to supply the details of at least two referees with yourapplication. Preferably, these should be people that are able to comment on yourprevious work experience, although it is acknowledged that this will not bepossible if this is the first job that you have applied for.

The Selection Panel will conduct telephone reference checks before an offer ofemployment is made, and may also conduct checks with relevant educationalinstitutions and/or training providers to verify applicants’ qualifications and othercredentials.

4. Feedback on Your Application and InterviewThe convenor of the Selection Panel will be available for feedback and advice onapplications and/or interviews at the conclusion of the selection process.Unsuccessful applicants will be advised in writing of the convenor’s contactdetails. It is intended that this advice will assist all applicants with futureapplications and interviews, particularly in relation to merit-based selectionprocesses and selection criteria.

CHILD-RELATED EMPLOYMENT

Council has a number of positions that have been identified as child-relatedemployment in accordance with the NSW Child Protection (Prohibited Employment)Act. It is an offence for a person convicted of a serious sex offence to apply for thesepositions. Advertisements for vacant positions will advise applicants if a positioninvolves child-related employment.

Recommended applicants will be required to consent to and pass appropriateemployment screening, including referee and discipline checks, criminal recordchecks and certain apprehended violence order checks before an offer ofemployment will be made.

If you are applying for a position that involves child-related employment, you musthave a “Working With Children” Check application number, which can be applied foronline at www.kids.nsw.gov.au

All information gained through employment screening will be treatedwith the utmost confidentiality by Council and will be held in a secure file,which can be accessed only by the Human Resources Section.

5

SELECTION CRITERIA

It is essential that you are aware of the importance of addressing the selection criteriacorrectly. The selection criteria, particularly the essential criteria, are the mostimportant part of your application. The Selection Panel will refer to all of theinformation in your application when making decisions, but will concentrate primarilyon the selection criteria for an analysis of your suitability for the position

The selection criteria in the position description clearly document the qualifications,skills, abilities, experience and knowledge that are considered necessary for aperson to competently perform the duties of the position. By directly addressing thecriteria you are given an opportunity to demonstrate to the Selection Panel thatyou are the best person for the job.

The following guidelines are given to assist you with the preparation of yourstatement of selection criteria:

Ensure that you specifically address each of the selection criteria by outlininghow your qualifications, skills, abilities, experience and knowledge meet therequirements of the position. To do this properly, you must read the selectioncriteria carefully and determine what each one is asking.

When considering the length of your statement addressing the selectioncriteria, you should remember that it is quality, not quantity that counts.Critically analyse your statement and if a paragraph does not relatedirectly to the selection criteria, consider leaving it out. As a general rule,approximately half a typed A4 page should be sufficient for each criterion.Remember that the Selection Panel may have to read a considerable numberof applications, so try not to include unnecessary information or be repetitive.

The statement should consist of each of the selection criteria as a heading, withyour written response underneath.

Some hints for addressing the criteria are:

Make a clear statement of why you meet the criteria, then provide supportinginformation, preferably through examples of your personal experience thatreinforce your statement.

If possible, validate this with supporting evidence. For example, attach atestimonial, certificate, statement of qualifications, or other documentation thatsupports your claim.

• If selection criteria ask for ‘demonstrated’ experience, knowledge or skills, youare being specifically requested to draw on your previous work experience todemonstrate that you meet the criteria. If you don’t have previousexperience as a paid worker in the relevant field, don’t despair. Bear inmind that experience may be drawn from paid or voluntary work. Thinkcarefully about all previous experience that you have, both paid and unpaid,relating to the criteria.

6

YOUR INTERVIEW

The Section Panel’s task is to select the applicant that most closely fits therequirements of the position, as determined by the position description and selectioncriteria, or has the greatest potential to meet those requirements.

Your task is to determine whether the job is suitable for you and to convince theSelection Panel that you have displayed the greatest merit for appointment to theposition.

The best indicator of future success is past performance in related positions.Accordingly, the Selection Panel will use the interview to ask applicants a set ofspecific, job-related questions to investigate past achievements and test knowledge,skills and abilities. The questions will be based on the selection criteria and allapplicants who are interviewed will be asked the same set of questions.

Generally, all persons who are appointed to a Selection Panel will have receivedtraining in this area. If you feel that the Selection Panel, or a member of the SelectionPanel, has asked you an irrelevant or inappropriate question that you feel mayadversely affect your appointment to the position, it is your right to query this at theinterview. An example might be a question in relation to your age or marital status.

Preparing Yourself for the InterviewThe questions asked at the interview will relate to the selection criteria. You have thesame access to the selection criteria as the Selection Panel, so if you put thought intopreparing for the interview, there should be no surprises.

Some useful hints are:

Carefully read the position description and in particular the selection criteriaand role and functions of the position.

Identify the meaning and requirements of the above.

List key issues relating to each.Give some thought to likely questions that would directly apply to the positiondescription. Also prepare answers to some of the more general types of questionsthat you may be asked. For example; why did you apply for this position; what hasbeen your greatest achievement to date; how do you prioritise your workload? Youwill usually be given at least 15 minutes preparation time immediately prior to theinterview, so that you can familiarise yourself with the questions. Please feel free totake notes at this stage.

Remember that the Selection Panel’s task is to determine the best person for thejob, not to put you under undue pressure. Try to relax and prepare yourself in waysthat work best for you.

Answering and Asking QuestionsThis is a very important part of the selection process. It is important that you arehonest, and answer the questions succinctly and clearly. It is helpful to be able to giveexamples of what you have done. Act positively and be enthusiastic about what youhave to offer.

7

Listen carefully to the questions being put to you and query anything that you do notunderstand. If you have a ‘mental block’, ask the Panel if you can return to thequestion at a later point. Unless there are time constraints, this will usually beacceptable.

Remember that the interview is a two way process and that you may ask questions aswell. In fact, if you have a few carefully considered questions about the position itmay help to demonstrate your knowledge and enthusiasm.

Interview ExpensesCouncil may reimburse some of the expenses that you incur to attend the interview.This will vary from position to position. The contact person will be able to advise youin regard to this matter.

REFERENCE CHECKS

The checking of referees is a process used to confirm or clarify issues and claims thatyou have made in your application and interview. It is a requirement that informationprovided by applicants be verified by referees prior to an appointment being made.Referee checks will therefore be conducted on applicants that achieve the highestconsideration in the selection process.

In your application, nominate at least two referees that Council may contact bytelephone. These should be work referees, unless you are unable to provide workreferees due to insufficient previous experience. Include names, positions, contactnumbers and their relationship to you (e.g. supervisor).

You may wish to attach copies of written references in support of your application.This will help your application, however, telephone reference checks must still beconducted prior to an offer of employment being made.

You have a number of responsibilities to your referees:

Ask if they are prepared to act as your referee.

Notify your referees that you are applying for the position.

When you have been shortlisted, give your referees a copy of the positiondescription and selection criteria – this allows them time to prepare theirresponse.

You may want to give them a copy of your application as well.

PRE-EMPLOYMENT MEDICAL EXAMINATION

Before an offer of employment is made, you will be required to undergo a pre-employment medical examination carried out by Council’s doctor. Medicalexaminations are designed to assess the health and fitness of applicants against theessential physical requirements of the position, identified in the Physical Demands andWork Environment sections of the position description. Medical information that doesnot affect an individual’s ability to carry out the duties and responsibilities of theposition is considered irrelevant and is not taken into account when determining anapplicant’s suitability for employment.

8

All information gained through medical examinations will be treatedwith the utmost confidentiality by Council and will be held in a secure file,which can be accessed only by the Human Resources Section.

In accordance with Council’s EEO policies, reasonable accommodationsmay be made to enable individuals with disabilities to perform the essentialfunctions of the position.

PROBATION PERIOD

Most employees will undergo a probation period. The probation period is used toensure that new employees are happy with their employment and have the capabilityto meet the requirements of the position. Supervisors will work closely with new staffat this stage to ensure that arrangements benefit both parties.

The length of the probation period will vary according to the position, but is usuallythree months (thirteen weeks). The letter of employment will outline the duration ofthe probation period and any conditions that apply. If for any reason the probationperiod is interrupted, this will be taken into consideration and the period will beadjusted accordingly.

During the probation period, new staff members are eligible for the same benefitsas all other employees. If both parties are in agreement at the end of the probationperiod, employment will be confirmed as permanent.

CONFIDENTIALITY

All information gathered during the recruitment and selection process is consideredconfidential. Once the selection process has concluded and an appointment(s) has beenmade, information is placed in either a confidential recruitment file or on thesuccessful applicant(s) personnel file. These files are held in a secure location and canonly be accessed by the Human Resources Section. Applications and all attachedinformation remain the property of the Glen Innes Severn Council.