chief executive officer · for more information, please contact ian couper, acting chief executive...
TRANSCRIPT
Swan Hill Rural City Council is an Equal Opportunity Employer Building Our Future Together
Chief Executive Officer Application Package
Swan Hill Rural City Council Phone (03) 5036 2333
Email: [email protected] PO Box 488
Swan Hill VIC 3585
Contact
Ian Couper Acting CEO
Swan Hill Rural City Council p: (03) 5036 2348 | m: 0408 522 101 email: [email protected]
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Contents
Our Mission .............................................................................................................................. 2
Snapshot of Council ................................................................................................................. 2
Advertisement .......................................................................................................................... 3
Key Selection and Performance Criteria .................................................................................. 4
Position Description………………………………………………………………………………… 8 Remuneration ........................................................................................................................ 14
Our Mission Swan Hill Rural City Council will lead, work with, help and empower our communities to build our future together.
Snapshot of Council Swan Hill Rural City Council is a large municipality situated in North West Victoria and covers more than 6,100 square kilometers. The Murray River provides frontage to approximately 500 kilometers of the municipality which gives the unique characteristic of lush irrigation districts reaching into the golden grain belt of the Mallee and is home to just under 21,000 people. It includes the townships of Swan Hill, Robinvale, Lake Boga, Nyah, Nyah West, Piangil, Woorinen, Ultima, Manangatang, Boundary Bend and Tresco. Almost 8,000 of our residents are employed, with agriculture, health care and retail making up almost 50 per cent of employment by industry. The Swan Hill Rural City economy is driven by agriculture and manufacturing. Almost 16 per cent of the total economic output from the region comes from agricultural production with traditional livestock and broad acre farming accounting for almost four per cent. Irrigated farming (including stone fruit, grapes, nuts, olives and vegetable production) accounts for over 11 per cent of the total economic output for the municipality and more than 18 per cent of all jobs in the city are directly related to agriculture. Additionally food manufacturing (processing) accounts for almost 10 per cent of the municipality’s economic output.
20,580 Our population
6,116km2 Our area
4,492km The length of our local roads
11,849 Our rateable properties
$1.092 billion Gross regional product
7,927 People working
50M Council budget
221.5 Council EFTs
Swan Hill Rural City Council is an Equal Opportunity Employer Building Our Future Together
Advertisement
Chief Executive Officer Situated on the beautiful banks of the mighty Murray River, Swan Hill Rural City covers more than 6,100km2 and is home to just under 21,000 people. The economy is driven by agriculture, horticulture and tourism. Swan Hill is a great place to live with a choice of schools, medical facilities, retail outlets, sporting and cultural facilities and restaurants. As a strategic thinker and leader, you will facilitate continued economic growth, the provision of quality and cost-effective services and continue to build on an organisational culture of continuous improvement, innovation and excellence in customer service. You will manage and oversee Council’s $50 million operational budget and build strong relationships between the community, Councillors, staff, government agencies and other stakeholders. Our new CEO will help Council develop and implement key plans and strategies, and ensure our structure, people, processes and systems are aligned with Council’s strategic direction and are responsive to the needs of the community and the changing environment in which Local Government operates. This position is a unique opportunity for a seasoned Local Government professional to commence a new chapter in their career. The successful candidate for this role will be someone willing to become part of the local community and truly understand the challenges being faced by the organisation and the municipality. Council is offering up to a five-year contract with a salary circa of $235,000 depending on qualifications and experience. Contact/apply All potential applicants are required to download Council’s application pack from the website www.swanhill.vic.gov.au/jobs For more information, please contact Ian Couper, Acting Chief Executive Officer on (03) 5036 2348 or 0408 522 101 or email [email protected] Applications should be addressed to the Acting Chief Executive Officer, Swan Hill Rural City Council, and emailed to [email protected] or posted to PO Box 488, Swan Hill 3585. Applications close Monday, 11 January 2016 at 5pm. Applicants that do not address the key selection criteria in their application may not be considered.
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Schedule 1 As our CEO you will lead Council in developing and implementing key plans and strategies, ensuring our structure, people, processes and systems are aligned with Council’s strategic direction. You will be responsive to the needs of the community and the changing environment in which Local Government operates.
Key Selection and Performance Criteria The following Key Selection and Performance Criteria set out below are for the purposes of the Officer's Review as set out in clause seven of the CEO employment contract and for the purposes of section 95A(2)(a) of the Act, and must be applied in accordance with the clause measuring the Officer's performance during the preceding 12 months.
1. Leadership The Chief Executive Officer must have superior leadership skills and in particular, the Chief Executive Officer must be committed to:
Lead a cohesive, collaborative management team which is strongly aligned to Council’s objectives;
Establish high levels of accountable behaviour through the entire organization;
Provide a personal example of professionalism;
Embrace and drive opportunities which can benefit the Municipality and be a facilitator of public debate around these opportunities.
2. Business Management Skills It is an expectation that the Chief Executive Officer will be able to:
Deliver all of the outcomes established in the Council Plan;
Adhere to Council’s budget and adjust for variations to achieve bottom line objectives;
Develop strong financial literacy and accountability amongst Councillors and staff and continue the ongoing emphasis on rigorous financial controls, long term financial planning, asset management and service planning;
Foster and maintain professional working relationship between the CEO, Councillors, Executive and Senior Management, staff, key stakeholders, governments and the broader Swan Hill community;
Improve Council services to increasingly achieve better value for money;
Increasingly improve the Council’s community satisfaction ratings;
Manage the Council’s exposure to risks;
Provide a very clear example to Councillors, staff and community of a contemporary, progressive, optimistic leader;
Deliver quality, efficient and effective services;
Create and work with a proactive management team;
Effect a positive style of change management;
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Achieve industry best practice;
Create a learning environment;
Ensure continuous improvement through performance measurement, staff development and investment in new technologies and methods of working;
Provide a climate of consultation within Council and within the community it serves;
Maintain appropriate skills and qualifications;
Participate in appropriate professional development activities.
3. Interpersonal Skills The Chief Executive Officer must be able to effectively apply people skills in their management style and will be required to:
Communicate effectively and constructively with the Mayor, Councillors, Executive and Senior Management, staff, business and industry representatives;
Liaise appropriately with community representatives service and special interest groups;
Maintain effective liaison with union representatives, government departments, politicians, media, residents and all relevant stakeholders;
Display strong positive levels of “emotional intelligence” including self-awareness and empathy;
Display a professional demeanour at all times;
Be at ease in a great variety of business and social environments, adjusting their communication style and message accordingly.
4. Managerial Competencies It is an expectation that the Chief Executive Officer will be able to demonstrate the following attributes:
Longer term strategic planning skills and operational competencies to be applied in shorter timeframes;
The ability to organise and utilise financial, physical and human resources in the planning and delivery of services by appropriate methodologies;
The application of leadership skills in a manner that provides clarity, motivation, focus and sensitivity as required;
A results based approach designed to monitor and control established targets and objectives;
The application of skills and knowledge in the areas of total quality management, continuous improvement, best value, business excellence and risk management.
5. Functional Competencies The Chief Executive Officer should also demonstrate:
The ability to respect and apply the principles of good governance;
The capacity to formulate and review policies and related procedures;
The ability to apply core financial management skills based upon an understanding of accounting principles;
The ability to facilitate and produce reports which canvass all options and provide clear recommendations.
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6. Personal Attributes
The Chief Executive Officer shall:
Have a capacity for self direction and be able to demonstrate initiative;
Be mature and self confident;
Possess an ability to think in an analytical manner;
Demonstrate excellent time and levels of work outputs at all times;
Be motivated to succeed;
Be a committed team player;
Be a lateral thinker and innovator;
Understand the needs of the community;
Display appropriate critical sensitivity, acumen and empathy
Accept the demands of a public profile;
Have a positive and professional demeanour at all times;
Be comfortable and confident in a range of work environments;
Set an appropriate example of managerial standards in the organization;
Be highly ethical in all aspects of the role and display total integrity at all times.
7. Managing and Developing Employees
The Chief Executive Officer will:
Make every employee feel needed;
Empower employees to make a difference;
Enable all employees to understand the threats and opportunities in the workplace;
Encourage a diverse workplace;
Reward outstanding employees and help those who struggle to achieve required standards;
Encourage all employees to participate in important decisions taken in the workplace;
Provide easy access to mechanisms for employees to appeal against management decisions.
8. Good Governance The Chief Executive Officer must be able to:
To ensure that ethical behaviour is at the forefront of considerations by Councillors and staff;
To develop good governance processes for the Council that fulfil Council’s role as both a representative and participatory democracy;
To implement a communications strategy that will enable the community to understand;
o how it can influence Council decisions
o the extent to which Council is showing initiative
o the way citizens can access programs and services
To provide Council with advice which is based on policy and strategy.
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9. Solving Problems The Chief Executive Officer will:
Demonstrate high level problem solving skills;
Be tenacious and dogged in their perseverance;
Always endeavour to bring forward innovative and practical solutions.
Qualifications and Experience It is a minimum requirement that the Chief Executive Officer has:
Appropriate Tertiary level qualifications;
A sound understanding of the social, financial, political and legal framework within which Local Government operates;
A sound working knowledge of, and an ability to interpret legislation impacting on the activities of the Swan Hill Rural City Council;
An awareness of contemporary management practice;
A commitment to ongoing personal and professional development;
Significant experience in an Executive Management role with Local Government or similar.
Such other objectives and criteria as may be established and agreed between the parties.
Specific performance objectives will be set and agreed each year following the formal performance review.
Swan Hill Rural City Council is an Equal Opportunity Employer Building Our Future Together
Position Description Chief Executive Officer
Title: Chief Executive Officer
Classification: Senior Officer Employment Contract in accordance with sections 94 and 95A of the Local Government Act 1989.
Name of Occupant: VACANT
(Signature)
Approved: CR LES MCPHEE Mayor
(Signature)
Date:
Records Only: Document ID Number:
File Number:
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Schedule 2
Corporate Responsibility The Swan Hill Rural City Council operates within an environment that emphasises strong commitment to stakeholders through quality customer service, participative management, sound financial management and achievement of triple bottom line outcomes.
The Chief Executive Officer has overall corporate responsibility for the organisation with an obligation to foster a positive team culture, a cohesive relationship with the council and community and a basis for efficient and effective planning for delivery of services.
Position Objectives The Chief Executive Officer is required to provide leadership, direction and sound advice in the development and implementation of the goals of Council by ensuring that:
The goals and objectives of the Council, as set out in plans, budgets, capital works programmes, asset management plans and other relevant documents are realised;
The human, financial and physical resources of the Council are managed competently and directed towards the achievement of Council’s objectives;
A positive image of the Council is promoted and maintained;
The staff and community are informed about the policies, decisions and long term directions of the Council;
A quality commitment to customer service is retained by management and staff;
The organisational structure remains appropriate for efficient and effective service planning and delivery.
Key Responsibility Areas The Chief Executive Officer will be required to provide leadership, direction and sound advice in the planning and delivery of services provided to the community through committed and competent staff and in particular to:
Ensure that Council’s policies, plans, strategies, decisions and priorities are developed and implemented in a timely and efficient manner.
Ensure adherence to sound business practice in the delivery of services.
Ensure that the Council complies with, and achieves all of its statutory obligations and requirements.
Develop and maintain a positive image for the Council, its services and its community.
Foster effective relationships with the Council and public, key community groups, Government departments and agencies and all relevant stakeholders.
Conserve and enhance the physical assets of council, the information bases managed by Council and the networks of contacts utilised.
Initiate, develop and implement new and improved methods of planning, organising, funding and staffing which result in continuous improvement in quality and reduction in unit cost.
Ensure that the Council’s policies, goals and objectives are effectively communicated and promoted to staff, the community, special interest groups, other levels of Government and clients.
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Advise the Council on policy development and the implications of decisions which impact on Council’s operations.
Ensure, in conjunction with Council, that long term goals for the community are developed within an environment of changing needs, opportunities and constraints.
Manage and promote the Council’s workforce through the development of individual potential and appropriate levels of training and professional development.
Monitor and upgrade if necessary the technological base of Council as expressed in equipment, skills and knowledge to a level appropriate for the needs of the organisation.
Promote appropriate forums and an environment which encourages internal and external consultative mechanisms, communications and advocacy.
Identify, pursue and promote opportunities for economic development focusing on generating, attracting and maintaining business activity and employment in our region and community.
Effectively and constructively implement any changes to the organisation in a manner which is positive and stimulating for management and staff.
Establish and foster positive relations with all levels of Government including all Local Government areas, relevant Local Government Industry Associations and organisations, and industry unions.
Oversee the business undertakings and financial and strategic planning of the Council ensuring that the results of such activities are viable and that risks to Council are appropriately managed.
Maintain a close relationship and an active participation in relevant professional and industry associations.
Ensure that Council management and staff adhere to all relevant legislation and policies affecting Occupational Health and Safety.
Ensure that all governance obligations are strictly observed.
Accountability and Extent of Authority The Chief Executive Officer will be subject to an annual performance review by Council inclusive of both quantitative and qualitative measures with accountability for:
The achievement of goals, actions and objectives set down by Council in the Council Plan and Council Strategies.
The management of Council’s finances in accordance with budgets, all relevant statutory regulations and other guidelines.
The provision of regular reports to Council on progress towards the achievement of its goals and objectives.
The provision of regular reports to Council on operations, policy activity or other requirements set down by the Council.
The legality of Council’s decisions and activities and compliance with Statutory timelines.
The appropriateness of all decisions made by the CEO through authority delegated by Council.
The effective performance of the organisation by the utilisation of appropriate structures, systems and procedures.
The application of appropriate skills and competencies in briefing and advising Council with its decision-making and strategic planning.
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The extent and quality of the development of and implementation of longer term plans and projects relating to financial management, asset management and service planning.
The extent and quality of productive relationships with the Council, Government departments and agencies and key stakeholders.
The fostering and maintenance of a professional working relationship between the CEO, Councillors and Executive and Senior Management of Council.
Extent of Authority Subject to the provisions of the Local Government Act in the State of Victoria, other relevant legislation and the delegations provided by the Council, the Chief Executive Officer has the authority to take necessary actions in the achievement of Council’s goals and objectives, and without limiting the generality of this authority, the Chief Executive Officer can:
Appoint, direct, manage and dismiss staff;
Negotiate contracts to undertake the functions, operations and activities of Council;
Acquire resources, services, materials and equipment;
Delegate to any employee the authority to make and implement decisions by appropriate action;
Negotiate employment contracts and terms and conditions of employment with staff;
All decisions made by the Chief Executive Officer must conform with, and be within the constraints of, statutory obligations, the Council’s policies and procedures, and the agreed budget framework.
Skills and Competencies Management Skills The Chief Executive Officer must have superior management and leadership skills and in particular, must be committed to:
Delivering quality, efficient and effective services;
Creating and working with a proactive management team;
Effecting a positive style of change management;
Achieving industry best practice;
Creating a learning environment;
Ensuring continuous improvement through performance measurement, staff development and investment in new technologies and methods of working;
Providing a climate of consultation within Council and within the community it serves;
Maintaining appropriate skills and qualifications;
Participating in appropriate professional development activities.
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Interpersonal Skills The Chief Executive Officer must be able to apply people principles in his management style and will be required to:
Communicate effectively and constructively with the Mayor, Councillors, Executive and Senior Management;
Communicate with staff, business and industry representatives;
Liaise appropriately with community representatives service and special interest groups.
Maintain effective liaison with union representatives, government departments, politicians, media, residents and all relevant stakeholders.
Strong positive levels of “emotional intelligence” including self-awareness and empathy.
Display a professional, demeanour at all times.
Managerial Competencies It is an expectation that the Chief Executive Officer will be able to demonstrate the following attributes:
Longer term strategic planning skills and operational competencies to be applied in shorter timeframes;
The ability to organise and utilise financial, physical and humans resources in the planning and delivery of services by appropriate methodologies;
The application of leadership skills in a manner that provides clarity, motivation, focus and sensitivity as required;
A results based approach designed to monitor and control established targets and objectives;
The application of skills and knowledge in the areas of total quality management, continuous improvement, best value, business excellence and risk manangement.
Functional Competencies The Chief Executive Officer should also demonstrate:
The ability to respect and apply the principles of good governance;
The capacity to formulate and review policies and related procedures;
The ability to know and apply core financial management skills based upon a clear understanding of accounting principles;
The ability to facilitate and produce reports which canvass all options and provide clear recommendations.
Personal Attributes
The Chief Executive Officer shall:
Have a capacity for self direction and be able to demonstrate initiative;
Be mature and self confident;
Possess an ability to think in an analytical manner;
Demonstrate excellent time management skills;
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Retain standards and levels of work outputs at all times;
Be motivated to succeed;
Be a committed team player;
Be a lateral thinker and innovator;
Understand the needs of the community;
Display appropriate critical sensitivity, acumen and empathy
Accept the demands of a public profile;
Have a positive and professional demeanour at all times;
Be comfortable and confident in a range of work environments;
Set an appropriate example of managerial standards in the organisation.
Be highly ethical in all aspects of the role and display total integrity at all times.
Qualifications and Experience It is a minimum requirement that the Chief Executive Officer has:
Appropriate Tertiary level qualifications;
A sound understanding of the social, financial, political and legal framework within which Local Government operates;
A sound working knowledge of, and/or an ability to access or use all legislation impacting on the activities of the Swan Hill Rural City Council;
An awareness of contemporary management practice;
A commitment to ongoing personal and professional development;
Significant experience in an Executive Management role with Local Government or similar.
Organisational Relationship
Reports to: Council
Supervises: All Staff in accordance with the organisational structure
Internal Liaisons: Mayor and Councillors, the Senior Management team, Managers and all staff.
External Liaisons: Residents, ratepayers, stakeholders and the general public.
Business and Industry
Representatives: Specific interest and industry groups
Media
Local and other Members of Parliaments
Government departments and agencies
Other Local Government areas and Regions
Industry and professional associations
Local Government industry and other unions
National and International Local Government authorities or associations
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Remuneration
The position is offered under a performance based contract of three to five years. An attractive remuneration package is offered and is to be set in accordance with qualifications and experience, circa $235,000 (including the value superannuation and full private use, unlimited kms of a vehicle currently at the salary sacrificed rate of $10,000 per annum). 17.5% leave loading on four weeks annual leave is factored into the base salary. Swan Hill Rural City Council will pay relocation expenses up to $5,000 for the successful applicant. Removal expenses are restricted to furniture and personal effects. Salary and benefits are subject to negotiation and could include, but are not limited to;
base salary, superannuation, private use of a motor vehicle, sales costs (legals, estate agent fees, advertising etc)
for existing home, if any, Temporary Accommodation for first 4 months, Purchase costs (legals etc) for a new home in Swan Hill, if any, providing home
purchased within a reasonable time after commencing position, Additional Superannuation, (note there is a cap on concessional superannuation
contributions), A second vehicle for use by partner via a Novated lease.