APPLICANT’S INFORMATION PACKAGE · CH11 Corporate and Community Services Children and Family...

GLEN INNES SEVERN COUNCIL

APPLICANT’S INFORMATION PACKAGE

Vacant Position: Educator Assistant (OOSH)

Reference Number: CH11/17/21

Closing Date: 20 October 2017

ONLY APPLICATIONS SUBMITTED ONLINE WILLBE ACCEPTED FOR THIS POSITION

https://www.ezisuite.net/ezijob/gisc/hrregistry/default.cfm?act=listVacanciesInternal

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, pleasecontact Helen Stapleton.

Telephone: 02 67302300Facsimile: 02 67323764Email: [email protected]

Educator Assistant (Out of School Hours)Replacement Position

• 20 hrs pw (38 during vacation periods)• $25,493 to $28,142 pa (plus super)

Reporting to and in conjunction with the Educator Supervisor, Children and Family Servicesyou will facilitate activities and provide supervision and assistance to children aged 5 to 12years in the Out of School Hours program after school, each afternoon during school termsand to children attending the Vacation Care program during vacation periods.

Experienced in the implementation of individual and group activities for children, you willprovide care and supervision conducive to their needs and development. You will ensuretheir safety, including on excursions and when travelling to the Centre from local schools.You will support the children to participate collaboratively in experiences to develop a senseof moral responsibility and respect for personal belongings, toys, resources, and theenvironment. You will also contribute to the development of partnerships with families thatcontribute to a strong, inclusive community, presenting a welcoming environment where thediversity of families and communities, and the aspirations they hold for their children, arerespected and promoted as the foundation of the service.

You must also be 18 years of age or over (to meet licensing requirements). Full details of allother selection criteria can be found in the information package.

It’s an offence for a person convicted of a serious sex offence or a Registrable Personunder the Child Protection (Offenders Registration) Act to apply for this role.Employment screening and Working with Children Checks apply.

Enquiries relating to the application process may be directed to Helen Stapleton on (02)6730 2303 or email [email protected]

Position specific enquiries may be directed to Angela Sisson on (02) 6730 2210 or [email protected]

Council is an EEO employer. Women, Aboriginal people and Torres Strait Islanders, peoplewith a disability, and members of racial, ethnic, and ethno-religious minority groups areencouraged to apply.

Apply by 4:30pm on Friday 20 October 2017, following the directions in your informationpackage. Ref No: CH11/17/21.

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: Educator Assistant (OOSH)

Vacancy Ref No: CH11/17/21 Closing Date: 20 October 2017

Part B: Essential Position Specific Criteria

1 Experience in working with young children, or caring for young children, aged 5 -12.

2 Effective oral and written communication skills.

3Ability to provide suitable activities for children of varying ages and culturalbackgrounds.

4 Age of 18 years or older (state licencing requirement).

5 Sound computer and administrative skills.

Part C: Desirable Position Specific Criteria

6 Certificate III in Childcare.

7 Knowledge of relevant childcare standards and guidelines.

8Current certificates in First Aid, asthma/anaphylaxis management, andcardiopulmonary resuscitation (CPR) or willingness and ability to obtain a certificatewithin three months.

9 Class C driver's licence (Car Licence).

Position Description: Educator Assistant (OOSH)

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:Location:Reports To:Grade:Band and Level:Current Status:Salary Range (pw):

Current Occupant:

Prepared/Revised By:

Date:

Approved By:Date:

Other Conditionsand/or Benefits:

CHILD-RELATEDEMPLOYMENT

COUNCILCODES and RULES

WORK HEALTH andSAFETY

Educator Assistant (OOSH)CH11Corporate and Community ServicesChildren and Family Services Out of School Hours (OOSH)Swimming Pool House, West Avenue, Glen InnesEducator SupervisorGrade 6Operational Band, Level 3Permanent Part-Time (20 hours per week)$490.26 to $541.21

Janine Johnson, Manager of Community ServicesHelen Stapleton, Human Resources Officer (Payroll)19 September 2017

Anna Watt, Director of Corporate and Community Services19 September 2017

This position has been identified as child-related employment asdefined in the Commission for Children and Young People Act 1998. Itis an offence for a Prohibited Person or a Registrable Person to applyfor, 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 rulesthat affect his or her employment. It is a requirement of the job thatthese codes, policies and rules are followed.

The employee who occupies this job must be knowledgeable aboutCouncil's safety policy and procedures as described in theorganisation's Work Health and Safety (WHS) Management Plan. Heor she must comply with relevant WHS policies and procedures and actin a manner that ensures the health and safety of all persons in theworkplace.




JOB SUMMARYImplements individual and group activities for children aged 5-12 years in OOSH programs, andprovides care and supervision conducive to their needs and development, by performing thefollowing 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.

⇒ Works as a team member to ensure the provision of an informed, coordinated and qualitychildcare service to children and their parents/guardians.

⇒ 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.

⇒ Develops and maintains an awareness of and compliance with:o National Standards for Early Childhood Education and Care and School Age Care;o Education and Care Service National Regulations and Law;o National Quality Standards;o National Quality Framework;o Children and Family Services Philosophy, policies and procedures;o Australian Early Childhood Association (AECA) Code of Ethics;o Relevant Council policies and procedures;o Any other relevant standards.

⇒ Assists the Educator Supervisor to supervise children and ensure their safety, including onexcursions and when travelling to the Centre from school.

⇒ Assists the Educator Supervisor to implement and evaluate activity programs in accordancewith the requirements of the National Quality Standards for Early Childhood Education andcare and School Age Care.

⇒ Participates in regular contact with families, providing feedback on individual and roomactivities, in collaboration with the Educator Supervisor.

⇒ Supports children to participate collaboratively in everyday routine events and experiences todevelop a sense of moral responsibility and respect for personal belongings, toys, resources,and the environment.

⇒ Contributes to the development of partnerships with families which contribute to a strong,inclusive community, presenting a welcoming environment where the diversity of families andcommunities, and the aspirations they hold for their children, are respected and promoted asthe foundation of the service.

⇒ Assists new or prospective clients and their families, by providing them with relevantinformation, forms and pamphlets, and providing them with a tour of the OOSH centre, ifrequested by room supervisor.




⇒ Supervises children and ensures their health, safety and welfare by providing age appropriateactivites in an aesthetically pleasing environment that is inviting for children, families andvisitors.

⇒ Assists in setting up equipment and materials at the beginning of activities and packing awayat the end, ensuring that equipment is stored correctly and is maintained in a clean and safecondition, reporting unsafe equipment to the room supervisor.

⇒ Displays sensitivity, and is responsive to the dignity and rights of every child, utilisingtechniques that assist children to support and manage their own behavior, respondappropriately to the behavior of others and communicate effectively to resolve conflict at eachchild’s intellectual level.

⇒ Utilises correct hygiene procedures to serve and assist children with meals and snacks,encouraging good nutrition and healthy eating habits in accordance with the Food andNutrition Policy.

⇒ Works as a team member to ensure that all housekeeping tasks (basic cleaning) are attendedto in a timely manner, including keeping rooms free of slip hazards, cleaning up after mealtimes, keeping children’s bathrooms hygienic throughout the day, and performing other tasksas directed, which are necessary for the health and safety of children, families and colleagues.

⇒ Assists with the maintenance of documentation and records as required, in relation to theprogram, daily attendance records, weekly programs, written communication forms, andindividual records, and other administration tasks as required.

⇒ Participates and makes suggestions, through appropriate structured processes, in promotionof continuous improvement, to enhance the overall quality of the service.

⇒ Develops and maintains an understanding of obligations as a ‘Mandatory Reporter’, followingthe Keep them Safe Online Mandatory Reporter Guide and using the online decision tree toassess and act on suspected child abuse or allegations of child abuse.

⇒ Ensures that confidentiality is maintained in relation to children, families and staff attendingand working with Children and Family Services.

⇒ Assists the Educator Supervisor with the preparation of resources, materials and equipmentfor educational or recreational activities.

⇒ Ensures all actions are taken to implement Council’s WHS system and relevant WHSlegislative requirements as required in the position.

⇒ Attends group discussions, staff team meetings and workshops as required to fulfill theresponsibilities of the position.

⇒ Works collaboratively with other Children and Family Services staff to provide a high qualityservice to children & families in the community.

⇒ Completes administration tasks to ensure daily operations of Children and Family Services; asset by the Team Leader CAFS / Educator Supervisor. Tasks include entering orders inPractical Plus, entries and searches in Council’s Record Management System, daily sign insheets, collating files and records and liaising with other agencies, answering telephone callsand enquiries.




⇒ Participates in training as required, including maintaining a current first aid,asthma/anaphylaxis and cardiopulmonary resuscitation (CPR) certificates.

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.

⇒ Assists with activities in all areas of Children and Family Services as required, includingOutreach Playgroup, Aboriginal Playgroup and Early Intervention.

⇒ Relieves the Educator Supervisor as required and conducts duties in accordance with therequirements of the Australian Children’s Education and Care Quality Authority (ACECQA).

⇒ Compiles a list and completes the weekly grocery shop for Children and Family Services asdirected by the Educator Supervisor.

SUPERVISORY RESPONSIBILITIESThis position has no supervisory responsibilities.

FINANCIAL AUTHORITYThis position has no responsibilities for approving or controlling expenditure.

PHYSICAL DEMANDSThe physical demands described here are representative of those that must be met by anemployee to successfully perform the essential functions of this job. Reasonable accommodationsmay be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear inindividual or group situations with moderate levels of background noise. He or she is frequentlyrequired to sit, stoop, kneel or crouch to assist children during activities.

The employee must regularly lift objects of up to 10 kilograms in weight and must occasionally liftand move objects up to 20 kilograms, 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 safesupervision of children.

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 frequently exposed to outside weatherconditions and UV radiation. He or she is occasionally exposed to toxic or caustic chemicals(cleaning materials). The noise level in the work environment is usually moderate. There are noother unusual work environment characteristics associated with this position.




SIGNATURES

__________________________ __________________________ ___________________Employee Name Date

__________________________ __________________________ ___________________Supervisor Name Date




PERSON SPECIFICATION

Position Title: Educator Assistant (OOSH)Position Number: CH11Section: Children and Family Services (OOSH)

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/orability required. Reasonable accommodations may be made to enable individuals with disabilitiesto perform the essential functions.

Education and ExperienceCertificate III in Community Services (Children’s Services) or the equivalent, with up to six monthsrelated experience; or the equivalent combination of education, experience and/or training.

Language SkillsAbility to read and interpret documents such as safety rules, operating instructions and proceduremanuals. Ability to complete routine forms and accurately record basic data in written or numericalform. Ability to speak effectively to customers and other employees of the organisation.

Mathematical SkillsAbility to add, subtract, multiply and divide in all units of measure, using whole numbers, commonfractions and decimals.

Reasoning AbilityAbility to apply common sense understanding to carry out instructions furnished in written, oral ordiagram form. Ability to deal with problems involving several concrete variables in standardisedsituations.

Computer SkillsNo specific computer skills are required for this position.

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

⇒ First Aid Certificate⇒ Asthma and Anaphalaxis Management⇒ Cardiopulmonary Resuscitation

Other Skills and Abilities

No other specific skills or abilities are required for this position.




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

Essential⇒ Experience in working with young children, or caring for young children, aged 5 -12.⇒ Effective oral and written communication skills.⇒ Ability to provide suitable activities for children of varying ages and cultural backgrounds.⇒ Age of 18 years or older (state licencing requirement).⇒ Sound computer and administrative skills.

Desirable⇒ Certificate III in Childcare.⇒ Knowledge of relevant childcare standards and guidelines.⇒ Current certificates in First Aid, asthma/anaphylaxis management, and cardiopulmonary

resuscitation (CPR) or willingness and ability to obtain a certificate within three months.⇒ Class C driver's licence (Car Licence).

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 post 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.

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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.

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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.

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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.

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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.

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