APPLICANT’S INFORMATION PACKAGE you have the passion and drive to facilitate activities for people...

GLEN INNES SEVERN COUNCIL

APPLICANT’S INFORMATION PACKAGE

Vacant Position: Activity Support Facilitator

Reference Number: CS39/18/16

Closing Date: 13 April 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]

Activity Support FacilitatorReplacement Position

• Full time (38 hours per week)• $50,065 to $55,265 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? Do you have thepassion and drive to facilitate activities for people of all abilities? Council’s Life Choices – SupportServices, is a successful, long term provider of services for people who have a disability and peoplewho are older, in the New England and Northwest. This position is to support consumers to accessand participate (individually or in a group) in activities of their choice.

The successful applicant will have Certificate III or IV in Community Services (Community Work, AgedCare or Disability Work) or other relevant discipline, or an equivalent combination of qualifications,training and/or experience. You will be creative and think outside the square when developingactivities and organising outings. You will have a sound knowledge and understanding of currentpractices, standards and guidelines in the community care sector and specifically those relevant toservice provision for people who have a disability and people who are older; experience working withpeople who have dementia and people who exhibit behaviour that is challenging; and culturalawareness and sensitivity. Effective oral and written communication skills, including presentation ofinformation to an individual or in a group situation, intermediate computer skills in word processing,spreadsheets, internet, and email are also required whilst knowledge of FileMaker Pro client databasesoftware would be an advantage. It is essential to have a current First Aid Certificate and a current Cdriver’s licence, with the ability to progress to a LR drivers licence.

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 and NationalCriminal Record Checks apply.

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

Position specific enquiries may be directed to Kim Newberry, Team Leader Activity and LifestyleSupport on (02) 6730 2501 or email [email protected]

Council is an EEO employer. Women, Aboriginal people and Torres Strait Islanders, people with adisability, and members of racial, ethnic, and ethno-religious minority groups are encouraged to apply.

Apply by 11:59pm on Friday 13 April 2018, following the directions in your information package. RefNo: CS39/18/16

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: Activity Support Facilitator

Vacancy Ref No: CS39/18/16 Closing Date: 13 April 2018

Part B: Essential Position Specific Criteria

7Certificate III or IV in Community Services (Aged Care Work, Disability Workand/or Community Work) or an equivalent qualification.

8Knowledge and understanding of current practices, standards and guidelinesrelevant to service provision for people who have a disability and people whoare older, plus demonstrated practical experience.

9Demonstrated ability to manage risk and safety whilst facilitating consumerchoice.

10 Effective interpersonal skills and oral and written communication skills.

11 Sound computer skills, in particular data entry and word processing.

12 Cultural awareness and sensitivity.

13 Class C Drivers Licence.

14 Current First Aid Certificate.

Part C: Desirable Position Specific Criteria

15Experience working with people who have a diagnosis of dementia and peoplewith behaviour that is challenging.

16 Experience with FileMaker Pro client database software.

17 Class LR Drivers Licence or willingness to acquire.

Position Description: Activity Support Facilitator

Last Reviewed / Updated: 20 March 2018 Page 1 of 6

Approved: ________________ Date: 20 March 2018 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 By:

Prepared Date:

Approved By:Approved Date:

Other Conditionsand Benefits:

CHILD-RELATEDEMPLOYMENT

COUNCILCODES and RULES

WORK HEALTH andSAFETY

Activity Support FacilitatorCS39Community ServicesLife Choices – Support ServicesLife Choices – Support Services, 134 Church Street, Glen InnesTeam Leader, Activity and Lifestyle Support7Administrative / Technical / Trades Band, Level 1Permanent Full-Time (38 hours per week)$962.80 to $1,062.80 per week

K Newberry, Team Leader Activity and Lifestyle SupportH Stapleton, Human Resources Officer (Payroll)20 March 2018

A Watt, Director of Corporate and Community Services20 March 2018

• Monthly Rostered Day Off (RDO)

This position has been identified as child-related employment as defined inthe Commission for Children and Young People Act 1998. It is an offencefor a Prohibited Person or a Registrable Person to apply for, undertake orremain 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 these codes,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'sWork Health and Safety (WHS) Management Plan. He or she must complywith relevant WHS policies and procedures and act in a manner that ensuresthe health and safety of all persons in the workplace.




JOB SUMMARYSupports Consumers’ access and participation in activities of their choice, facilitated by Council’sLife Choices – Support Services staff at numerous locations, 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.

⇒ Works as a team member to ensure the provision of an informed, coordinated and qualityservice as agreed by the consumer and / or their person responsible.

⇒ Maintains an awareness of policies, procedures, standards and program funding guidelinesrelevant to area of responsibility and ensures their correct implementation, in consultation withthe Team Leader.

⇒ Develops Individual Support Plans (ISP) for consumers, in conjunction with the consumer, theirperson responsible if required and with input from the Team Leader.

⇒ Assists the Team Leader to identify and address barriers that prevent or limit access to servicesfor special needs groups.

⇒ Assists new or prospective consumers and / or their person responsible by providing them withrelevant information, forms and pamphlets, and providing them with an orientation to the LifeChoices - Support Services building if desired.

⇒ Ensures that strict confidentiality is maintained in regard to consumer records and information.

⇒ Organises and promotes individual and group activities for consumers in consultation with thesupervisor.

⇒ Accompanies and supports consumers during planned activities, including driving suitablevehicles to transport consumers to and from their homes, activity venues and/orLife Choices – Support Services when required.

⇒ Demonstrates activities such as games, arts, crafts and dramatics to consumers, individually orin groups, and assists them to engage in activities as desired.

⇒ Prepares resources, equipment and other materials at the beginning of social, educational orrecreational activities and packs equipment away at the end of activities.

⇒ Serves meals and snacks to participants and assists with meal preparation when required,always using safe food handling techniques and ensures that all consumer food and perishablegoods storage complies with relevant legislation and standards.

⇒ Assists with the efficient planning and organisation of delivered meals by preparing amendeddaily run sheets for volunteers; and the timely provision of daily requirements to the mealprovider including cancellations.

⇒ Maintains a current knowledge of relevant legislation, guidelines and procedures relating to foodpreparation and handling including the NSW Food Act.




⇒ Performs risk assessments on all consumers, venues and activities; exercising due diligence inrelation to Work Health and Safety risks while considering the “duty of care” owed to theconsumer, alongside their right to respect, self determination, independence and dignity.

⇒ Maintains a sound knowledge of Workplace Health and Safety and emergency proceduresapplicable to each consumer and the relevant activity, to ensure the health, safety and welfareof consumers, staff and volunteer workers.

⇒ Confers with the supervisor on any issues relevant to the program, including attendance /staffing needs, work, health and safety and program / resource needs.

⇒ 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 feedback tocustomers, ensuring that the “loop is closed” and that excellence in customer service isachieved.

⇒ Collects, receipts and balances consumer fees and charges for programs or individual budgets,maintains records of fees collected, and delivers contributions to Customer Service Officer orthe Administration and Quality Officer for banking.

⇒ Attends group discussions, meetings and workshops as required to fulfill the responsibilities ofthe position.

⇒ Maintains a continuous quality improvement and risk aversive focus and documents allimprovements, risks and incidents on the day they happen.

⇒ Assists the Team Leader, Activity and Lifestyle Support and Administration and Quality Officerin maintaining volunteer records, ensuring Police certificate records are current, and assists thesupervisor with the preparation and distribution of volunteer rosters as well as volunteerconsultation and training.

⇒ Maintains records and other documentation in relation to the activities, including updatinginformation on the electronic client database and maintaining attendance/participation statistics.

⇒ Assists with the preparation and distribution of promotional material such as fliers andnewsletters, to raise and maintain participant and community awareness of program activities.

⇒ Assists the Team Leader or other service coordinators with administration tasks such as dataentry, word processing, filing, mail outs and preparation of service agreements.

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

⇒ Participates in training as required, including maintaining a current first aid certificate and ClassC Drivers Licence.

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 in keeping the work and activity areas, including vehicles, neat, tidy and organised.




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

SUPERVISORY RESPONSIBILITIESThis position supervises 1 to 8 volunteer workers on a regular basis during delivered meal activities,in accordance with the organisation's policies and applicable laws. Responsibilities include:

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

The employee may be required to provide advice on evaluating volunteer performance and handlingcomplaints.

FINANCIAL AUTHORITYThis position has no authority to approve or control expenditure.

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 sit and talk and hear inan environment with generally low to moderate levels of background noise. He or she is frequentlyrequired to use hands and arms to operate the controls of motor vehicles, computer keyboards andother office equipment.

The employee must frequently lift and move objects up to 10 kilograms using safe lifting techniques.Sufficient personal mobility is required to enable the employee to operate motor vehicles, includinglight buses, and visit clients in their homes on a regular basis.

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, although mayrequire usage of power tools. Safety equipment will be provided. There are no other unusual workenvironment characteristics associated with this job.

SIGNATURES

__________________________ __________________________ ___________________Employee Name Date

__________________________ __________________________ ___________________Supervisor Name Date




PERSON SPECIFICATION

Position Title: Activity Support FacilitatorPosition Number: CS39Section / Program: 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 III or IV in Community Services (Aged Care Work, Disability Work and/or CommunityWork) or the equivalent, plus six to twelve months’ related experience; or the equivalent combinationof education, experience and/or training.

Language SkillsAbility to read and interpret documents such as safety rules, operating and maintenance instructions,and policy and procedure manuals. Ability to accurately record information in written or numericalform and write routine reports and correspondence. Ability to effectively present information in one-on-one and group situations to clients 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 SkillsIntermediate skills in word processing, spreadsheets, Internet, email and FileMaker Pro.

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

⇒ Class C Drivers Licence⇒ First Aid Certificate

Other Skills and Abilities

⇒ Class LR Drivers Licence (desirable)




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 III or IV in Community Services (Aged Care Work, Disability Work and/or Community

Work) or an equivalent qualification.⇒ Knowledge and understanding of current practices, standards and guidelines relevant to service

provision for people who have a disability and people who are older, plus demonstrated practicalexperience.

⇒ Demonstrated ability to manage risk and safety whilst facilitating consumer choice.⇒ Effective interpersonal skills and oral and written communication skills.⇒ Sound computer skills, in particular data entry and word processing.⇒ Cultural awareness and sensitivity.⇒ Class C Drivers Licence and current First Aid Certificate.

Desirable⇒ Experience working with people who have a diagnosis of dementia and people with behaviour

that is challenging.⇒ Experience with FileMaker Pro client database software.⇒ Class LR Drivers Licence or willingness to acquire.

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.

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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.

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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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