Folio JR - APESMA CAREER GUIDE INTERACTIVE PDF

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GettinG a job

The Association of Professional Engineers, Scientists & Managers, Australia

Professional Career GuideCareer success starts here

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4The Association of Professional Engineers, Scientists & Managers, Australia

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Did you know?Many people don’t realise how vitally important informal methods are for finding work. More than 50% of people find work through networking.

Thanks for your valuable comments. This is the first professional review of my resume and I’m really pleased I had it done.

Manager NSW

GettinG a job

mailto:[email protected]

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My JOB SEARCH tO-DO LISt!

Assessing yourself and deciding on potential areas of employment

Understanding what employers are looking for

Planning and implementing your approach to job searching

Preparing your resume and covering letters

Securing and preparing for interviews

Considering the job offer, obtaining advice, and signing a contract.

Your new career starts hereJob Search stepsJob Search is a process and will involve anything that will assist you to find employment. Some of the activities involved in a job search can include, but are not limited to:

are you ready to take the next step?


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It’s time to take a long, hard look at yourselfThere are some important issues to consider in preparation for your job search. Taking the time to establish your areas of greatest interest, as well as making an honest assessment of your own capabilities will bring you closer to identifying the kinds of positions you should be seeking. Assessing your interests and capabilities

ASK yOURSELF…

1. What are my skills?

2. What are my personal attributes?

3. What makes me employable?

4. What employment is available to someone with my skills, qualifications and interests?

5. Can, and do I want to (city, country or overseas)?

6. What environments do I find stimulating?

7. When am I happiest or most comfortable and why?

8. What sorts of people interest me?

9. What have I learnt from mistakes I’ve made?

10. What am I good at?

11. What are my personal values?

12. What sort of a person am I?



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What employers want from youAny student or recent graduate looking for employment should be asking the question: ‘What are employers looking for in graduates?’

Recent research suggests that there are a number of core competencies that employers consistently assess in regards to employing graduates. These competencies are listed below and addressing them will help you present yourself in the best possible light to prospective employers.

CAN yOU tICK ALL OF tHESE BOxES?

Client Focused

Communication Skills – verbal and written communication skills

Change Orientation

Problem Solving

Leadership Potential

Team Work

Planning & Organising

Genuine Interest

Enthusiasm

Career Aspirations

Practical People

Work Experience

Mobility

Critical Thinking

Do you have what it takes? Read

on to get all the help you need



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Finding a JobDoing the groundworkIndustrial/Vacation/Work Experience:It is a good idea to seek out as much industrial/vacation/work experience as you can, particularly while you are still studying. If you are taking a break after finishing university or if you experience an extended period of job seeking, it can also be a good idea to organise work experience during this time. This will not only provide valuable experience for your resume, but you will be able to build up a list of contacts for graduate employment opportunities.

You may like to refer to APESMA’s Online Guide to Vacation Work, which will provide useful advice to obtaining work experience in your chosen profession.

For Graduate Positions:Look at the newspapers at the start of the first semester of your final year. Large organisations begin their recruiting early in the year in order to find the most talented graduating students. Start regularly looking at job advertisements as soon as possible, even if you are not yet ready to begin applying. Keeping your eye on job advertisements will familiarise you with the opportunities available and help decide which opportunities you are most interested in pursuing.

APESMA jobs updatesAs part of your APESMA membership we send out a weekly Young Professionals Job Update email. This contains a listing of relevant graduate, student and vacation employment opportunities from across Australia, some from obscure sources.

Navigate organisation websites for graduate programsNote important dates Research positions and employers

tiPS


http://www.apesma.asn.au/employment/vacation_handbook/content.asp

http://www.apesma.asn.au/employment/young_professionals/grad_job_update.asp


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There are many different written publications that assist new graduates in finding employment:

Newspapers (check the classifieds section)

The Graduate Outlook, published by New Hobsons Press.

Graduate Opportunities, published by Trotman Australia.

Online career journals

Internet

Approaches to job seeking - gaining a competitive edge!If there are thousands of graduates each year, how do they all get jobs?

No matter what your profession is, chances are you will be facing a highly competitive employment market. You should expect that there will be a buyers’ market for jobs offering the best opportunities and those employers can afford to be choosy.

The best approach to finding employment is to exploit all of the options available to you. This will entail a combination of reactive and pro-active approaches to your job search. Reactive job seeking includes applying for positions that are openly advertised or made known to you. A pro-active approach relies on gaining information about opportunities which are not immediately obvious to you. Examples of pro-active job seeking include making contact with potential employers, networking, and contacting employment agencies.

Tips for both reactive and pro-active job seeking are outlined below.

In printReading the papers, including the business sections, can tell you which companies are winning tenders for contracts and expanding. Looking at employment advertisements for more senior positions in your field may mean new opportunities for graduates also. Call the company and find out if they intend hiring new graduates.

CheCk theSe



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Employment agenciesKnow how they work to gain an advantage

Employment agencies work on the basis that the employer pays a commission to the agency for finding them a short list of suitable potential employees. There is no charge to the job seeker.

Generally an agency will ask you to register your details, university results, a detailed resume, and it is likely that this will be followed by a direct interview. This alone may not result in a job prospect, but it all forms part of your networking plan. Ensure that the details you register with the agency are clear and concise.

A quick way of finding agencies that handle positions for your profession is to look out for newspaper advertisements placed by these agencies. Employment agencies can also be found in the Yellow Pages.

You can also make contact with APESMA’s own recruitment agency, ETM Search and Selection who specialise in the recruitment of engineering, science and technology professionals. By registering with ETM you will be able to:

keep up to date with recruitment trends and related job market information. 4

receive automatic notification of opportunities relevant to your career and experience 4(both permanent and contract roles).

access the ‘hidden job market’ as they will inform you of those roles not advertised in 4the mainstream media.

Joining a relevant professional association such as APESMA, is another way to find out more about your potential employment market, as well as salaries and other employment conditions for students and recent graduates. APESMA’s Professional Network Magazine provides information on various career opportunities and job related information for graduates.

A quick way of finding agencies

that handle positions for your

profession is to look out for

newspaper advertisements

placed by these agencies.

Employment agencies can also

be found in the Yellow Pages.

tiP!


http://www.etm.com.au/


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Careers Fairs, On Campus/Company Presentations and WorkshopsOn-campus activities involving companies and organisations interested in recruiting recent graduates are advertised through the university careers service and your faculty or department. Starting early in the year, regularly scan your departmental notice boards and student publications for these advertisements.

Remember that your attendance at an on-campus fair or company presentation could be your first point of contact with a prospective employer, so be prepared and dress appropriately. Learn about the company and get a contact name and title for future reference. Make the effort to introduce yourself, ask questions and show an interest. Take multiple copies of your resume just in case you have the opportunity of making personal contact.

Careers ServiceDoes your careers service at University have a close relationship with employers? Can you register to have information on graduate positions sent out to you?



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BASIC NEtwORKINg SKILLS Sending an email or phoning to introduce the contact to the idea that you are looking for work. It gives them time to think about any contacts that may help, and possibly to clarify whether there is work at their organisation.

Make an appointment to speak with your contact for a set period of time (15-20 minutes). Your interview can be by telephone or in person.

Impress them with your interest and enthusiasm.

Let your contact know that you do not expect them to know of any job vacancies themselves, but only a point in the right direction. They will be more open to helping you.

Write down a list of questions to ask your contact

Never over-step your time allowance.

Take notes on the interview and on what you learnt from your contact.

Write a letter to thank them for their time. Showing courtesy in such a way will help you reinforce your current network – you never know when you may need to call on these people again.

Follow up any leads.

it’s not always

what you know, but

who you know!

NetworkingConsidering that many jobs are never even advertised, it makes sense to utilise all of your existing contacts in your search for employment.

It is a common practice in the world of work for professionals to be recommended for interview by friends or colleagues. Therefore, you should never feel self-conscious about making use of any existing contacts in your search for employment. Ask your friends, relatives or acquaintances to help you search out opportunities. Often these contacts will offer to recommend you for an interview or pass on your interest.

Also make a point of contacting your industrial/vacation work experience employers. Generally employers feel more comfortable about employing people known to them, and who have performed well in the past.

Membership and involvement in professional associations are an ideal basis on which to be able to approach people for information or advice.



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Finding information on prospective employersThere are many ways of finding relevant information for your job application and/or interview.

Read as much about a company as you can. Sources may include newspapers, employer 4profiles on employment websites (see above), business magazines, information from industry associations, the websites and annual reports of the organisations themselves.

Public libraries, your university library & your university careers centre should hold or have 4access to these useful databases and references:

Australian Business Inde 4 x - CD ROM database, includes major Australian newspapers

Annual Report Collectio 4 n - CD ROM database

Jobsons Online – CD ROM database of companies 4http://jobsons.dnb.com.au/

The Business Who’s Who of Australia 4 http://www.dnb.com.au/

Kompass Australia 4 http://www.jpmmedia.com.au/kompass/

The Graduate Outlook 4http://www.graduatecareers.com.au/content/view/full/52

Graduate Opportunities 4 http://www.graduateopportunities.com


http://www.australianbusinessindex.com/

http://www.utas.edu.au/library/assist/apps/annrephelp.pdf

http://jobsons.dnb.com.au/


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What to do when researching employers and businessesContacting the company (or the employment agency if relevant) is one of the best ways to find out 4information.

Contact the Human Resources and the Marketing departments, or the people responsible for 4those functions. Explain that you are applying for a job at their organisation and are seeking any recruitment literature and general marketing information that they can provide. You may also ask for more detail on the nature of the position, possible career paths, some background on the organisation, and more information on what the employer is seeking.

If you are researching a small business, arm yourself with a series of questions that will cover the 4information you require, in case they do not have any suitable material to send to you.

Ask friends and colleagues what they know of the particular organisation. 4

Graduates offered employment in areas that have traditionally been public sector are 4typically not free to negotiate on salary.

What does the company do? What are its products and services? 4

What is the company’s position in the marketplace? 4

Where is the company located? Does it have offices in one city, across Australia or 4across the world?

What does the company’s financial position look like? What are its areas of growth and decline? 4

What is the company’s ‘vision’ for the future? What are its managers particularly focused on over 4the next year?

Has the company been featured in the media recently? 4

What is the structure of the organisation like? What opportunities for promotion will be open to you? 4



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ResumeThe basic aim of any job application is to convince the employer that you may well be the best person for the job and, therefore, that you should be interviewed. This chapter provides easy to follow guidelines to help you achieve just that.

What should my resume look like?

For more information look at our printable cover letter included on this CD.

ETM has developed an online resume builder that takes the pain out of putting a professional resume together. To try out the builder visit www.etm.com.au

RESUME pLAN

Be specific, provide brief examples of your achievements

Be succinct and clear

Marketable (it must stand out from the crowd)

Analyse exactly what the employer is looking for your qualifications

Emphasise your skills or experience

Show that the job is a logical next step for you

A statement of fit: explaining that you possess the necessary qualities for the job

SELL yOURSELF

Resume checklist Click Here to View



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Covering LetterA Covering Letter is extremely important for introducing yourself and stating the type of position you are seeking. It can orient the reader to the strongest parts of your application and prime the employer to read the resume in a positive light.

The following steps provide a structure for developing your Covering Letter:

1. Start with your name and contact details.

2. Next put name and address of intended recipient and name of the company (the advertisement usually specifies name of individual taking care of applications, use exact wording provided in the advertisement. If the advertisement doesn’t contain contact name, phone or e-mail the company and ask for contact name).

3. Date the letter.

4. Start letter with greeting such as Dear Sir or Dear Mr Smith (if ad gives this) or Dear Sir/ madam/ To Whom It May Concern (if don’t know contact person).

5. Put name and description of the job you are applying for, and reference numbers mentioned in the advertisement and where you saw the job advertised.

6. A few snappy statements emphasising why you are the best fit for the position. The first sentence or sentences should demonstrate your knowledge of the company, while following sentences should impress the reader including your credentials for the role and/ or degree of knowledge relevant to the company.

7. Add a sentence explaining that you are keen to be interviewed for the position.

8. Sign off line such as ‘yours sincerely’ or ‘yours faithfully’.

9. Write in your signature/ type your name below the signature.

A gOOD COvER LEttER CAN…

Give an excellent impression of yourself, making the potential employer read on through

your application.

Give the reader immediate

insight into the purpose of

the correspondence

Explain your motivation for

applying for the position

Set a positive tone for the resume

Sample Covering Letter Click Here to View



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Addressing selection criteriaSome organisations often issue a list of selection criteria, which include the knowledge, skills, attitudes, abilities and education that they would prefer the candidate possess.

Failure to address selection criteria explicitly is one of the biggest reasons why people get rejected when applying for a job.

Selection criteria for some positions are available from HR departments, web sites or from recruitment companies handling positions. In some cases the selection criteria will be summarised in the job ad or there will be a number on the website.

If you are not clear about some aspect of the job it is a good idea to clarify selection criteria by obtaining the information package (including a position description) or speaking to the contact person. Addressing selection criteria is like compiling competency statements – you have to write succinct statements that clearly demonstrate your knowledge, skills, abilities and attitudes.

Evidence for selection criteriaUnderstand the key phrases and address these in your application. E.g. ‘Experience in 4project management ‘ means you have actually worked as a Project Manager, whereas ‘knowledge of project management’ means you know what project managers do. You need to understand the statement as well as the subtle differences in meanings.

Understand the role and functions described. The roles of managing, leading, supervising 4or administering are different, but are often confused with one another.

Demonstrate skills and abilities sought and provide concrete examples and descriptions 4of these skills and abilities e.g. Examples of contributing to a work group, interacting with people or managing your own performance.

Avoid making unsupported claims or sales pitches about your skills based on your own 4personal opinion.

CREAtINg A SELECtION CRItERIA

Create a new document separate from your resume.

Identify this with your name,

job title and position number

Create a table where you

outline each of the selection

criteria and your claims to them

Use each of the selection

criteria as a heading

Provide evidence of your ability

to meet each of the criteria



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InterviewsPreparation is the key to presenting well in a job interview. Interviews are a major part of your job search, and they should be viewed as a positive step towards achieving employment with an organisation of interest. Candidates must show superior presentation abilities and need to market themselves in a relaxed and natural manner. It is important to have the right attitude, realising that your task is to convince the interviewers that you are the right person for the job. Remember an interview is not an examination. It is not about finding what you know or do not know.

The six different types of interviews you may encounter

1. Individual Interviews 2. Group Interviews 3. Panel Interviews

Conducted by most organisations ✔

Wide range of questions including; ✔

employment history, academic qualifications, achievements, personality and career goals

Conducted by large organisations ✔

6-8 candidates with one or two ✔

interviewers making assessmentsAssess qualities that may not be ✔

apparent in traditional interviews

Conducted by large organisations ✔

Panel members will take turns asking ✔

questionsCan consist of 2 to 6 interviewers ✔

Ensure that all the relevant people will ✔

meet youEliminates personal bias to a candidate ✔

4. Targeted Behavioural Interviews 5. Assessment Centres 6. Psychological Testing

Based on the premise that your past ✔

behaviour is an indicator to your behaviour in a similar situationFocus in on real-life work or conflict ✔

situations rather than hypotheticalsInterviewers will usually ask questions ✔

like ‘Tell me about when ...’ or ‘Give me an example of a time where you had to’

Popular form of assessment, ✔

particularly for graduate recruitmentRole-playing ✔

Interviews ✔

Presentations ✔

The interviewer will assess your ✔

behaviour – Remember to put your best foot forward!

Designed to assess candidates on their ✔

suitability for a position based on their personality & skillsGeneral ability tests – measuring ✔

verbal, numerical, speed, spatial, co-ordination or perceptual skillsSpecific aptitude tests – for keyboard, ✔

technical or foreign language skillsPersonality tests ✔



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Possible interview questionsThinking through likely questions and preparing answers will improve your performance at an interview. You will feel and appear more confident, sound more certain and articulate, and give the most appropriate answer. To make the process easier APESMA has provided a brief checklist to questions you may be asked.

Questions the interviewer may ask

Personality and Cultural Fit Social & Interpersonal skills Communication Skills Work Style

Tell me about yourself?

How would you describe yourself?

What do you do in your spare time?

What does teamwork mean to you?

How do you get along with other people?

Did you get along with your previous supervisor and/or colleagues?

What communication skills do you have? In what ways have you developed these skills?

What are some of your strengths/ weaknesses?

How would you describe your work style?

How do you work under pressure?

Technical Knowledge/Skills Knowledge and understanding of the organisation Specific work related skills Employment History

What skills do you possess?

Tell me about an achievement you were particularly proud of?

Are your academic results an indication of how you will perform in the work force?

Why should we hire you for the position?

Can you describe the main functions of the organisation?

Where do you see yourself five years from now?

Can you give an example where you showed initiative at work?

What were your reasons for leaving your previous position?

What did you do in your previous position?

What did you like/dislike about your previous job?



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Questions you should askWhilst it is important to show an interest in the position by asking some questions, it is important not to overdo it. A good interview impression can be cancelled out by a prattling list of questions on minor details. Some appropriate questions might address the following issues:

a detailed description of the position; 4

reason the position is available; 4

anticipated induction and training programme; 4

how your work will be supervised and appraised; 4

what sort of people have done well; 4

potential for progression and development; 4

company growth plans; 4

best selling products or services; 4

Interview process and position starting date. 4

tiP!An Interview situation is a good time to ask

your potential employer some questions



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The Do’s and Don’ts of job interviews

tHE DO ’S

Be punctual, arrive early

Greet the interviewer, smile & handshake

Wear professional attire

Sit upright, look confident and interested

Speak clearly so you can be comfortably heard

Maintain eye contact with the interviewer

Ask for clarification if you do not understand a question

Think before you respond to a question

Get the interviewer to describe the position so you can relate your skills and background to the position

Really show you want the job

Be natural

tHE DON’tS

Identify factors that may be seen as negatives

Dress untidily or look unshaven and dirty

Answer questions with a simple ‘yes’ or ‘no’

Lie or make unsupportable claims

Make derogatory remarks about your present or former employer or companies

Be aggressive, overbearing, conceited or a ‘know it all’

Show no knowledge of the company

Show a lack of ambition in your career

Fail to admit your strengths/weaknesses

Make enquiries about salary, bonuses & holidays before or at the initial interview – be patient, it will come up at a later date



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Closing the interviewIf you are interested in the position ask what their next steps will be. 4

If you are offered the job on the spot, are happy with the terms and conditions and you want it, 4accept it. If you wish it think it over, be courteous and tactful in asking for time; set a definite date for when you will provide an answer.

Don’t be discouraged if no definite offer is made or specific salary discussed. The interviewer 4may want to speak with others in the office, or interview more applicants, before making a decision.

If you get the impression the interview is not going well and that you have already been rejected 4don’t let your discouragement show. Sometimes an interviewer who is genuinely interested in your potential may seem to discourage you in order to test your reaction.

Thank the interviewer for his/her time and consideration of you. 4



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Position DescriptionPosition Descriptions are frequently prepared when jobs are advertised. If a Position Description is available, make sure you request a copy.

Position Descriptions usually outline the objectives of the role, the duties and responsibilities. This information can help you prepare your job application and interview. If you get the role, position descriptions assist you to know what will be expected. Sometimes Position Descriptions can become part of your employment contract.

Sample Position Descriptions

Example 1: Engineer / Hydrologist Click Here to View

Example 2: Graduate Engineer Click Here to View

Example 3: Graduate Behavioural Scientist Click Here to View



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job

oFFeRS

Thank you so much for all the advice and help you have given me. I have decided to take the job… Engineer NSW

Did you know?You should be prepared to be asked about salary. If you are asked a direct question about salary, make sure you have done your research on market rates for your role and industry.



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ContractsHow is a job offer made?If you have been successful in the job interview process, you will usually be notified by telephone. Alternatively, if you have been invited back for a second, or even a third interview, you may be offered the position at this time.

If the offer has been made orally, the employer will usually follow up with a written employment contract, which may take the form of a short letter of appointment or more detailed contract. This document will contain further information about the position; you will be required to sign and return it to the employer. Always keep a copy of this document for your own records.

What should my contract contain?names of the parties to the contract; 4

position title and duties (sometimes called a position description); 4

where you will be located; 4

how you can be transferred; 4

who you will report to; 4

annual salary and other benefits; 4

superannuation (amount and default fund); 4

hours of work and overtime arrangements; 4

annual leave, sick leave, parental leave entitlements; 4

termination arrangements (including redundancy provisions); 4

probationary period; 4

salary reviews. 4

Remember… get it in writing!



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When should I accept the offer?Before formally accepting any job offer, it is important to ensure that you have all the relevant information regarding conditions of employment for the position. If you have already reached ‘in principle’ agreement with the employer regarding your salary and conditions, you can wait for the formal written offer to arrive.

Alternatively, at the time the offer is made, you can express your thanks and tell the employer that you will respond to the written offer in a few days. It is important to give yourself enough time to obtain advice on the offer and make a considered decision. The employer will tell you if they require your decision in a shorter time period.

Remember - always get it in writing.When you have something in writing, members should consult APESMA on the offer. We are happy to:

explain any unfamiliar terms; 4

check the salary and conditions against the relevant award and legislation; 4

compare the salary offer with market rates; 4

ensure that the terms of the contract are in your best interest; 4

identify any key conditions not covered by the contract; 4

advise members of any conditions which could be improved by negotiation. 4

You are then in a position to make an informed decision regarding your acceptance of the employment contract.

tiPS Assess yourself and decide what jobs you’re qualified for and interested in

Plan & research for job search

Prepare resume & cover letter Prepare for interviews



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What if I change my mind?It is usually possible to withdraw your acceptance of a position prior to commencing work by notifying your employer. Keep in mind, however, that this course of action involves inconvenience for the employer, and that this may affect your chances of working with them in the future.

If you have commenced work, but then change your mind, you are bound to give notice to terminate your contract, unless this occurs during your probationary period. Usually the notice period is one month, although a shorter notice period may be arranged by agreement. If in doubt, contact APESMA.



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Employment contracts explainedAn employment contract is an agreement between the parties for work to be provided in return for remuneration and other benefits. Legally speaking either a verbal or written contract is perfectly valid. However, where something as important as your employment is the subject of the contract, APESMA recommends that you always get it in writing.

Usually once verbal agreement is reached between the prospective employee and employer, the details are written down to record the agreement. This document usually sets out the agreed salary and conditions of employment, and the duties and title of the position.

A contract is a legally enforceable agreement. If, however, the salary and conditions contained in a contract of employment are less than the relevant award, they may not be legally enforceable. In this respect, the award system provides a safety net.

Common contract types

Employment Contract Fixed Term Employment Contract Independent Contractor

Ongoing permanent employment

Employment is maintained so long as the employer can provide you with work

Employer gives prior notice to the employee of termination

Termination can be challenged

Same as employment contract except termination date is included in the contract

Employer may give notice to employee of termination

Parties can re-negotiate a new contract

Unfair dismissal action is generally unavailable

Retrenchment benefits

Not an employee, but in business for themselves

Do not receive a salary

Charge a flat hourly rate for services

Independent Contractor deducts pay from his/her hourly payment

Entitled only to what is stated in the contract

Have no guaranteed rights to conditions such as sick leave and annual leave



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SalariesWhen should I discuss salary?The second interview is usually the best time to discuss salary, but you should wait until this is raised by the interviewer. This may be a time to agree in principle on salary and conditions of employment. Obviously it is a good idea to be informed about both market salaries and award minimums (that is, the legal minimum salary by industry or profession) at this stage. APESMA membership gives you access to up-to-date information on these matters.

Can I negotiate my salary?Private sectorIn most private sector areas of employment graduates are free to negotiate their salaries. While graduates usually have a lot less scope than more experienced professionals to get the best deal, your remuneration can however, be improved over and above the award minimum. If your salary is discussed with the employer prior to a written offer, you may seek to increase their offer. Remember to be delicate in your negotiations and be well informed about your award and market rates. www.apesma.asn.au/adviceonline/remuneration/market_rates.asp

Public sectorGraduates offered employment in areas that have traditionally been public sector are typically not free to negotiate on salary. These workplaces have classification structures in place which specify a graduate starting salary. Other areas of employment that specify a particular graduate starting salary include the airline, automotive and waterfront industries.

how much are you worth?


www.apesma.asn.au/adviceonline/remuneration/market_rates.asp


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Can I negotiate my conditions?Starting dates of employment can usually be negotiated. In the private sector, negotiable conditions may include the length of any probationary period, superannuation arrangements, overtime compensation and much more. This is an important reason for APESMA to review your contract.

Opportunities for the negotiation of conditions in public sector areas of employment are very limited because of the greater incidence of award regulation.



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What are you worth?The employment market is a marketplace like any other. Professionals offer their skills and expertise in exchange for a salary and other benefits in an ever-changing environment.

It is important that you have current information on the level of demand for professionals with your qualifications and experience and what salaries are being paid in the marketplace for your level of experience, location and specialisation.

The usual method of simply determining your worth in the market is by consulting a market rate survey. These survey reports bring together a series of information about what is being paid to others with similar backgrounds.

Once you determine your market rate, be aware that it will also increase over time, usually well above increases to the cost of living, as measured by the Consumer Price Index. Check the annual movement in market rates that you need just to keep pace with your position in your profession.

Market rates will also increase as you gain responsibility. Most young professionals who are in their first year in the workplace will be at the first responsibility level, the entry level. You will usually move on to the second level when you have gained sufficient experience to work without detailed supervision. As a rough guide, this would usually occur after three or four years of work experience.

You can use market rate information to assist you in the bargaining process that you go through each time you undertake a salary review or negotiate a new role.

Market rate information will also enable you to consider the salary implications of different career directions.

Organisations will vary in their use of market rates depending upon their remuneration policies.

If you are unclear about your market value or how to apply this in your workplace, contact APESMA for advice.

Have I got a reasonable salary for skills? Does this seem like a healthy environment to work? Will I go far in my position? Is this the right job for me?

tiPS



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Market ratesAPESMA conducts comprehensive market rates salary surveys, and that information is available as a part of your membership.

Online Surveys Other InformationEngineers and Graduate engineers Engineers responsibility levelsIT professionals IT professionals responsibility levelsScientists Scientists responsibility levels

If you are in one of these disciplines, click the link and select the 'log in to online survey' option. Look up your profession and graduate rate (usually at the first or entry responsibility level). Check out the different variables, e.g., what would happen to your salary if you did further study?

Hint: enter only two variables at any time to get results. Use multiple queries for comparison.

APESMA also conducts remuneration surveys for Pharmacists and Architects, and has a large amount of information on salaries on other professions. Contact APESMA for further information.

If the median rate seems too high or low, consider the range of salaries paid in the market by looking at the top and bottom quartile rates (top and bottom 25%).

If you are earning below the bottom quartile, check with APESMA to ensure that you are above the legal minimum rate and to discuss strategies on how to improve your salary.


http://www.apesma.asn.au/surveys/graduates/graduates.asp

http://www.apesma.asn.au/online_surveys/eng/EngLevels.asp

http://www.apesma.asn.au/surveys/acs/acs.asp

http://www.apesma.asn.au/online_surveys/acs/ACSLevels.htm

http://www.apesma.asn.au/surveys/scientists/scientists.asp

http://www.apesma.asn.au/online_surveys/sci/SciLevels.asp


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StaRtinG a job

Did you know?Employers find it particularly annoying when their new recruits compare every aspect of their new workplace with their old job.

Thanks so much for your time and considered feedback. There has been much more to the transition from Uni to the workplace than I expected. Your help has given me confidence in dealing with this process. Architect NSW



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Work expectationsBe yourselfThe golden rule of surviving your first graduate job is to be yourself. Always remember the interviewer has sought after you, not some unrealistic ‘know it all’. As a graduate your supervisor will be seeking potential in you. This does not mean being perfect overnight. In fact, those who try to be someone they are not are sure to burn out. It is important to start small and create a list of career goals. When accepting your job offer, be mindful; develop a list of strengths and weaknesses. Employers will always look for someone with honesty.

Admitting to your supervisor that; ‘You need to work on your presentation skills’, or, ‘that you can be impatient at times’ show both character and personality. An employer will always respect graduates who are genuine. More importantly, the combination of keeping a positive and controlled mind-set will prove useful when meeting your future peers in the workplace.

After all, from the first day of your graduate career you will be working with supervisors and peers. To avoid slipping up it is best to keep the supervisor’s and fellow colleague’s expectations about you reasonable.

Know what you want

to achieve

Be yourself

Be patient

Listen and learn

time to Shine



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Be measured but keep your enthusiasmWhen offered a job, maintain your enthusiasm, but also respond in a measured and business-like fashion. Where there are matters that require negotiation with the employer do so in a pleasant, sensible, non-confrontational manner.

Keeping a controlled mind-set and enthusiastic approach in any job is vital. It shelters you from high pressure and it also helps you work with others. Therefore, as you negotiate your salary and position act responsibly as the employer will be looking for someone they can trust.

Policies and proceduresIn most organisations there are policies and procedures on how to do things. These are made not to infringe but to protect your rights and responsibilities. For instance, in most cases there are rules for daily routines, facilities, emailing, deliveries and budgeting. Furthermore, there are often rules for submitting or contacting others in the workplace. In most organisations there will be an induction to how policies and procedures operate. However, if your organisation does not offer a formal induction it is strongly encouraged that you ask before you act.



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Induction processWhen you start a new job the first experience will be the induction process. If you are not taken through an induction you may wish to ask your employer about this.

Typical induction

Your obligations ✔ Your company’s obligations ✔

Understanding your role ✔ Set up work area and tools ✔

Complete all employment paperwork ✔ Outline key procedures/processes ✔

Meet your colleagues ✔ Introduce you to the team ✔

May receive a staff conditions manual ✔ Guide you around the office ✔

Whilst you may not learn everything about your role and company during an induction, it is a good place to start. Don’t be afraid to ask questions. You are new to the organisation and people will respect this.



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Performance and Salary ReviewsWhy have performance reviews?Performance reviews involve the regular, systematic and formal assessment of how staff are performing in their jobs. Often they will be linked with salary reviews or incentive schemes of one form or another.

The objective of performance reviews is to improve individual performance by effective two way communication between the individual and their manager. The intended outcome is improved overall effectiveness and efficiency within the workplace.

Specific objectives of the review process include:

to improve performance in the context of corporate goals and the culture of the organisation; 4

to improve the individual’s understanding of their work responsibilities and performance 4standards expected of them;

to give feedback on individual performance; 4

to identify training and development needs and to develop, with management, plans to address 4these needs;

to reward performance exceeding expectations with salary increases; and 4

to provide a fair basis to identify and manage unsatisfactory performance. 4



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Typical processAny performance appraisal process should include the following:

Performance AgreementThe process starts with a performance appraisal agreement, which links the individual job responsibilities to the department/workplace goals. The agreement is generally prepared by you and your manager together and should include:

a statement of job responsibilities; 4

objectives to be achieved during the appraisal cycle; 4

performance indicators setting out expected level of achievement for each objective; and 4

expected performance standard for each indicator. 4

Mid-Term ReviewMost employers will conduct this after six months. This gives the opportunity:

to assess standards of performance and deal with any perceived under-performance; 4

to ensure that the performance appraisal agreement still matches the job priorities and 4objectives; and

to arrange for any training or development needed. 4

Annual Review or Performance AssessmentThis occurs once a year and is often tied to a salary review. It should take place in an interview with open, honest, two-way communication and your full participation as the individual being appraised. Performance is usually rated against a scale of achievement, with salary increases or bonuses being paid once a certain level is reached.



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How to prepare and maximise the outcome of a performance reviewIt is obviously important to ensure that you work consistently throughout the year to meet the objectives set out in your performance appraisal agreement. Any problems should be addressed as they occur and any training or development needs should be met where reasonably possible. Preparation throughout the review period, as well as shortly before the review itself, will improve your chances of ensuring the best possible outcome.

Throughout the review period:Keep a record of critical events, such as achievements and milestones, which impact on the 4appraisal.

Before to the performance review (at least one week prior):Examine your performance appraisal agreement in light of your work over the review period. 4Consider where you have met or exceeded your objectives and performance indicators and note down the best examples of this.

If you have not met certain objectives, consider why this has occurred - for example, did the 4objective become irrelevant during the review period due to a change in responsibilities? Prepare to explain the reason for not meeting an objective or goal to your manager.

Consider any training and development needs you may have. 4

Some performance appraisal systems require that the above preparation process be done in 4writing and submitted before or at the review. Even if your manager does not require your written input, it is still a good idea to prepare notes to take with you into the review - to ensure you do not forget any important points or examples.

During the review:In the appraisal interview, try to focus on a balanced discussion of your performance throughout 4the period, not just most recent events.

tiPS Prepare for your performance or salary review - do your research When in doubt ask Be realistic. You can't

be a great success overnight



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What is a fair process for a performance review?The performance agreement should be in writing, agreed between the individual and manager 4and in place at the beginning of the appraisal cycle.

The performance agreement must contain realistic and achievable objectives and take into 4account the skills and resources needed to achieve results.

Standards should be expressed as clearly and objectively as possible. 4

Agreements should be reviewed if there are changes in circumstances which impact on the ability 4of the individual to meet the agreed objectives during the agreement period.

The individual should receive regular informal feedback, so that they are aware of any problems 4well before either the mid-term or annual review.

There should be a mechanism in place to ensure that consistency and equity is applied to the 4appraisal process, so that individuals achieving similar levels of performance receive similar rewards.

There should be a process to resolve any disputes over the outcome. 4

APESMA can provide assistance to members regarding performance reviews.



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Performance PayPerformance pay is sometimes referred to as pay for performance or incentive pay. Usually performance pay is associated with the more formalised systems of performance appraisal just discussed. It is based on the premise that where superior performance is expected it must be rewarded.

At this point it might be useful to distinguish between fixed remuneration and variable remuneration.

Fixed RemunerationIn private sector organisations, fixed remuneration would typically include base salary, any cash allowances, annual leave loading and non-cash benefits such as a motor vehicle and superannuation. In public sector organisations, it would include base salary, annual leave loading and superannuation - vehicles are not usually provided until more senior levels have been reached.

Normally you will find a salary range is applicable to your position and this could comprise a number of pay points between the minimum and maximum values. Progression to higher pay points within this range is usually by annual increment.

Assuming satisfactory performance, these increases are not ‘at risk’ and fall within what is usually called fixed remuneration.



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Variable RemunerationOn the other hand, variable remuneration is that part of your total reward that is performance based, with payments contingent on meeting set targets and corporate goals. It could take one of the following forms:

bonus plans - a discretionary payment based on organisational or divisional performance; 4

performance pay - payments made as a lump sum or as part of regular salary on achievement of 4targets negotiated with your supervisor or manager;

profit sharing - under this arrangement a prescribed proportion of profit is available for distribution 4to employees after an agreed threshold level has been realised;

employee share purchase plans - in some instances these plans are linked to achievement of key 4performance targets and may involve the issue of company shares or an opportunity to purchase company shares at discounted rates e.g. option plans.

ProcessVariable remuneration is the ‘at risk’ part of the total reward provided to an employee and will therefore usually comprise one or more of the incentive or pay for performance arrangements outlined above.

As already noted the approach to be followed in properly conducted performance/incentive schemes is very similar to that outlined for performance reviews and they are often combined as a single process. For example, there would need to be agreement on quantifiable targets generally arrived at by discussion between the individual and the manager concerned.

This agreement should be in writing and, if possible, provide for a mid-term review so as to give an opportunity for fine-tuning and feedback. Both this and the end of term review should be conducted by the manager and the individual in a face-to-face interview. Preparation for the interview should follow the steps outlined earlier as well.

If you need to know more about the ins and outs of Performance Pay, contact APESMA.

tiP!



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Salary ReviewsMany organisations have a procedure for salary review that does not involve either performance appraisal or performance payment. Should you find yourself in a situation where your employer does not undertake any regular review of salary levels or if you wish to become involved in your enterprise agreement, you should contact APESMA.

The possible reasons behind a salary review are many and varied. A salary review may occur as a result of an enterprise agreement, to recognise company profitability, cost of living increases and the market, i.e. what their competitors are paying.

Most organisations will conduct salary review of one form or another, as failure to do so will leave their employees dissatisfied and vulnerable to poaching by their competitors.



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Tips on individual salary negotiationsThe approach to salary negotiations differs between workplaces. Nevertheless, it is important to remember in any salary negotiation that pay increases are rewards for performance and reflect the value the employer places on the individual staff member.

You should therefore, emphasise the achievements you have made and how they have benefited the employer, in terms of:

meeting or exceeding goals and objectives; 4

meeting budget targets or delivering under budget; 4

any initiatives you have taken which have resulted in benefits to the employer; 4

increased revenue as a result of your efforts; 4

increased efficiency as a result of your efforts, resulting in cost savings. 4

Always remember that your employer will be very interested in how you can contribute to the organisation’s performance. Most companies are prepared to pay more to an employee if they know they are going to get value for money. So avoid talking about your own financial position and concentrate on how you can add value for your employer.



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You might also find the following tips of use:Keep a diary of your successes and achievements throughout the year. You can then use this to 4compile a list of what you have done before commencing negotiation with your employer on your salary review.

Research what the market is paying for similar jobs. APESMA’s Remuneration Surveys are an 4invaluable tool for this purpose and can be obtained by contacting your local Association office.

Decide on the salary you would like based on what you think you are worth to your employer and 4the appropriate market rate.

Prepare a work program with targets for the next twelve months so that your employer will be 4able to see how they will benefit from your contribution.

Consider whether you will include an ‘at risk’ (variable) element in your remuneration package 4(see the performance pay section).

Be self assured and confident in your approach to negotiations with your employer. But do not 4overplay your hand and become too arrogant, or alternatively, allow yourself to be dominated in the discussion.

Do not jump the gun by trying to present your case immediately after you walk through the door. 4Observe the demeanour of your manager and listen first. It might well be that your manager will commence by making some comments on your performance over the past year.•

If things don’t work out so well, you shouldn’t threaten to resign in the heat of the moment. 4Nobody likes to be threatened, and it may be that your offer to resign is accepted. Aim to get a better understanding of the issues. so that you can make a properly considered decision once you have had the opportunity for reflection (and APESMA advice).

Know your market rate

List your sucesses

Be confident.

RemembeR!



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Job evaluationPayment should accurately reflect the nature of the work carried out, and should be equitable for all people carrying out the same job.

In this way you can access the worth of a new role that may attract you or justify a review in your current role when you have taken on more responsibility.

To evaluate your job, you need evidence of:

job size 4

complexity 4

skill requirement 4

intensity 4

responsibility and/or 4

accountability. 4

One way of assessing this is to use a points factor assessment system. It is an analytical method which breaks down each job into its composite factors; this can occur using evaluation system such as those provided by Mercer, Hay and other consulting firms. Some organisations have developed their own versions of these systems. APESMA can advise you on formal job evaluation systems and assist you to undertake a job evaluation assessment.

Once you role has been evaluated, a relative salary within your organisation as well as in the marketplace can be determined. The latter process uses market rates surveys. Your organisation will usually have a policy on how to apply these relativities, i.e. whether it pays at the higher end of market rates, or relies upon other aspects of the employment environment to attract and retain preferred employees.

Issues can arise in the relative value assigned to specialist skills and responsibilities in 'off the shelf' assessment methodologies – for example, giving a higher weighting to roles that require PhDs or take high levels of safety responsibility. Again, if you have concerns, ask APESMA for advice.

Some employers use job

evaluation to regularly

reassess the level of positions.

This might provide you with

an opportunity to obtain a

salary increase

RemembeR!



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PromotionsBecause you deserve one!

Contrary to popular opinion, promotions do not tend to land on your lap. To excel in today’s work environment you must learn to sell yourself. Here we give you some advice on the best strategy to beat the competition and win that promotion.

Going for promotion is usually linked with a pay increase and is often associated with new challenges and new opportunities. A good promotion should also be consistent with the goals of your long term career plan.

Different methods of advertising vacancies and accessing internal staff for promotion apply in different organisations. For instance, members employed in public sector organisations should take a close look at the promotion processes documented in the human resource policy manual.

So although there is no single formula for promotion, there are however, some basic steps that should form part of your promotion strategy. These are outlined on the following page.



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Promotion checklist

How to promote yourself

Compiling information Evaluating position Self evaluation

Understanding ✔

opportunities in your organisation.

Seek advice and ✔

feedback from your supervisor on your prospects.

Get detailed information ✔

about target roles.

Does it suit current ✔

interests and aspirations?

Does it have higher pay? ✔

Are there future ✔

opportunities?

What are my strengths ✔

and weaknesses?

Do I need further training ✔

and development?

Is this what I want? ✔

Prepare your application and for your interview with the same rigour as for an external role.



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Training and further educationTraining and education is essential to any role. It ensures continual improvement and in causes employee satisfaction.

InternalInternal training is conducted within the organisation, with most employees, particularly graduates, under-taking some form of further training and education when they start a new job. This often consists of the new employee learning what is expected of them in the job, as well as the company’s policies, procedures and techniques.

Organisations that have a structured Graduate Program usually include planned training as part of the program. Graduates are exposed to a variety of different roles and operations. It is important when in a graduate program to gain this breadth of experience, to move around into different roles and positions where possible to gain a variety of workplace skills and knowledge. The greater your skills and knowledge, the greater your chance of promotion and/or finding a better job outside your current organisation.

Companies can also bring in external training providers to conduct training when they introduce new technology, work practices or changes in the structure of the organisation. Again, participating in this training allows you the chance to improve your skills and knowledge, and thus your employability.

ExternalExternal training and education is conducted outside your organisation you work for. External courses are usually authorised and funded by your employer, where you can gain skills to assist you in your role. Trainig to support your career development is often your own responsibility. Use your career plan to think ahead, and investigate the career options open to you within your company and outside it. Do you want to stay within your current field or move outside it with a career change? Thinking about your options will help you identify any gaps in your skills and knowledge, and help determine how you can develop your professional skills.



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everyone needs a hand now and then

MentoringFor many graduates the transition from university to work can be difficult. Starting work in a new environment, even with a few years of work experience behind you, and dealing with new policies, procedures and an unfamiliar workplace culture can be daunting. One common solution to this situation is mentoring.

While it is usually the supervisor’s/manager’s role to give you on the job training, an internal mentor can generally show you the ropes and help you settle in, using their broader practical knowledge of the organisation.



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Career planTo successfully plan your career you must know yourself, be aware of your skills and competencies, your strengths and weaknesses, and of what you want in relation to work.

Research career options. What sort of role would suit you? What are the career options available to you now? What jobs would you like to do in the near future? In the distant future? Would you like to work interstate or overseas? Would you like to change occupations altogether?

Narrow down your career options to a number of choices. Identify the skills and experience gap between your current capabilities and what the career options you have chosen require.

Assess and research the skills, training and experience you will need to be considered for the positions you would like to hold in the future. Approximately how long will it take you to gain the experience required? Are courses available to fill any skill gaps you identify? Are short courses available or would you have to consider further study at university or TAFE? Are there any prerequisites? Can you develop the skills you need through volunteer work or by being involved in a local community group?

StEp 1: SELF ASSESSMENt

You now have the in ormation

you need to begin preparing

a career plan on paper

www.apesma.asn.au/

employment/career/cdw/

index.asp

USe oUR

online CaReeR

DeveloPment

woRkbook



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You can then use your career plan to help in focusing on your short and long-term goals. If you find a job advertisement that looks interesting, for example, you can then consider how the job fits in with your overall plan.

Will it give you opportunity to expand your skills? 4

Will it place you into an administrative, managerial or technical direction? 4

A career plan should be revisited and revised 4

It should be flexible and adaptable to reflect change in your ideas 4

Start with your educational qualifications and work experience, your competencies and current skills, summarising what you have identified through self-assessment.

Note your current position..

List your short-term (within one year), mid-term (within five years) and long-term (more than five years) goals as bullet points, relating to specific job titles and also to training, personal and professional development. You can include your goals on one continuum, or break them into sections, such as ‘occupational goals’ and ‘training goals’ and so on. Also include the steps you will need to take to work towards achieving each goal.

It is important to recognise that obstacles may already exist to achieving some of your goals. Think about what these may be, and include what you identify in your plan. For example, you may have financial commitments that do not allow you to give up full-time work to study. Possible solutions to this hurdle could include studying part-time or doing an online correspondence course. This process can help you consider methods for overcoming obstacles, so try to list different ways of dealing with the obstacles you have identified.

StEp 2: CAREER pLAN



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ChanGinG jobS

Did you know?Job satisfaction is often more important than remuneration. Reflect on any reasons for concern and regularly review your current satisfaction against your career plan.

Thanks, you’ve made my day. I’ve recently started in IT recruitment consulting and I have a second job helping to run a fashion store that will expand very soon into multiple stores so this information that APESMA sent will be a great read. Hopefully it will help me think outside the square. Office Coordinator NSW



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Changing CareerThe decision to leave your job can be a difficult one. Most obviously, you may consider leaving as you are unhappy or dissatisfied with your current position. Even when things are going well, however, it can sometimes be a good idea to think about leaving, so that you don’t miss out on a good opportunity. Either way, knowing when it is the right time to move on is an important element of successful career management.

At a difficult timeIf you are unhappy or dissatisfied in your current position, you may consider looking for work elsewhere.

How to best cope with a difficult time at work

Some of the signs of a career cross-road Short term solutions

You dread going to work ✔

You often arrive late and leave early ✔

You no longer care about the quality of ✔

your work

You feel socially isolated in your workplace ✔

Work problems are impacting negatively ✔

on your personal relationships outside of work

You are bored and unchallenged in your ✔

job

What do you really dislike about your job – is it the actual work? Your colleagues? ✔

Your supervisor? The hours of work?

Can you change or have an affect on the cause of your dissatisfaction? ✔

If possible, seek advice from a trusted colleague or your mentor ✔

Speak to your supervisor or employer – could you spend some time gaining ✔

experience in another position or another part of the organisation?

Is there a possibility of swapping work or certain tasks with another employee? ✔

Is there a possibility of changing your hours of work or your workload? ✔

Could you move into another section of your organisation permanently? ✔

Will training improve aspects of your current position, or give you a greater ✔

chance of promotion?

Could a holiday or leave of absence help? ✔

If the above suggestions are unlikely to help improve your situation, you may seriously consider the second option of leaving your current employer. It is usually not advisable to leave your present position until you have organised a new job.



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At a successful timeOnce you have established yourself and gained experience, it can be a good idea to consider leaving a job when you are experiencing success. This can also be one way of fast-tracking your career in its earlier stages.

It can be useful to consider how long you should stay in a position. To help you estimate, consider how long it will take you to make a contribution or impact and gain experience that you can demonstrate to others. Once you have achieved success in your position, you may consider the opportunities for new challenges or promotion in your current organisation.

If you do decide to leave your job in order to take the next step in your career, you should have a clear career objective in mind. It is a good idea to develop a career plan, and to use this to guide your career development.

It is always important to ensure that you keep your skills and qualifications up-to-date, undertake relevant training, and that you keep a record of your achievements in each position, but it is even more important if you decide to follow this particular career strategy. This preparation will also assist you in ensuring that your career heads in the right direction.

APESMA Career Tip!

It is always important to ensure that you keep your skills and qualifications up-to-date, undertake relevant training, and that you keep a record of your achievements in each position.



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Job seeking while workingFor many people it is obviously not a good idea to leave one job without another new position to go to. Job seeking while you are already working can, however, sometimes lead to a difficult situation once your employer becomes aware that you are seeking work elsewhere.

Problems that can arise as a result of your employer discovering your intentions include everything from tension in your work environment to open hostility. Many employers, on the other hand, will not openly react at all, while others still are supportive in this situation. Naturally the response depends on the individual employer.

Unfortunately there is no easy solution to this problem, but it is usually a good idea to be discreet and to keep your plans confidential for as long as possible, particularly if you believe that your employer will react badly. If possible, arrange interviews outside of working hours, and organise a reference from a supervisor or manager that you can rely on to maintain confidentiality.

It is possible to be discreet for a certain amount of time, but eventually your employer may become aware of your intentions. Try to maintain your normal work effort and continue to interact with your colleagues as usual. Remember that you will probably need a reference from your employer, and that finding a new job might take longer than you expect.



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ResignationOnce you have made the decision to leave your job, the next step is, obviously, to inform your employer.

If you are leaving the organisation because you were unhappy with your role or dissatisfied with aspects of the organisation itself, it can be tempting to vent your anger through insults and criticisms. This is rarely a good idea, particularly as in most cases you will require a reference from your soon-to-be previous employer.

Be sure to check your contract of employment or letter of appointment as these often set out your obligations in terms of resignation. Unless otherwise stated, you are generally expected to give one months notice of your resignation, but a shorter period can also be arranged by agreement. If you leave without notice, you are only entitled to be paid up until the date of your leaving. In most instances, you will be entitled to be paid for any annual leave you have accumulated, but not for any sick leave. If you are unsure about your contractual obligations, please contact APESMA for assistance.

Providing feedback on the organisation however, is valid, as long as it is appropriate. If you are planning to criticise your employer in your letter of resignation, it is a good idea to ensure that the letter is appropriate. Contact APESMA for advice.

Your resignation is usually expected to be submitted in writing. The letter will usually be included in your file, and then serves as a final, and lasting, impression of you as an employee. If your letter includes insults and criticisms, a negative impression of you will remain on file. A positive, well-written letter, however, leaves a good impression, and can help counter any minor difficulties that may have occurred before you decided to leave.



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RedundancyThe employment market today is very different to that of previous generations. Working for the same employer for your entire, or even a significant part of your working life is now increasingly uncommon.

What is a redundancy?

A Redundancy is a Termination of Employment by the employer because the employer:

Redundancies Commonly arise where an employer is:

Rights and Obligations

does not need that job done by ✔

anyone; or

needs fewer people to do that ✔

type of job.

closing part or all of the business; ✔

restructuring; ✔

cutting staff to save costs; ✔

Introducing new technology. ✔

There are a range of legal obligations regarding the process of redundancy.

Because of this, it is important to contact APESMA for information on your rights and obligations regarding issues such as:

consultation requirements with ✔

employee(s) and APESMA;

notice periods; ✔

redundancy pay entitlements; ✔

additional termination pay; ✔

superannuation implications. ✔

If members become aware of any potential redundancies within their organisation they should immediately inform APESMA. This will allow us time to establish the validity of the proposed redundancy, ensure appropriate procedures are followed, and assist you in gaining your best possible outcome.

If you are faced with a redundancy, do not make any commitments or give any undertaking which may prejudice your subsequent rights to reinstatement or an improved redundancy package.



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RedeploymentIf your position has been declared redundant you may be redeployed or laterally transferred into a new or vacant position. You may be given training to bridge any skill gaps or to gain any required qualifications.

Obligations regarding redeployment vary greatly. In the public sector, in some states and territories, government policy prevents forced redundancies. Across the public sector, usually every effort is made to redeploy individuals within the department or within the public sector generally. In private industry, organisations are often obliged under legislation or awards to consult with the workforce when redundancies are likely to occur. During the consultation period there should be an attempt to redeploy any workers made redundant within the organisation, although the likelihood of this being successful depends on many factors, including the size of the company and its financial situation.

Outplacement ServicesOutplacement services are a means of providing employees with an important source of advice and support in the event of job loss. These can include counselling for employees being made redundant, or services such as resume writing and interview skills workshops.

APESMA urges members to make use of any outplacement services provided by the employer. If those services are not provided as part of your package APESMA can assist in seeking their inclusion.

Financial AdviceBecause of the complexity of the taxation laws regarding superannuation and lump sum payments, those facing redundancy must seek expert advice in the area. APESMA has entered into arrangements with leading financial advisory companies who can assist you in these matters.

Obtaining appropriate financial advice is also recommended to ensure that your entitlements to unemployment benefits and other forms of government financial support are not prejudiced by particular investment decisions. Contact APESMA for further information.

RECRUItMENt SERvICES

ETM Search and Selection is

an APESMA owned placement

and recruitment agency that

operates commercially, and is

one of the leading recruitment

agencies for Engineering,

Technology and Management

Professionals in Australia.

There is no charge for members

to register their details with

ETM. For more information visit

the ETM website at

Go to the website


http://www.etm.com.au


28 Jones Street Enmore NSW 2040

11 November 2007

Jan Thomas Personnel Officer XYZ Pty Ltd GPO Box 3445 SYDNEY NSW 2001

Dear Ms Thomas,

Re: State the title of the position and reference if applicable

a) State your intention to apply for the particular position and the source and date of the advertisement/information. Make reference to any contact made with the employer and refer to your enclosed resume.

b) Detail your qualifications, experience and skills that meet the specifications or selection criteria for the position.

c) Highlight any key strengths or successes which may give you a competitive advantage, including examples where appropriate. Be sure to relate this information to the requirements of the position.

d) State the reasons for your interest in the position, the employing organisation and the industry. The more you are able to show a logical link between your qualifications, skills, experience, strengths and the requirements of the position the better.

e) Indicate your interest in attending an interview and discussing your application further. Close the letter positively, perhaps emphasising some key attributes you would bring to the position.

Yours sincerely,

John White

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Position Description

Position Title: Graduate Engineer

Department: Packaging Engineering

Reporting to: Project Engineer

Location: Rowland Flat

Incumbent:

Date:

Person Specification

Position Scope The Graduate Engineer will report to and assist the Project Engineer, providing effective implementation of project management to all areas of the Group, through supervision of activities in conjunction with the Project Engineer, Technical Manager and other stakeholders.

QUALIFICATIONS

Essential

Desirable

Tertiary level qualification in Engineering or related Discipline

First Aid Certificate

EXPERIENCE

Essential

Desirable

Nil

Competent in MS Windows, Word, Excel, Outlook, Project and AutoCAD 2000 LT

ATTRIBUTES

1. Be able to demonstrate the following Company values to those who interact with this position:

Quality and excellence: aim for the best in everything you do 4at work;

Partnerships: work together as a team with fellow employees 4sharing ideas and information;

Honesty and openness: be honest and open with fellow 4employees and customers;

Sense of urgency: do things today rather than waiting until 4tomorrow;

Deliver shareholder value: focus on increasing profits; 4

Social responsibility: ensure Company facilities, work 4environment and employment practices reflect superior citizenship.

Graduate Engineer

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ATTRIBUTES cont.

2. Ability to work autonomously within an environment of accountability and responsibility.

3. Operate within a team environment.

4. An understanding of Project Management principles.

5. The ability to identify and prioritise tasks in consultation with the Project Engineer.

6. Offer assistance to the Project Engineer to enable sound decisions to be made with regards to technical projects, including consultation with relevant stakeholders.

7. Effective written and verbal communication skills.

8. A commitment to continuous improvement and quality systems.

9. The ability to apply effective time management skills.

10. The ability to set achievable goals and evaluate performance against measurable outcomes in conjunction with the Project Engineer.

11. Commitment to the implementation of Equal Opportunity and Occupational Health Safety & Welfare legislative requirements.

12. Commitment to the implementation of Quality Assurance principles in accordance with Company Policies and Procedures.

13. Competent in MS Windows, Word, Excel, Outlook, Project and AutoCAD 2000 LT

Job Specification

ADMINISTRATION Prepare Gantt Charts 4

Prepare, distribute and collate tender documents 4

Obtain and collate quotations 4

Prepare project reports 4

Allocate materials and resources to capital projects and 4improvements

Process project documentation 4

Maintain project drawing and document archives 4

Graduate Engineer

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TECHNICAL Implement effective project planning and processes including; 4

Identify all components of a project 4

Obtain budget estimates and prepare project proposal 4

Ensure compliance with Environmental legislation, Building 4Codes of practice and Australian Standards

Manage projects in accordance with the project plan and in 4conjunction with the Project Engineer and other stakeholders

Liaise with production and suppliers, investigate and provide 4recommendations to the Project Engineer and Technical Manager

Assist in the continuous innovative improvement process. 4

Monitor and evaluate project work activity on any OWG site 4

Undertake technical “hands-on” activities as required 4

SUPERVISION Supervise contractors, ensuring compliance with Occupational 4Health, Safety and Welfare policies, procedures and Quality Assurance Systems including Australian Standards and approved codes of practise

COMMUNICATION Successfully develop a reliable network of external contacts 4including industry bodies, professional and technical associations, material and service providers

Effectively communicate regularly relevant project information to 4the Project Engineer, Technical Manager and other stakeholders

Contribute to formal and informal project team meetings, 4ensuring that identified action items are completed in a timely manner

Provide oral and written presentations as required 4

O.H.S & W. Understand and implement Occupational Health, Safety and 4Welfare policies and procedures throughout all areas, and all contractual agreements with third parties

SPECIAL CONDITIONS

A preparedness to gain exposure to a dynamic and rapid growth 4industry

Flexible working hours 4

Current driver’s licence 4

Intra and Inter state travel 4

Graduate Engineer

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Position details

Position Title: Engineer / Hydrologist

Business Group: Asset Solutions

Location: Brisbane

Classification: SW06

Reports to: Engineering Design Manager (Design Group A)

Purpose and Key Challenges The purpose of the Engineer/Hydrologist, Engineering Design Group A is to provide professional hydrologic, hydraulic and water resources services to meet the needs of clients.

Key challenges include:

Delivering high quality engineering studies and investigations within time and budget 4constraints to meet the needs of internal and external clients.

Developing an up-to-date understanding of water engineering technology advancements 4and legislative requirements

Financial and Human Resource Management Accountabilities Financial: The position has no financial delegations.

People: The position has no direct reports but may provide coaching and mentoring to graduate engineers / hydrologists.

Key Accountabilities

Key Result Area Major Outcomes

Financial Performance

Projects delivered that meet technical objectives within constraints of time and budget. Proposals prepared that consider the work, resources, and costs required, and result in the project being awarded to SunWater.

Community and Environment

All hydrologic investigations consider and address community, environmental, Workplace Health and Safety, operational and legal issues

Asset Sustainability

Engineering studies contribute to maximum asset sustainability, performance, reliability and safety

Our Customers Effective relationships established with key stakeholders including clients SunWater staff and the regulator, in the delivery of projects. Advice and activities are customer focused and demonstrate quality, responsiveness and value for money Repeat business received from satisfied clients

Engineer / Hydrologist

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Our People Effective contribution to the Engineering Design Team Effective working relationships within Asset Solutions and across other business groups Active participation in the SunWater Achievement Development System Graduate Engineers / Hydrologists are mentored in area of expertise Effective safe work practices are achieved

Business Management

Compliance with SunWater business systems, standards and relevant legislation. Advice, tools, guidelines and assistance provided to clients to enable the achievement of water management and dam safety requirements. Business improvement and development opportunities identified and implemented. Professional representation of SunWater and its interests in external forums.

Person Specification Essential

Education/Qualifications

Possession of a Degree in Engineering or Science. 4

Knowledge, Skills and Abilities

Ability in the undertaking of hydrologic and/or hydraulic model studies associated with 4the development and management of water resource infrastructure such as dams, weirs, channels, pipelines, pump stations, flood mitigation schemes and irrigation distribution systems and the flood operations of dams.

Ability to effectively collate and interpret climate and water data. 4

Problem solving ability, and the ability to consider wider scale implications of hydrology/ 4hydraulic modelling analyses, e.g. operational costs, environmental risks, and legal implications.

Proven ability to operate computers, for example Excel, Word, and numerical models. 4

Ability to learn and develop skills and keep abreast of new technologies and industry issues. 4

Good verbal and written communication skills with the ability to express ideas clearly and 4concisely. Ability to prepare written technical reports, memos, presentations, and other communications in a clear and logical manner.

Ability to develop effective working relationships with clients and to liaise with clients to 4ensure successful delivery of projects.

Ability to assist and support other staff to develop skills and undertake projects. 4

Time management skills with the ability to meet technical objectives within the constraints of 4time and budget.

Ability to prepare proposals and estimates for projects. 4


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Desirable

Membership of Engineers Australia or equivalent professional bodies. 4

Qualifications in a related area such as hydrology, hydraulics, environment, statistics, or 4computing.

Ability in one or more areas of: groundwater, water quality, urban water and wastewater, 4statistics, environment, or Water Act compliance.

Experience in the operation of the following computer models (or models of a similar 4nature): MIKE 11, RORB, URBS, XP-RAFTS, HECRAS, and/or 2D Hydraulic models.

Experience in undertaking physical hydraulic modelling 4

Published technical papers, and experience in presenting technical papers at conferences, 4workshops, etc.

Work Environment/Conditions The Engineer/Hydrologist will be located in Brisbane but may be required to travel to project locations for site inspections. In addition interstate or overseas travel may be required.

Work Unit Structure Manager Design Group A Senior Engineer/Hydrologist (2) Engineer/Hydrologist (2) Civil Engineers, Technical Officers, Graduate Engineer (7)


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Role Description

Vacancy Reference: QLD/TD6166/08 Closing Date: Monday, 2 June 2008

Division: Land Transport and Safety Division Classification: PO2

Branch: Strategic Policy Team

Total Remuneration:

$46,071 – 58,967 per annum from 1 July 2008

Location: Brisbane Contact Officer:

Name: Graduate Programs AustraliaPhone: 1300 13 16 19Email: [email protected]

Special Conditions:

A degree or higher qualification, completed since 1 January 2005, from 4a recognised Tertiary Institution in Behavioural Science or equivalent.

Applications will remain current for 12 months. 4

We are seeking an enthusiastic Graduate Behavioural Scientist to help contribute to our vision of creating and managing a world-class transport

system for our communities and industries.

ORGANISATIONAL ENVIRONMENTThe key outcome areas of Land Transport and Safety Division are:

Road Safety; 4

Transport System Efficiency, Access and Equity; 4

Ecologically Sustainable Transport; 4

Rail Safety; and 4

Capable Organisation 4

Land Transport and Safety Division (LT&S) is an accredited Investors in People organisation. Investors in People (IiP), is an internationally recognised standard that links people development with business outcomes. It focuses on managing, valuing and developing people so that they can excel in their jobs, advance in their careers, and effectively contribute to the organisation’s goals.

IS THIS THE ROLE FOR YOU?You will:

Assist in undertaking research, and developing and implementing behavioural countermeasures that will reduce the incidence and risk of unsafe, inefficient or unsustainable transport behaviours.

Graduate Behavioural

Scientist

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YOUR KEY RESPONSIBILITIESYou will:

Assist in undertaking transport related behavioural research to establish the cause of high 4risk behaviour; identify areas of behaviour that can be managed; and develop effective policy countermeasures aimed at changing behaviour;

Assist in monitoring, evaluating and reporting on the effectiveness of countermeasures to 4positively influence transport related behaviours and outcomes;

Assist in the provision of technical direction and support on behavioural issues to other staff 4of the division on an ongoing basis;

Participate in and supporting projects or activities that support the division’s and 4department’s business objectives and values;

Assist in the development of business, operational and project plans for the division; 4

Draft correspondence, reports, submissions or briefing notes of medium complexity, in 4accordance with departmental standards;

Assist in the liaison, consultation and maintenance of effective relationships with team 4members, and internal and external clients and stakeholders;

Participate in committees and working groups concerned with researching, developing, 4coordinating, implementing and evaluating policies, projects, services or systems consistent with the division’s business plan, and the department’s strategic direction;

Deliver tasks and activities individually or as team member, with an emphasis on meeting 4deadlines within quality, cost and time constraints;

Participate in capability development activities required to perform efficiently and effectively 4in the role, and assist other team members to develop new capabilities when required (e.g. by mentoring and/or training other staff);

Complete routine and more complex administrative tasks to comply with public sector 4legislation, standards, policies, practices and procedures relating to human, financial and physical resources;

Carry out all duties in accordance with the Queensland Transport Code of Conduct; and 4

Use statistical packages such as Statistical Packages for Social Sciences (SPSS), and 4standard computer applications including the internet, email, diary, word processing, spreadsheet and presentation applications.


Scientist

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WHY JOIN US?Queensland Transport offers you:

work/life balance including flexible work arrangements; 4

flexible 36.25 hour working week; 4

generous leave provisions including four weeks recreation leave and ten days sick leave per 4year, and long service leave after ten years;

generous superannuation (employer contribution of up to 12.75%); 4

salary sacrificing arrangements (conditional); and 4

opportunities for challenging work, professional development, networking and career 4progression (including study assistance).

YOUR APPLICATIONAs part of the on-line application process you need to answer the questions below. Your response to these questions will form an essential part of our assessment of your suitability for this role. Answers should be clear and concise, and give specific and accurate information on your skills and abilities to do the job. Essentially, you need to demonstrate what you have done and how it was done.

Question 1Briefly describe where you were responsible for coordinating activities within specific timeframes? How did you go about achieving the results?

Question 2Describe a problem that you investigated and recommended actions for resolution. How did you apply your problem-solving, research and analytical skills? Describe the steps involved.

Question 3Describe a situation where you have had to work as a member of a team to produce an outcome. Outline how you worked with team members to ensure a quality outcome.

Question 4Describe a situation where you have used statistical and reporting software applications to achieve business objectives. What type of analysis did you perform and how did you use these systems to achieve results?


Scientist

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SUBMITTING YOUR APPLICATIONAll applications must be submitted on line at http://www.transport.qld.gov.au/Home/About_us/Employment/Graduate_program/The_roles_available/ then click on the yellow “click here to apply” button.

To complete your application you will need to:

1. Complete the online application form (go to the link above)

2. Attach your current Academic Transcript showing all pass and fails (MS Word or PDF format only)

3. Attach your most recent Resume (MS Word or PDF format only)

If you are unable to submit an electronic application please contact the Graduate Coordinator on 1300 13 16 19 or email [email protected]

Please submit a separate Application for each Vacancy.

ADDITIONAL INFORMATIONOrganisation environment: Queensland Transport provides better transport for Queensland. To find out more about Queensland Transport please go to http://www.transport.qld.gov.au .

Graduate Program: The Queensland Transport Graduate Program builds on the competencies you acquired at University so that you can help the Queensland Transport team provide better transport for Queensland and gain a solid foundation for your career. More information on the Graduate Program is available at http://www.transport.qld.gov.au/graduateprogram

To be eligible for permanent appointment to the Queensland Public Service you must provide proof of Australian citizenship or permanent residency. To be eligible for temporary appointment you must provide proof that you can legally work in Australia.

Probation: Subject to Section 73 of the Public Service Act 1996, any successful applicant who is not a current permanent employee of the Queensland Public Service will initially be appointed for a minimum six month probationary period.

Applications may be made available to other QLD government departments.


Scientist

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Personal Details Full name

Full address

Home, mobile and work telephone numbers and, if applicable, include area code

Email address

Date of birth

Skills and Qualifications Tertiary: University attended, degree(s) obtained, years of attendance, WAM

Secondary: Year and school of final secondary qualification, marks of final secondary qualification

Other skills and Qualifications: Include any computer skills and any short courses you may have completed

Professional Associations: State grade of membership (if applicable) and any other involvement with professional bodies/institutions

Capabilities Statement Briefly outline your key competencies

These may include technical, leadership, people and/or managerial skills

Employment History (last position first) Dates of commencement and completion (month and year)

Employer name, division and location, and title of position held

Statement of responsibilities, duties and key achievements using active verbs

Internal promotions should be treated as a new position

Include any work experience or volunteer positions

Extra-Curricular Activities State any positions held, club or committee memberships etc.

Differentiate between school and university where appropriate

Generally speaking, any activities that you were involved in more than five years ago should not be included

Personal Interests/Activities State involvement in community, sporting, church groups etc.

State personal interests, sports, hobbies etc.

Referees Mention at least two, stating their name, position title, organisation, address and

phone number

For new graduates, listing a work referee and an academic referee is encouraged

Resume

Resume Checklist

Folio JR - APESMA CAREER GUIDE INTERACTIVE PDF

Documents

Transcript of Folio JR - APESMA CAREER GUIDE INTERACTIVE PDF