Payroll Officer FT 200707

8/8/2019 Payroll Officer FT 200707

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MARIBYRNONG CITY COUNCIL

POSITION DESCRIPTION

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PART A: ABOUT THE CITY OF MARIBYRNONG:

OUR VISION:A thriving and caring community actively celebrating its cultural diversity, its unique history,and working towards a sustainable future where people enjoy safe and vibrant places andlead healthy and productive lives.

OUR PRINCIPLES:The way we will govern the city is based on the following principles…..§ Engagement - Community participation in Council decision making is encouraged

and promoted.

§ Advocacy - Council will strive to bring the needs, strengths and opportunities ofour diverse community to the attention of government, business and otherorganisations and have them acted upon in the interests of the community.

§ Transparency - Council’s processes and decision are open to public scrutiny.

§ Leadership - Council takes a key role in encouraging debate leading to decisionsthat inspire community confidence in the process.

§ Accessibility - Council works to remove the barriers that restrict access toservices.

§ Partnership - Council works closely with groups and organisations to achieve theshared vision for Maribyrnong.

§ Community Focused Council takes its obligations of working for the community



§ “Community Engagement and Advocacy” – Improve the amenity of the city bycreating and promoting vibrant people oriented public spaces which enable thenatural and built environment.

CITY OF MARIBYRNONG: The City of Maribyrnong is an inner-western municipality of approximately 31 squarekilometers in area. It comprises of the suburbs of Footscray, Kingsville, Seddon, WestFootscray, Maidstone, Tottenham, Yarraville, Braybrook and Maribyrnong. The City ofMaribyrnong was created on 15 December 1994 as a part of the governmentamalgamation process, when the City of Footscray was merged with part of the City of

Sunshine.

The City of Maribyrnong borders Melbourne, which is Australia's second largest city andVictoria's capital city. This central location provides easy access to all the benefits ofMelbourne, such as the ports, the best road network in Australia and an extensive publictransport system.

With a population of 60,000, Maribyrnong is home to one of the most diverse communitiesin Victoria. 40% of our residents were born in non-English speaking countries, 44% speaklanguage other than English and the population comes from more than 135 differentcountries, speaking more than 80 languages. Today over 250 Aboriginal and Torres StraitIslander people live in the City of Maribyrnong, and the City has the largest proportion ofVietnamese born people (11%) within Victoria.

Maribyrnong has a total workforce of around 26,700 people of whom 23,400 are working inprofessional occupations, trades, production/transport workers and labourers.



PART B: POSITION DESCRIPTION

MARIBYRNONG CITY COUNCIL POSITION DESCRIPTION

POSITION: Payroll Officer

BRANCH: Sustainable Development

SECTION: Payroll

DEPARTMENT: Finance

LOCATION: Town Hall

ORGANISATIONALRELATIONSHIPS:

Reports to: Payroll Coordinator

Supervises: Nil



• Prepare and process timesheets and variations and input data forthe fortnightly payroll.

•

Record and implement salary and wage variations as they occur.• Prepare termination and redundancy payments.

• Ensure all staff entitlements are accurate and up to date.

• Prepare correspondence, reports and statistics as required.

• Provide friendly customer service to all staff ensuring accurate

and timely advice is given on payroll matters.

• Actively contribute to the improvement and development ofsystems and procedures to increase the efficiency of the payroll.

• Ability to prioritise work load in order to complete sets tasks in atimely manner.

• Participate in specific projects as allocated from time to time.

• Key duties and responsibilities of Co-coordinator role as andwhen required.

• Interpret and apply the relevant Awards, Council’s EnterpriseAgreement and Council policies and procedures.

• Under the guidance of Payroll Coordinator assist in thed l t i d i l t ti f P ll f i



must immediately report any injury, near miss, damaged equipmentor any other hazard observed in their workplace.

Be familiar with Council’s Risk Management policy and program andthe application of sound risk management practices within theworkplace and community.

Practice and promote Council’s Equal Opportunity, Harassment andBullying principles by treating fellow staff and our customers fairlyand equitably and without discrimination, harassment or bullying.

Promote a positive image of the council to members of the public

through professional standards of personal presentation andthrough the provision of services/advice in a courteous and efficientmanner.

ACCOUNTABILITY ANDEXTENT OF AUTHORITY: The position is accountable for the accurate and timely preparation

entry and transmission of fortnightly payroll data and associatedmaterial.

Accountable for ensuring the currency and accuracy of staff leaveentitlements.

Accountable for maintaining an up to date knowledge of Awards,Industrial Agreements and statutory/legislative requirements.

Accountable for providing information, advice and guidance to

t d t ff i t d ti l



procedures.

Guidance and advice are usually available from the PayrollCoordinator.

SPECIALIST SKILLS ANDKNOWLEDGE: Advanced skills in payroll processing, preparation and data entry.

High level skills in the operation of a payroll system, with experiencein running payroll related reports.

Ability to understand and interpret the relevant employment Awards,

Council’s Enterprise Agreement and payroll related policies,procedures and legislation.

Ability to understand, interpret and check employment contracts,letters and agreements to ensure adherence to relevantemployment Award and Council’s Enterprise Agreement.

Understanding of the objectives of the payroll function and its role in

the longer term goals of the wider organisation.

High level knowledge and skills in working with relevant softwarepackages, including Word, Excel, Lotus Notes, Fujitsu and SAP.

Advanced numeracy skills, with the ability to understand complexformulas and calculate payroll matters such as overtime andremuneration package / contract details.



Ability to prepare statistical and general payroll / personnel relatedreports.

Ability to maintain strict confidentiality of payroll and personnelmatters.

Commitment to work with multifunctional teams.

Personal values consistent with working in an outcome focusedteam.

Ability to be responsive to changes in customer requirements.

Ability to demonstrate innovation and flexibility in seeking change.

Ability to participate in change.

Ability to work in a team environment.

QUALIFICATIONS AND

EXPERIENCE: Substantial experience working as a Payroll Officer, together withexperience in calculating contents of employment agreements andcontracts.

Proven experience in working with relevant employment Awards,Enterprise Agreements and statutory/legislative requirements.

Local Government experience would be advantageous.



MULTISKILLING: The incumbent of this position may be directed to carry out suchduties as are within the limits of the employee’s skill, competenceand training.

The following signatures are required to indicate understanding, agreement and approval of theposition description.

Agreed: .........................................................................Staff Member

Approved: ......................................................................Manager/Co-ordinator/ Organisational Development

Date: …………………………….



PART C: CONDITIONS OF EMPLOYMENT

AWARDS & INDUSTRIAL AGREEMENTS:

Employment conditions for all employees are in accordance with the relevant award,Council’s Enterprise Agreement, contract of employment and Council policies andprocedures. Currently the Awards and legislation pertaining to Maribyrnong City Council(MCC) employees are:

§ Victorian Local Authorities Award 2001§ Nurses (ANF Victorian Local Government) Award 2002§ Local Government Act

Council’s current Enterprise Agreement is the Maribyrnong City Council, No. 5 EnterpriseAgreement, 2005.

POLICIES & PROCEDURES:All Council employees are required to undertake his/her employment in accordance withrelevant Award / legislation, Council policies and procedures. Each employee isresponsible for ensuring they are familiar with and keep up to date with Council’s policies

and procedures. These policies and procedures will be provided to you during your initialinduction and can be located on Council’s Intranet, or can be accessed by contacting theOrganisational Development Section.

CODE OF ETHICS:It is a basic principle of Council that the services provided to the community are to beconducted legally, ethically and be of the highest standards of integrity and propriety. The

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services of other Council employees (including contractors) for their personal gainor with intent to cause detriment to the Council.

§ Employees shall not use for his/her personal gain or knowledge nor disclose anyconfidential information that may be acquired as a result of special opportunitiesarising out of his/her employment by the Council.

§ Information obtained through employment with Council is confidential and thereforecannot be discussed with outside individuals or organisations, without Council’sconsent. The confidentially of Council information remains binding even followingcompletion of service with MCC.

§ Employees provided with Council vehicles are expected, at all times, to use them ina manner which does not reflect adversely upon the Council. Council vehicles mustnot be used outside of Council policy guidelines.

§ It is an expectation that Council staff will present themselves for work in clean andtidy clothing that appropriately reflects the particular area of work and theprofessionalism of the organisation as a service industry (and if required wear aCouncil provided uniform).

ALCOHOL & DRUGS:Employees shall not arrive for work under the influence of alcohol or illegal drugs. Whilston Council duty employees shall not consume alcohol and/or drugs. Consumption ofalcohol on Council premises is not permitted, unless authorised by the Chief ExecutiveOfficer or a General Manager for a specific social function. If you take legal prescriptiondrugs which can affect performance or judgement and are required to use plant, equipment

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PROBATIONARY PERIOD:All temporary and permanent employees are required to complete a six month probationaryperiod at the beginning of employment. A probationary period provides an opportunity toconfirm the new employee’s suitability for the position and for the employee to closely

assess the work environment and the organisation. Under the Workplace Relations Act(1996) an employee who is serving a probation period can not pursue a claim for unfairdismissal. The criteria for the successful completion of a probationary period will include,but not be limited to:

§ Performance on the job§ Attendance§ Completion of Council’s induction process

LEAVE ENTITLEMENTS:Full time Council employees’ are entitled to four weeks annual leave per annum and newemployees are entitled to four weeks annual leave after 12 months continuous service iscompleted in accordance with the Victorian Local Authorities Award 2001 and Council’sEnterprise Agreement. Annual leave entitlements are provided on a pro-rata basis for parttime employees and are not an entitlement to employees where leave loading is paid.

Employees are entitled to 16 days sick leave per annum (pro rata for part time employees).Employees can transfer a maximum of 20 days sick leave between Local Governmentorganisations in accordance with the Victorian Local Authorities Award 2001.

Employees are also entitled to thirteen weeks of long service leave after ten yearscontinuous service (pro rata for part time) and can be transferred between Victorian LocalGovernment organisations in accordance with the Long Service Leave Regulations 2001.

SUPERANNUATION:



Training and development will focus on the continuous upgrading of technical, conceptualand professional skills and identified core competencies of the Council, such as, but notlimited to:

§ project management§ communication/interpersonal skills§ computer literacy§ problem solving/decision making§ customer service§ financial management

STUDY LEAVE:

Council is committed to developing a culture, which provides and supports learning anddevelopment to employees. MCC’s commitment to staff development is displayed throughboth the provision of training, and assistance with participation in work-related formaleducation courses in the form of study leave and/or reimbursement of fees for itsemployees.

To assist employees with career development, Council will provide those staff studying, areimbursement of $500 per semester and a maximum of $1,000.00 per year. The Study

Assistance policy outlines the eligibility requirements for study leave and reimbursement.

APPLICATIONS:It is important to prepare a thorough application as it will be used to ascertain whether ornot you are successful in gaining an interview. All applicants are requested to include thefollowing information in their application:

§ Covering letter - which states the position the applicant has applied for andaddresses the key selection criteria, as outlined in this position description.



Applications for this position close 5pm Friday 3 rd August 2007

Applications addressing the key selection criteria should be addressed to:Ms. Dina Pratt

Manager Organisational DevelopmentP.O. Box 58Footscray Vic 3011Fax: (03) 9687 7793Emailed: [email protected]

Please note: Electronic resumes will only be accepted in Microsoft Word or Adobe Acrobat format.

PRIVACY OF PERSONAL INFORMATION:Council is committed to full compliance with its obligations under the Information Privacy Act 2000.Your personal information you have provided to Council is used for recruitment and selectionprocesses to assess your application for employment, and if your application is successful, it will bekept on your personnel file. The personal information will be used solely by Council for employmentand or directly related purposes. In applying for this position, you are giving your consent for MCCto use this information. Council may disclose this information to other organisations if required by

legislation or Council policy, and relevant parts of the information may be disclosed to organisationsor persons you have identified as current or former employers, referees or others who may be ableto assist Council in assessing your application.

The applicant understands that the personal information provided is for the above purpose and thathe or she may apply to Council for access to and/or amendment of the information. MaribyrnongCity Council acknowledges the National Privacy Principles and in accordance with these principlesyour personal information is destroyed once it is no longer required by the Council. Requests foraccess and or correction should be made to Council’s Privacy Officer.

mailto:[email protected]

mailto:[email protected]



PRE-EMPLOYMENT MEDICAL:As part of MCC’s selection process applicants may be required to undertake a pre-employment medical examination (at Council’s expense). This examination will be withCouncil’s recommended General Practitioner to determine the applicants ability to carry

out the inherent requirements of the position. If you are required to undergo a pre-employment medical, you will be notified during the recruitment process (this requirementwill also be outlined in the key selection criteria).

POLICE CHECK: As part of the selection process, some positions also require prospective employees toundergo a Police Check prior to commencement in the position. If the position you areapplying for requires a police check (at Council’s expense) applicants will be notified during

the recruitment process (this requirement will also be outlined in the key selection criteria).

COMMENCEMENT OF DUTIES:During the interview process applicants must inform the Recruiting Officer the period ofnotice required to be given to the present employer, if he/she was to be successful inobtaining the position.

ENQUIRIES:

Telephone enquires about the position can be made to Leanne Duncan-Smith, PayrollCoordinator on 9688 0221.



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Payroll Officer FT 200707

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