APPLICANT’S INFORMATION PACKAGE · air safety within the LGA and with all aerodrome users. Drafts...

APPLICANT’S INFORMATION PACKAGE

Vacant Position: Technical Services Coordinator

Reference Number: EN11/19/21

Closing Date: 23 September 2019

ONLY APPLICATIONS SUBMITTED ONLINE AT

www.gisc.nsw.gov.au

WILL BE ACCEPTED FOR THIS POSITION

Your information package includes the following:

1. Position Advertisement

2. Selection Criteria

3. Position Description

4. Application Checklist

5. Guide to Applying for Employment with Council

If any of the above items are missing or are incomplete, please contact

Helen Stapleton, Human Resources Officer.

Telephone: 02 67302303

Facsimile: 02 67323764

Email: [email protected]

Technical Services CoordinatorNew Position

Permanent Full-Time (35 Hrs pw) From $79,450 pa (plus super)

Monthly RDO

Council is seeking a professional, energetic and proactive Technical Services Coordinator with relevant extensive experience. Reporting to Council’s Technical Services Engineer, you will develop and operate Council’s corporate asset management systems, geographical information systems (GIS), water and waste water services, aerodrome services and fleet management systems.

You will need to have demonstrated experience in fields such as civil engineering, asset management or spatial information systems, aviation management and air safety including platform or airfield risk registers, together with a knowledge and understanding of asset management principles and practices. You will also need to possess effective analytical and problem solving skills with the ability to research issues, interpret and analyse information, determine an appropriate course of action, and provide sound advice, options or recommendations, and have a high level of general computer literacy, in particular spreadsheets, databases and Internet and a Class C driver's licence (Car Licence).

A Diploma in civil engineering, asset management, spatial information systems (or other relevant discipline), together with relevant qualifications in aviation management and air safety including platform or airfield risk registers and experience and/or qualifications in operating / managing Helicopter Landing Sites, RPAS operations, and Combined Airfield Operations; knowledge of NSW Local Government operations; understanding of Local Government assets and GIS systems; and Aerodrome Reporting Officer, Cert III in Aviation, IFR experience or equivalent would be highly desirable.

National Criminal Record Checks apply to all positions with Glen Innes Severn Council.

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

Position specific enquiries may be directed to Scott Ross, Technical Services Engineer on (02) 6730 2362 or email [email protected]

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

Apply by 11:59pm on Monday 23 September 2019, following the directions in your information package. Ref EN11/19/21.

Mark Riley – Interim General Manager

Promoting a safe and healthy workplace

Please Note: Failure to adequately address the selection criteria in your application may prevent the Selection Panel from assessing your suitability for the position and may exclude you from further consideration at the short-listing stage. For further information on how to correctly address selection criteria, please refer to the enclosed booklet ‘Guide to Applying for Employment

Glen Innes Severn Council Human Resources

Recruitment – Position Selection Criteria

Part A: Vacancy Details

Position Title: Technical Services Coordinator

Vacancy Ref No: EN11/19/21 Closing Date: 23 September 2019

Part B: Essential Position Specific Criteria

1 Demonstrated experience in fields such as civil engineering, asset management or spatial information systems.

2 Demonstrated experience in aviation management and air safety including platform or airfield risk registers.

3 Knowledge and understanding of asset management principles and practices.

4 Demonstrated effective analytical and problem solving skills with the ability to research issues, interpret and analyse information, determine an appropriate course of action, and provide sound advice, options or recommendations.

5 A high level of general computer literacy, in particular spreadsheets, databases and Internet.

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

Part C: Desirable Position Specific Criteria

7 Diploma in civil engineering, asset management, spatial information systems (or other relevant discipline)

8 Experience and/or qualifications in operating / managing Helicopter Landing Sites, RPAS operations, and Combined Airfield Operations.

9 Knowledge of NSW Local Government operations.

10 Understanding of Local Government assets.

11 Demonstrated experience in the operation of GIS systems.

12 Demonstrated experience in engineering related development control.

13 Aerodrome Reporting Officer, Cert III in Aviation, IFR experience or equivalent.

Position Description: Technical Services Coordinator

Last Reviewed / Updated: 29 August 2019 Page 1 of 8

Approved: ________________ Date: 29 August 2019 Supervisor / Employee: ______ _______

GLEN INNES SEVERN COUNCIL

Position Description

Position Title: Position Number:Department:Section: Location: Reports To: Grade: Band and Level: Current Status: Salary Range (pw):

Current Occupant:

Prepared/Revised By:

Date:

Approved By: Date:

Other Conditions and Benefits:

CHILD-RELATED EMPLOYMENT

COUNCIL CODES and RULES

WORK HEALTH and SAFETY

Technical Services Coordinator EN11 Infrastructure Services Technical Services 136 Church Street, Glen Innes Technical Services Engineer 15 Professional / Specialist Band, Level 2 Permanent Full-Time (35 hours per week) $1,527.90 to $1,605.30 (plus performance bonuses)

Scott Ross, Technical Services Engineer Helen Stapleton, Human Resources Officer (Payroll) 29 August 2019

Keith Appleby, Director of Infrastructure Services 29 August 2019

Monthly RDO Allowance in lieu of overtime (10% of base salary)

This position does not involve child-related employment as defined in the Commission for Children and Young People Act 1998.

The employee who occupies this job must be knowledgeable about Council's Code of Conduct and other policies and organization rules that affect his or her employment. It is a requirement of the job that these codes, policies and rules are followed.

The employee who occupies this job must be knowledgeable about Council's safety policy and procedures as described in the organisation's Workplace Health and Safety (WHS) Management Plan. He or she must comply with relevant WHS policies and procedures and act in a manner that ensures the health and safety of all persons in the workplace.




JOB SUMMARYAssists the Technical Services Engineer to develop and operate Council’s corporate asset management systems, geographical information systems (GIS), water and waste water services, aerodrome services and fleet management systems, by performing the following duties.

DUTIES and RESPONSIBILITIES

Essential Duties and Responsibilities include the following:

The duties and responsibilities listed here are considered essential to achieving the primary objectives of this job. Other duties consistent with the functions and role of the position may be assigned.

Air Safety and Operations for Glen Innes Regional Aerodrome Represents the airport before civic and community groups as well as government agencies in

leading and managing a safe, relevant and effective aerodrome for the Glen Innes Severn Council Local Government Area (LGA).

Leads and directs current operations for the aerodrome, with a particular emphasis on promoting air safety within the LGA and with all aerodrome users.

Drafts and manages an Air Safety Management System (SMS), Aerodrome Operations Manual and all other necessary documentation for the aerodrome.

Supervises and reviews aerodrome inspections and inspection programs, including supervising and developing aerodrome reporting officer(s).

Recommends, develops, and implements aerodrome policies and procedures, in consultation with all relevant stakeholders.

Consults with Council staff, government officials and aviation representatives concerning such matters as the development of aerodrome land and facilities and the operating rules and procedures for various types of aircraft.

Acts as Council’s subject matter expert for aviation matters (including remotely piloted aircraft), which affect land and airspace under Council’s care and control.

Prepares the aerodrome budget, in consultation with the Technical Services Engineer, and monitors expenditures to ensure the proper and efficient management of available funds.

Act as Aeronautical Information Publication (AIP) Responsible Officer, Air Data Officer, Drug and Alcohol Management Plan (DAMP) Contact, and DAMP Supervisor for the aerodrome and all official Helicopter Landing Sites within the LGA.

Leads and executes compliance and governance initiatives to ensure that the aerodrome conforms to all Civil Aviation Safety Authority regulations, in consultation with the Technical Services Engineer.

Manages and negotiates all aerodrome leases and non-aviation / airside activities at the aerodrome.




Asset Management Assists the Technical Services Engineer to develop and review asset management plans in

accordance with the International Infrastructure Asset Management Manual, relevant Australian and international standards and guidelines, including: undertaking regular condition rating of assets; determining the value and depreciation rates of assets; updating asset registers to include the creation, removal and changing of any assets; maintaining infrastructure asset data so that it is consistent with legislative requirements, e.g.

Local Government Act, Grants Commission and external audits; correlating information on assets to provide asset ages, values, depreciation and residual life

in order to meet the asset, accounting and reporting requirements of the relevant standards; undertaking life-cycle costing analyses; and modelling and verifying data for the development of forward works programs for assets.

Investigates and analyses systems for the enhancement of asset procedures.

Assists Council’s Risk and Compliance Coordinator in responding to road infrastructure related incident reports and public liability claims relating to the Road Management Act 2004.

Financial Management Assists the Technical Services Engineer with funding applications for grants, financial monitoring

and reporting, and the administration of claims.

Assists the Technical Services Engineer to prepare estimates for long-term financial planning.

Prepares reports for the acquittal of grant funding expenditure.

Provides advice regarding financial accounting system requirements to enable accurate reporting of grants and other externally funded projects.

Monitors the expenditure of the infrastructure services department and brings anomalies to the attention of the Director of Infrastructure Services.

Assists with preparation of Council reports by collating relevant financial and asset related data.

Geographic Information Systems (GIS) Support Collects field data using global positioning system (GPS) enabled data collectors.

Maintains corporate GIS software for Council’s assets.

Produces custom maps as required.

Maintains infrastructure asset data so that it is consistent with legislative requirements, e.g. Local Government Act, Grants Commission and external audits.

Develops and enhances integration of asset registers with GIS mapping.

Fleet Planning and Maintenance Directs and supervises the Council plant and vehicle maintenance program, including

supervising and developing the Workshop Supervisor.

Leads all fleet procurement programs.




Local Emergency Management Acts as Local Emergency Management Officer:

Leading liaison for disaster planning with other emergency services such as police, fire brigades and state emergency services;

Co-ordinating the drafting and review of procedures for responding to emergencies including Council’s Emergency Management Plan;

Maintaining an effective communication network with all emergency response agencies; Ensuring resources are available to respond to emergencies including management of

Council’s Emergency Operations Centre (EOC); Managing delivery of Council’s Service Level Agreement support to emergency services.

Operational Support Supports the Technical Services Engineer in the day to day operation of the water and

wastewater and plant and fleet sections of Council.

Acts as Road Manager for National Heavy Vehicle Register issues.

Supervision, Delegation and Teamwork Receives and acts on written work orders or verbal instructions from the Technical Services

Engineer or other assigned supervisor.

Supervisors, monitors and manages employees and contractors within delegation levels.

Provides direction for team planning and achievement of goals.

Participates in or carries out staff performance assessments and reviews.

Ensures that inappropriate staff conduct and / or behaviour, which breaches Council policies and procedures, legislative provisions or Council’s Code of Conduct, is addressed in a timely and effective manner.

Develops personal skills and knowledge within the team to meet organisational goals.

Customer Service Ensures that continued relevant feedback is given to customers at all times, guaranteeing that

the “loop is closed” and excellence in customer service is achieved.

Promotes the image of the Council in a positive manner and actively works to promote good public relations.

Work Health and Safety (WHS), Environment, Quality and Risk Management Ensures the safety of all employees and / or contractors engaged in works under this position’s

control, in accordance with Council’s WHS Management Plan.

Develops and implements quality, WHS, and environmental plans and procedures where relevant.

Applies the principles of risk management in the development and review of asset management plans.

Drafts and maintains aviation safety risk registers.




Committees and Training Participates in training as required.

Provides advice, support and training to internal customers relating to asset management and GIS systems.

Chairs and acts as the secretary for Aviation Safety and Aerodrome User Meetings.

Performs secretarial duties for Technical Services meetings with internal and external agencies.

Chairs Local Emergency Management Committee.

Heads and advises Regional and Local Management Committees.

Additional Duties include the following: The duties listed here are not essential for achieving the primary objectives of the job, but do form part of the job's function. Other duties may be assigned.

Performs other duties related to the maintenance of the GIS and Asset Data Systems as directed.

SUPERVISORY RESPONSIBILITIESThis position directly supervises the 2 positions of Technical Services Works Officer (Aerodrome), and the Workshop Supervisor within the Technical Services Section. The position carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include:

planning, assigning and directing work; appraising performance; identifying training requirements; authorizing timesheets; approving overtime; approving leave applications; rewarding and disciplining employees; and addressing complaints and resolving problems.

The employee may be required to provide advice on appointing employees.

The position also directly supervises contractors over which the position has project management or maintenance responsibility. Responsibilities include:

planning, assigning, and directing work; evaluating performance; addressing complaints and resolving contractual problems; authorising payments for contracts / services.

FINANCIAL AUTHORITYManage and controls expenditure within delegated limits and the established budget, including signing orders for services, goods and materials up to a maximum of $10,000 per order. Items in excess of the delegated limit or approved budget must be referred to the Technical Services Engineer for approval.




PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit and talk and hear in a work environment with generally low to moderate levels of background noise and occasionally talk and hear in construction or maintenance environments with moderate to very loud levels of background noise. He or she must regularly use hands and arms to operate office equipment, survey equipment and the controls of vehicles.

Sufficient personal mobility is required for the employee to frequently enter building and civil construction sites for the purpose of carrying out data collection and project management activities. He or she may be required to move around on sites that have severely restricted access and be rough and slippery, and may be required to stoop, kneel, crouch or crawl and occasionally climb or balance on buildings or other structures.

The employee must regularly lift and move objects up to 10 kilograms in weight and must occasionally lift and move objects up to 20 kilograms, using safe lifting techniques. Specific vision abilities required by this job include close vision for reading, writing and computer operation, plus distance vision, peripheral vision and depth perception necessary for the operation of drafting equipment and motor vehicles.

WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts, high and precarious places, fumes or airborne particles of a non-toxic nature, outside weather conditions and UV radiation.

The noise level in the work environment is usually quiet to moderate, but may occasionally be loud to very loud when the employee is inspecting building or civil construction sites.

SIGNATURES

__________________________ __________________________ ___________________ Employee Name Date

__________________________ __________________________ ___________________ Supervisor Name Date




PERSON SPECIFICATION

Position Title: Technical Services Coordinator Position Number: EN11 Section: Technical Services

EDUCATION, SKILLS and EXPERIENCETo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and Experience Diploma in civil engineering, asset management, spatial information systems (or other relevant discipline), with two to four years’ experience; or an equivalent combination of education, experience and / or training that would fulfil the requirements of the position.

Language SkillsAbility to read, analyse and interpret common scientific and technical journals, financial reports and legal documents. Ability to write reports, business correspondence, policies and procedure manuals. Ability to effectively present information and respond to complex enquiries or complaints from customers, regulatory agencies, senior management and / or elected members.

Mathematical SkillsAbility to accurately calculate figures and amounts involving proportions, percentages, ratios, area, circumference and volume, and apply these concepts to practical situations. Ability to work with mathematical concepts such as probability and statistical inference and apply basic algebra and fundamentals of plane and solid geometry and trigonometry. Ability to design and apply involved spreadsheet formulae.

Reasoning AbilityAbility to define problems, collect data, establish facts and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in written, mathematical or diagram form, solve practical problems and deal with a number of concrete or abstract variables in situations where there may be only limited standardisation.

Computer Skills High level of computer literacy in spreadsheets, databases and Internet, plus relevant specialist software such as asset management and geographical information systems. High level of file management/register architecture.

Certificates, Licences, Registrations The following licences and/or certificates are an essential requirement for the safe and competent performance of this job.

Class C driver's licence (Car Licence). Aviation Registration Number (aviation management or aviation safety).

Other Skills and AbilitiesNil.




SELECTION CRITERIA Applicants should carefully address all criteria in their applications. To be recommended for appointment, applicants must demonstrate that they meet the essential criteria.

Essential Demonstrated experience in fields such as civil engineering, asset management or spatial

information systems. Demonstrated experience in aviation management and air safety including platform or airfield

risk registers. Knowledge and understanding of asset management principles and practices. Demonstrated effective analytical and problem solving skills with the ability to research issues,

interpret and analyse information, determine an appropriate course of action, and provide sound advice, options or recommendations.

A high level of general computer literacy, in particular spreadsheets, databases and Internet. Class C driver's licence (Car Licence).

Desirable Diploma in civil engineering, asset management, spatial information systems (or other relevant

discipline) Relevant qualifications in aviation management and air safety including platform or airfield risk

registers. Experience and/or qualifications in operating / managing Helicopter Landing Sites, RPAS

operations, and Combined Airfield Operations. Knowledge of NSW Local Government operations. Understanding of Local Government assets. Demonstrated experience in the operation of GIS systems. Demonstrated experience in engineering related development control. Aerodrome Reporting Officer, Cert III in Aviation, IFR experience or equivalent.

Form No:HR 011.1.0

Version No: 1.0Date: April 2011

Review Date:April 2013

Related Documents: Resp Officer:Pay Officer

Glen Innes Severn Council Human Resources

Application Checklist

Before you post your application, have you:

Carefully read all the contents of the information package?

Carefully read the position description and acquainted yourself fully with the selection criteria?

Completed the online application form at www.gisc.nsw.gov.au?

Uploaded a resume giving full details of your previous employment history?

Provided full details of at least two referees?

Uploaded cover letter, references, certificates, licences and/or qualifications in support of your application? (only 2 files can be uploaded)

Included your “Working With Children” Check application number? (Note: This item applies to child-related employment only) Important: If the position you are applying for is child-related employment, failure to provide the Working With Children Check application number with your application will exclude you from consideration at the short-listing stage.

Note: If you are running short of time to submit your application, please speak to the contact person nominated in the advertisement before the closing date. He or she may be able to assist you in this matter.

guide

to

applying for employment

with

GLEN INNESSEVERN COUNCIL

GLEN INNES SEVERN COUNCILEMPLOYMENT GUIDE

Table of Contents

Introduction ................................................................................Page 1

Equal Employment Opportunity......................................................Page 2

Position Description........................................................................... Page 2

The Contact Person.....................................................................Page 2

Introduction to Selection Criteria ............................................. Page 3

The Selection Process....................................................................... Page 3

Child-Related Employment......................................................... Page 4

Selection Criteria.............................................................................. Page 5

Your Interview ....................................................................... Page 6

Reference Checks ...................................................................... Page 7

Pre-Employment Medical Examination............................................Page 7

Probation Period .........................................................................Page 8

Confidentiality ............................................................................Page 8

1

Thank you for your interest in the recently advertised vacancywith Glen Innes Severn Council.

Council selects applicants by assessing their relative suitabilityand merit for employment in relation to the essentialfunctions of the advertised position, and specifically byassessing their ability to meet the selection criteria provided inthe position description.

This guide has been prepared to assist you with thepreparation of your application, and to give you a morecomplete picture of the advertised position. Basic informationis provided on how to apply for the position and how toprepare for your interview.

If you have any further questions, please do not hesitate tospeak to the contact officer specified in the job advertisement.He or she will be pleased to assist you with additionalinformation or will refer you to someone who has theinformation that you seek.

2

EQUAL EMPLOYMENT OPPORTUNITY

As part of its internal policies, and in accordance with Federal and State laws, GlenInnes Severn Council provides Equal Employment Opportunity (EEO) for allemployees and applicants for employment.

EEO reinforces merit-based selection in that it requires applicants and existingemployees to be selected, promoted, remunerated and trained on the basis of theirability to do the job. Merit based selection is an assessment of an applicant’s abilities,skills, knowledge, qualifications and potential, relative to other applicants, against theselection criteria set down in the position description. It is designed to eliminatereference to irrelevant information when assessing a candidate’s ability.

Important note: If you feel that at any stage of the recruitment or selectionprocess Council, or a representative of Council, has discriminated againstyou, you are encouraged to bring the matter to the attention of the GeneralManager and/or seek appropriate legal advice.

POSITION DESCRIPTION

The attached position description (PD) is the major source of information regarding theposition that you are applying for.

You should read this document very carefully. It includes the following information:

Details of the position, including title, location, grade, salary and specialemployment conditions and benefits;

Job summary, duties and responsibilities;

Organisational relationships, that is, who the position reports to and who itsupervises;

Financial responsibilities and limits to financial authority;

Representative qualifications, skills and abilities;

A summary of physical demands and the work environment;

SELECTION CRITERIA and other pre-employment conditions that must be met.

THE CONTACT PERSON

The advertisement for the position will nominate a contact person, which is usuallyCouncil’s Human Resources Manager. It is the responsibility of this person to answerall initial enquiries in regard to the position and ensure that applicants promptlyreceive a complete information package when they request it.

He or she will refer you to another appropriate contact, usually within the section inwhich the vacancy has occurred, if you require more specific information about theposition.

If you have an enquiry in regard to the vacancy or your application, at anystage of the recruitment or selection process, please feel free to speak tothe contact person. He or she is there to assist you and will treat allenquiries with respect and confidentiality.

3

INTRODUCTION TO SELECTION CRITERIA

You will note that this guide makes repeated references to ‘selection criteria’, whichcan be found in the Person Specification that forms part of the Position Description.

When completing your application, it is essential that you address the selection criteriafor the position that you have applied for.

If this is the first time that you have encountered selection criteria, you may beexperiencing some confusion over the term. Selection criteria are simply those work-related skills, abilities, experience, knowledge and/or qualifications that areconsidered to be necessary for the competent performance of the essential duties andtasks of the position. They are determined by reference to the job’s functions.

For more detailed information on selection criteria, refer to Page 8in this Guide.

Failure to adequately address the selection criteria in your application mayprevent the Selection Panel from accurately assessing your suitability forthe position and may exclude you from further consideration at the short-listing stage.

THE SELECTION PROCESS

The four stages in the selection process are as follows:

1. Shortlisting of ApplicantsThe Selection Panel will assess all applications for the position and will create ashortlist of those applicants that, based on their relative merit, will proceed to thenext stage of the selection process.

During the shortlisting stage, the Selection Panel will:

Read all applications for the position.

Compare the information provided in each application with otherapplications and the selection criteria.

Assess, using the selection criteria, applicants’ relative merit in relation to thevacant position.

Create a shortlist of applicants that will proceed to the next stage.

Shortlisted applicants will be contacted and invited to participate in furtherassessment. Unsuccessful applicants will be advised accordingly.

2. Final SelectionAt this stage of the selection process, the Selection Panel will use selectionmethods to reduce the shortlisted applicants to a single recommended applicant.Depending on the nature of the position and the quality of applicants, one or twodefault nominees may also be chosen. The default nominee(s) may be offeredemployment in the event that the recommended applicant does not take up duty.

4

The Selection Panel has a number of possible selection methods at its disposal.

These may include one or more of the following:

Structured interviews, where each applicant is asked the same set ofquestions relating to the selection criteria.

Work assessments, in which applicants are required to carry out task(s)similar to that required in the position.

Aptitude or ability tests, for example, typing tests, mathematical tests.

3. Verification of Prior Employment and QualificationsYou will be asked to supply the details of at least two referees with yourapplication. Preferably, these should be people that are able to comment on yourprevious work experience, although it is acknowledged that this will not bepossible if this is the first job that you have applied for.

The Selection Panel will conduct telephone reference checks before an offer ofemployment is made, and may also conduct checks with relevant educationalinstitutions and/or training providers to verify applicants’ qualifications and othercredentials.

4. Feedback on Your Application and InterviewThe convenor of the Selection Panel will be available for feedback and advice onapplications and/or interviews at the conclusion of the selection process.Unsuccessful applicants will be advised in writing of the convenor’s contactdetails. It is intended that this advice will assist all applicants with futureapplications and interviews, particularly in relation to merit-based selectionprocesses and selection criteria.

CHILD-RELATED EMPLOYMENT

Council has a number of positions that have been identified as child-relatedemployment in accordance with the NSW Child Protection (Prohibited Employment)Act. It is an offence for a person convicted of a serious sex offence to apply for thesepositions. Advertisements for vacant positions will advise applicants if a positioninvolves child-related employment.

Recommended applicants will be required to consent to and pass appropriateemployment screening, including referee and discipline checks, criminal recordchecks and certain apprehended violence order checks before an offer ofemployment will be made.

If you are applying for a position that involves child-related employment, you musthave a “Working With Children” Check application number, which can be applied foronline at www.kids.nsw.gov.au

All information gained through employment screening will be treatedwith the utmost confidentiality by Council and will be held in a secure file,which can be accessed only by the Human Resources Section.

5

SELECTION CRITERIA

It is essential that you are aware of the importance of addressing the selection criteriacorrectly. The selection criteria, particularly the essential criteria, are the mostimportant part of your application. The Selection Panel will refer to all of theinformation in your application when making decisions, but will concentrate primarilyon the selection criteria for an analysis of your suitability for the position

The selection criteria in the position description clearly document the qualifications,skills, abilities, experience and knowledge that are considered necessary for aperson to competently perform the duties of the position. By directly addressing thecriteria you are given an opportunity to demonstrate to the Selection Panel thatyou are the best person for the job.

The following guidelines are given to assist you with the preparation of yourstatement of selection criteria:

Ensure that you specifically address each of the selection criteria by outlininghow your qualifications, skills, abilities, experience and knowledge meet therequirements of the position. To do this properly, you must read the selectioncriteria carefully and determine what each one is asking.

When considering the length of your statement addressing the selectioncriteria, you should remember that it is quality, not quantity that counts.Critically analyse your statement and if a paragraph does not relatedirectly to the selection criteria, consider leaving it out. As a general rule,approximately half a typed A4 page should be sufficient for each criterion.Remember that the Selection Panel may have to read a considerable numberof applications, so try not to include unnecessary information or be repetitive.

The statement should consist of each of the selection criteria as a heading, withyour written response underneath.

Some hints for addressing the criteria are:

Make a clear statement of why you meet the criteria, then provide supportinginformation, preferably through examples of your personal experience thatreinforce your statement.

If possible, validate this with supporting evidence. For example, attach atestimonial, certificate, statement of qualifications, or other documentation thatsupports your claim.

• If selection criteria ask for ‘demonstrated’ experience, knowledge or skills, youare being specifically requested to draw on your previous work experience todemonstrate that you meet the criteria. If you don’t have previousexperience as a paid worker in the relevant field, don’t despair. Bear inmind that experience may be drawn from paid or voluntary work. Thinkcarefully about all previous experience that you have, both paid and unpaid,relating to the criteria.

6

YOUR INTERVIEW

The Section Panel’s task is to select the applicant that most closely fits therequirements of the position, as determined by the position description and selectioncriteria, or has the greatest potential to meet those requirements.

Your task is to determine whether the job is suitable for you and to convince theSelection Panel that you have displayed the greatest merit for appointment to theposition.

The best indicator of future success is past performance in related positions.Accordingly, the Selection Panel will use the interview to ask applicants a set ofspecific, job-related questions to investigate past achievements and test knowledge,skills and abilities. The questions will be based on the selection criteria and allapplicants who are interviewed will be asked the same set of questions.

Generally, all persons who are appointed to a Selection Panel will have receivedtraining in this area. If you feel that the Selection Panel, or a member of the SelectionPanel, has asked you an irrelevant or inappropriate question that you feel mayadversely affect your appointment to the position, it is your right to query this at theinterview. An example might be a question in relation to your age or marital status.

Preparing Yourself for the InterviewThe questions asked at the interview will relate to the selection criteria. You have thesame access to the selection criteria as the Selection Panel, so if you put thought intopreparing for the interview, there should be no surprises.

Some useful hints are:

Carefully read the position description and in particular the selection criteriaand role and functions of the position.

Identify the meaning and requirements of the above.

List key issues relating to each.Give some thought to likely questions that would directly apply to the positiondescription. Also prepare answers to some of the more general types of questionsthat you may be asked. For example; why did you apply for this position; what hasbeen your greatest achievement to date; how do you prioritise your workload? Youwill usually be given at least 15 minutes preparation time immediately prior to theinterview, so that you can familiarise yourself with the questions. Please feel free totake notes at this stage.

Remember that the Selection Panel’s task is to determine the best person for thejob, not to put you under undue pressure. Try to relax and prepare yourself in waysthat work best for you.

Answering and Asking QuestionsThis is a very important part of the selection process. It is important that you arehonest, and answer the questions succinctly and clearly. It is helpful to be able to giveexamples of what you have done. Act positively and be enthusiastic about what youhave to offer.

7

Listen carefully to the questions being put to you and query anything that you do notunderstand. If you have a ‘mental block’, ask the Panel if you can return to thequestion at a later point. Unless there are time constraints, this will usually beacceptable.

Remember that the interview is a two way process and that you may ask questions aswell. In fact, if you have a few carefully considered questions about the position itmay help to demonstrate your knowledge and enthusiasm.

Interview ExpensesCouncil may reimburse some of the expenses that you incur to attend the interview.This will vary from position to position. The contact person will be able to advise youin regard to this matter.

REFERENCE CHECKS

The checking of referees is a process used to confirm or clarify issues and claims thatyou have made in your application and interview. It is a requirement that informationprovided by applicants be verified by referees prior to an appointment being made.Referee checks will therefore be conducted on applicants that achieve the highestconsideration in the selection process.

In your application, nominate at least two referees that Council may contact bytelephone. These should be work referees, unless you are unable to provide workreferees due to insufficient previous experience. Include names, positions, contactnumbers and their relationship to you (e.g. supervisor).

You may wish to attach copies of written references in support of your application.This will help your application, however, telephone reference checks must still beconducted prior to an offer of employment being made.

You have a number of responsibilities to your referees:

Ask if they are prepared to act as your referee.

Notify your referees that you are applying for the position.

When you have been shortlisted, give your referees a copy of the positiondescription and selection criteria – this allows them time to prepare theirresponse.

You may want to give them a copy of your application as well.

PRE-EMPLOYMENT MEDICAL EXAMINATION

Before an offer of employment is made, you will be required to undergo a pre-employment medical examination carried out by Council’s doctor. Medicalexaminations are designed to assess the health and fitness of applicants against theessential physical requirements of the position, identified in the Physical Demands andWork Environment sections of the position description. Medical information that doesnot affect an individual’s ability to carry out the duties and responsibilities of theposition is considered irrelevant and is not taken into account when determining anapplicant’s suitability for employment.

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All information gained through medical examinations will be treatedwith the utmost confidentiality by Council and will be held in a secure file,which can be accessed only by the Human Resources Section.

In accordance with Council’s EEO policies, reasonable accommodationsmay be made to enable individuals with disabilities to perform the essentialfunctions of the position.

PROBATION PERIOD

Most employees will undergo a probation period. The probation period is used toensure that new employees are happy with their employment and have the capabilityto meet the requirements of the position. Supervisors will work closely with new staffat this stage to ensure that arrangements benefit both parties.

The length of the probation period will vary according to the position, but is usuallythree months (thirteen weeks). The letter of employment will outline the duration ofthe probation period and any conditions that apply. If for any reason the probationperiod is interrupted, this will be taken into consideration and the period will beadjusted accordingly.

During the probation period, new staff members are eligible for the same benefitsas all other employees. If both parties are in agreement at the end of the probationperiod, employment will be confirmed as permanent.

CONFIDENTIALITY

All information gathered during the recruitment and selection process is consideredconfidential. Once the selection process has concluded and an appointment(s) has beenmade, information is placed in either a confidential recruitment file or on thesuccessful applicant(s) personnel file. These files are held in a secure location and canonly be accessed by the Human Resources Section. Applications and all attachedinformation remain the property of the Glen Innes Severn Council.

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