MANAGER COMMUNITY SERVICES

PACKAGE $82,575 - $93,525 – WONGAN HILLS The Shire of Wongan-Ballidu is seeking applications from a dynamic, enthusiastic and a highly motivated person who has relevant experience and wants to join our hard working and passionate team, and become a part of the Wongan-Ballidu Community. Reporting directly to the CEO the position is responsible for managing the Wongan Hills Community Resource Centre and to assist the community and Council in identifying and coordinating projects and programs to promote and develop the lifestyle of the community within the Shire. The successful applicant will have a thorough understanding of issues affecting regional WA and be innovative and has had previous experience in a similar management and community role, and will demonstrate a strong knowledge of community development principles and community consultation and engagement methods. The position is based in Wongan Hills, which is a progressive town situated 184km north east of Perth in the Wheatbelt. The town is well serviced with shopping, banking, medical, excellent sporting facilities and a district high school. This position reports directly to the CEO. An attractive package within the range $82,575 & $93,525 including a salary between the range of $65,000 – $75,000, a modern 4 x 2 executive dwelling at subsidised rental and other benefits will be negotiated with successful applicant. Application packages can be obtained from the Shire of Wongan-Ballidu website www.wongan.wa.gov.au. If you have any questions or would like to find out more about this exciting opportunity, please contact Stuart Taylor, Chief Executive Officer, on (08) 9671 1011. Written applications must be clearly marked “Manager Community Services” and be addressed to the Chief Executive Officer, include a full resume with work experience and the names of at least two (2) referees, include statements addressing the Selection Criteria and be received by the Shire of Wongan-Ballidu by the closing date, via email to ceo@wongan.wa.gov.au, post or hand delivery Applications close 4.00 pm, Wednesday 14 March 2018. Stuart Taylor Chief Executive Officer PO Box 84 Wongan Hills 6603 Telephone: 96711011 Facsimile: 96711230 Email: shire@wongan.wa.gov.au Web: www.wongan.wa.gov.au

SHIRE OF POSITION DESCRIPTION

Manager Community Services

Position Description

1. TITLE: Manager Community Services 2. SALARY: $ Cash (Negotiated salary depending on qualifications & experience) 3. DEPARTMENT/SECTION: Community Services 4. POSITION OBJECTIVES:

4.1 Objectives of Position: • To assist the Chief Executive Officer to facilitate social, cultural,

recreational and economic development opportunities within the community in conjunction with relevant organizations.

• To manage the Wongan Hills Community Resource Centre • To provide assistance and action on any matters related to Community

Services activities through the Community Resource Centre. • In conjunction with Community Groups, to co-ordinate and develop the

Shire of Wongan Ballidu recreational facilities. • In conjunction with Community groups, to co-ordinate and develop the

Shire of Wongan Ballidu Community Resource Centre 4.2 Within Section:

• Assist the Chief Executive Officer in identifying funding opportunities that accord with the strategic goals of the Council and co-ordinating applications for opportunities once identified.

4.3 Within Organisation:

• Complete tasks as directed and work in conjunction with other employees and Councillors, facilitate development of initiatives to achieve the goals and objectives of the organisation.

5. REQUIREMENTS OF THE POSITION: 5.1 Skills:

1. Extensive experience in preparing Grant Applications and Acquittals to various funding agencies and ability to prepare clear and concise reports.

2. Highly developed communication skills – both written and verbal. 3. Strong interpersonal skills. 4. Strong community development skills. 5. Sound administrative and time management skills, ability to work under

pressure.

6. Sound desktop publishing skills. 7. Well developed research, analytical and report writing skills. 8. Well developed project planning and evaluation skills. 9. Ability to be self directed flexible and work under minimal supervision. 10. Ability to prepare documentation for publication and/or distribution.

5.2 Knowledge:

11. Sound knowledge of community development principles and practices. 12. Sound knowledge of Local Government organisational structure

including human services and community networks. 13. Sound knowledge of meeting procedures, including good liaison and

administration procedures. 14. Working knowledge of the process of Government. 15. Sound knowledge and empathy with the Community, Tourism, Heritage,

Environment, Ethnic and Cultural activities.

5.3 Experience

1. Experience in dealing with statutory bodies and working in a community/welfare environment.

2. Experience in dealing with a wide range of social and community organisations.

3. Experience in the preparation of funding applications on behalf of another party.

4. Financial Management skills or exposure to an advanced management system.

5.4 Qualifications and/or training

1. Appropriate degree or extensive (minimum 5 years) relevant experience. 2. Hold current “C” class Motor Drivers Licence.

6. KEY DUTIES/RESPONSIBILITIES: 6.1 Community Resource Centre

1. Manage the day to day operations of the CRC in accordance with policies and procedures determined by the Shire of Wongan Ballidu and the Chief Executive Officer

2. Administer the requirements of all information handling systems

(computer and hardcopy) as established in conjunction with the Chief Executive Officer with the objective of reviewing when appropriate

3. Coordinate the technical requirements of computer based work including the generation of documents, seeking complex information and solving problems when technical difficulties arise

4. Coordinate the CRC’s internal communications to ensure staff are

kept informed and have the opportunity to comment on Resource Centre operations and management decisions.

5. Coordinate clear information exchange with the community, public in general and to other entities requiring information from the CRC

6. Liaise with Network partners and other bodies as appropriate to achieve the CRC’s required outcomes

7. Design and deliver products, services and promotional activities, that meet the needs of the CRC’s community as defined in CRC marketing plan

8. Supervise staff (employees and volunteers) with the support of the CEO to ensure smooth workflow for the CRC

9. Identify and coordinate training and professional development opportunities for staff, and volunteers

10. Coordinate the financial requirements of the CRC including the reconciliation of financial ledgers and contribute to the preparation of the annual budget and business plan with the Chief Executive Officer

11. Seek out, apply for and coordinate the budgets of additional funding

on behalf of the Shire of Wongan Ballidu to ensure that the CRC can achieve agreed outcomes.

12. Demonstrate Leadership when undertaking the duties of the Manager by challenging obstacles, enabling others to act, inspiring a shared vision and modeling the way ahead.

13. Coordinate the requirements of State-wide Network and Regional

Network initiatives with the support of the Shire of Wongan Ballidu and as applicable to the CRC’s community.

6.2 Community Development

1. Prepare Grant Applications and Acquittals for Council and for organisations under the auspices of Council or as directed by the Chief Executive Officer.

2. Coordinate and plan community based projects and services.

3. Provide expertise to community groups on the development of project

opportunities and general support to community based committees as directed.

4. Represent Council on relevant community committees at the discretion

of the CEO

5. Develop, analyse and advise the Chief Executive Officer on Council

Policies and Procedures as they impact on social areas.

6. Assist with designing and developing planning initiatives in the areas of human services and culture.

7. Undertake forward planning in line with Council and community

expectations in the area of community, recreation cultural and economic areas.

8. Assist in the preparation of budget submissions for community-based

organisations and act as liaison officer with such groups from time to time.

9. Plan, organise and coordinate significant community events as directed

by the Chief Executive Officer.

10. Assist the Chief Executive Officer and Chief Executive Officer’s secretary on matters relating to public relations, civic receptions and protocol.

11. Prepare and manage desktop publishing and distribution of all

documents for public release on behalf of Council.

12. Provide, co-ordinate and maintain community information and referral service.

13. Undertake research and report writing on areas of key responsibility,

and as directed.

14. Prepare annual budget estimates for section and monitor income and expenditure.

15. Undertake other duties as agreed with the Chief Executive Officer

6.3 General

1. There is an obligation to take reasonable care to ensure personal safety and health at work and that of other persons in the workplace.

2. To observe all safe working practices as directed and use personal protective equipment as provided.

3. Report ALL accidents, incidents, near misses and hazardous situations arising in the course of work.

4. Undertake annual performance reviews of the Community Resource Centre staff.

5. Attend Committee and Council Meetings as required and prepare reports for Council’s consideration.

6. Undertake necessary research and analysis of projects and procedures as required.

7. Develop and review systems and procedures to ensure that the services provided are best practice.

8. Manage all subordinate employees in accordance with sound human resource management practices.

9. Work in close liaison with the Chief Executive Officer on all matters affecting the operations of the Community Resource Centre.

10. Undertake projects in conjunction with the Chief Executive Officer.

7. ORGANISATIONAL RELATIONSHIPS:

1. Responsible to: Chief Executive Officer 2. Supervision of: Community Resource Centre Staff

8. INTERNAL AND EXTERNAL LIAISON

1. Internal: Councillors Shire Staff 2. External: Council Committees

Community Based Committees Representatives of Sporting, Cultural and other

Community Groups State and Federal agencies

Funding agencies All groups applicable to key responsibilities General Public

9. EXTENT OF AUTHORITY:

• Works in consultation with the Chief Executive Officer. • Responsible for the quality and completion of their own work. • Responsible for quality control procedures including the ability to recognise and

correct faults.

10. SELECTION CRITERIA: Essential

1. Tertiary qualifications in an appropriate discipline or demonstrated equivalent experience (minimum 5 years).

2. Sound knowledge of human resource management. 3. Sound knowledge of corporate management procedures and principles.

4. Proven experience in accessing government funding and/or development of other possible funding opportunities.

5. Commitment to a team environment and willingness to contribute to improved procedures and practices throughout the organisation.

6. Highly developed communication, marketing and Public Relations skills. 7. Strong interpersonal skills. 8. Sound administrative and time management skills. 9. Demonstrated ability to work under pressure. 10. Sound desktop publishing skills. 11. Demonstrated research and analytical skills. 12. Ability to be self directed, flexible and work under minimal supervision. 13. Possess a sound knowledge of community and economic development

principles and practices. 14. Extensive experience in preparing Grant Applications and Acquittals to

various funding agencies. Desirable

1. Knowledge of Local Government organisational structures including human services and community networks.

2. Experience in meeting procedures. 3. Working knowledge of the processes of Government. 4. Sound understanding of Economic Development concepts and their

application within a Community Development Framework. 5. Understanding of financial / budget requirements. 6. Experience in the presentation of concepts to a broad audience. 7. Experience in matters relating to Youth and Seniors

Employee ____________________ Date Appointed________________ Chief Executive Officer ____________________ Date________________

Page 1 of 2 T:\HR-Secure\Recruitment Informatin Packages\02-18 Manager Community Services\MCS Conditions of Employment.doc

Shire of Wongan-Ballidu CONDITIONS OF EMPLOYMENT

POSITION: Manager Community Services - Shire of Wongan-Ballidu Conditions of Employment as per the Local Government Industry Award 2010, the model (as amended) LGMA Contract and the below mentioned conditions, which should not be construed to be the limitations of conditions.

HOURS OF DUTY: A minimum of 7.6 hours per day, average minimum of 38 hours per week, however as a senior salaried officer of Council the person will be required to work additional hours as required for meetings, callouts and after hours emergencies.

PAID OVERTIME: Not Applicable

EQUAL EMPLOYMENT OPPORTUNITY:

Council is an equal opportunity employer and had adopted an EEO policy in accordance with the legislation. A copy of the policy is available on request.

ANNUAL LEAVE: Annual leave, being four (4) weeks after twelve (12) months continuous service.

PERSONAL LEAVE: Leave is as per the Award

SALARY: Cash Salary negotiable $65,000 - $75,000 Superannuation (9.5%)

Water provision (400KL pa) $6,175 - $7,125

$500 Housing Subsidy

(currently $50pw rent) Market Value $250 pw $10,400

Clothing / Uniform Allowance $500 Total of Package $82,575 - $93,525

SUPERANNUATION Council will contribute 9.5% compulsory superannuation and you are

eligible to contribute additional amounts. Salary sacrificing arrangements are available.

LONG SERVICE LEAVE: Long Service Leave is as per Long Service Leave Regulations.

LEAVE LOADING Not Applicable

Page 2 of 2 T:\HR-Secure\Recruitment Informatin Packages\02-18 Manager Community Services\MCS Conditions of Employment.doc

UNIFORM ALLOWANCE: Council has a uniform allowance policy, which will apply to this

position after the completion of the six (6) month probationary period. Council contributes $500.00 per annum.

STAFF DEVELOPMENT / PERFORMANCE REVIEW:

Performance will be reviewed at 6 months and thereafter at least annually if the appointee is granted permanency.

TERM: A negotiable 3-5 year contract will be offered. CODE OF CONDUCT: The officer will be required to adhere to the Shire’s code of

conduct as adopted from time to time by the Council. RELOCATION EXPENSES: Relocation expenses may be negotiated on the basis of 50%

after three months and the balance after 12 months successful completion of services (up to a maximum of $3,000 in accordance with Councils Policy - Relocation Expenses – Employees Joining Council).

ACCOMMODATION: The officer is entitled to reside in a modern executive style 4 x 2

residence in Wongan Hills at a subsidised rental rate set in accordance with Shire policy. The rent is currently $50 per week and this payment may be salary sacrificed (pretax).

TRAINING: The Shire places a high value on training of staff and elected

members and encouragement is made for the officer to attend work related professional development courses, conferences and education.

MEDICAL EXAMINATION: All employees are required to undertake a pre placement

medical examination at Council’s cost prior to commencement of employment.

POLICE CLEARANCE: The position will be subject to successful provision by the

applicant of a National Police Clearance.

Information For Applicants Page 1 of 2

GUIDELINES TO APPLYING FOR AN ADVERTISED VACANCY

These guidelines are designed to assist you in demonstrating that you are a suitable applicant for the advertised position. PREPARING YOUR APPLICATION Your application is the first step towards securing an interview and therefore should be of the highest standard possible. Preferably the application should be typed, however, neat and legible handwritten applications are acceptable, and application should be stapled in the top left hand corner. Please do not submit applications in plastic or cardboard folders. Applications received will not be returned, therefore you should photocopy any original documentation. Your application should include the following: Covering Letter

The covering letter introduces yourself to the selection panel and should include the title of the position you are applying for. You should explain why you are applying for the position, any relevant experience and how you may be contacted during normal business hours.

Curriculum Vitae Your curriculum vitae should provide personal details (name, address, telephone number), relevant work history, education, training courses attended, qualifications and professional memberships. Relevant work history should commence with the most recent position you have held as well as the dates/period of employment. In the description of your work history, give a brief summary of the duties and responsibilities for each of the positions.

Referees You should include in the curriculum vitae the names and contact numbers of at least two referees. Referees may be contacted to verify your claims in relation to the selection criteria. Preferably one referee should be your current supervisor or manager or alternatively a supervisor/manager from a previous position may be used.

Formal Qualifications Photocopies of your qualification(s) or academic records of current studies should be attached to your application. Do not submit original certificates of your qualifications or academic records.

ADDRESSING THE SELECTION CRITERIA This is the most important part of your application. You should use each selection criteria as a separate heading and outline relevant claims and experience. Consideration for interview is based upon clear demonstration of your ability to meet each of the selection criteria. You should indicate how you meet the criterion and provide examples of events and projects which demonstrate experience, knowledge and skills. It is recommended that your statements in response to each of the selection criteria be no more than half a page. PREPARING FOR THE INTERVIEW Before the interview

The panel will short list applicants for an interview who meet the selection criteria. This may take up to two weeks after the closing date. If you are selected for an interview, an Officer will telephone you to organise a mutually convenient time to conduct the interview. The interview is an important part of the selection process.

During the interview The panel will generally consist of at least two members. Interviews will be structured and each applicant will be assessed in the same manner.

Information For Applicants Page 2 of 2

Behavioural interviewing techniques are normally used. The aim is to obtain examples of past situations which actually occurred, how the situation was handled and the outcome of the action taken. For example, “provide the panel with a situation where you had to resolve a very difficult customer complaint and explain how the situation was resolved”. During the interview, panel members will take notes and assess your answers to questions. This enables each candidate to be assessed in an equitable and fair manner. If you do not understand a question, you should seek clarification before providing a reply.

After the interview In some cases, preferred applicants may be asked to undertake other selection tests. Preferred applicants may be required to undertake a pre-employment medical to determine the applicant’s suitability to carry out the inherent requirements of the position description. Some positions will require a Police clearance. Should you be successful, a member of the panel will contact you verbally to offer you the position and agree on a commencement date. This would normally occur within a week of the interview. The Chief Executive Officer will forward an offer of employment in writing to the successful applicant. If requested, the panel convenor will provide feedback to unsuccessful applicants who received an interview, indicating the reasons why their application was not successful.

CLOSING DATE Vacancies with the Shire of Wongan-Ballidu are advertised for a specific period and close at 4.00pm on the closing date shown in the advertisement. LATE APPLICATIONS Late applications will not be accepted. PRE EMPLOYMENT MEDICAL

All new appointees to Council staff are required to undertake a medical examination prior to confirmation of appointment. Council will pay for the cost of this examination.

The Shire of Wongan-Ballidu maintains a smoke free working environment. Canvassing of Councillors will disqualify applicants.

The Shire of Wongan-Ballidu is an Equal Employment Opportunity Employer and is committed to selecting the best applicant for each vacancy.

FORWARDING APPLICATIONS FOR THE POSITION Your applications can be submitted: In Person Shire of Wongan-Ballidu Administration Centre Crn Quinlan Street & Elphin Crescent

WONGAN HILLS 6603 Private & Confidential –

By Mail Chief Executive Officer Shire of Wongan-Ballidu PO Box 84 WONGAN HILLS 6603 Private & Confidential –

By Email ceo@wongan.wa.gov.au Please ensure that the subject line is marked: Private & Confidential –

Information For Applicants Page 1 of 2

GUIDELINES TO APPLYING FOR AN ADVERTISED VACANCY

These guidelines are designed to assist you in demonstrating that you are a suitable applicant for the advertised position. PREPARING YOUR APPLICATION Your application is the first step towards securing an interview and therefore should be of the highest standard possible. Preferably the application should be typed, however, neat and legible handwritten applications are acceptable, and application should be stapled in the top left hand corner. Please do not submit applications in plastic or cardboard folders. Applications received will not be returned, therefore you should photocopy any original documentation. Your application should include the following: Covering Letter

The covering letter introduces yourself to the selection panel and should include the title of the position you are applying for. You should explain why you are applying for the position, any relevant experience and how you may be contacted during normal business hours.

Curriculum Vitae Your curriculum vitae should provide personal details (name, address, telephone number), relevant work history, education, training courses attended, qualifications and professional memberships. Relevant work history should commence with the most recent position you have held as well as the dates/period of employment. In the description of your work history, give a brief summary of the duties and responsibilities for each of the positions.

Referees You should include in the curriculum vitae the names and contact numbers of at least two referees. Referees may be contacted to verify your claims in relation to the selection criteria. Preferably one referee should be your current supervisor or manager or alternatively a supervisor/manager from a previous position may be used.

Formal Qualifications Photocopies of your qualification(s) or academic records of current studies should be attached to your application. Do not submit original certificates of your qualifications or academic records.

ADDRESSING THE SELECTION CRITERIA This is the most important part of your application. You should use each selection criteria as a separate heading and outline relevant claims and experience. Consideration for interview is based upon clear demonstration of your ability to meet each of the selection criteria. You should indicate how you meet the criterion and provide examples of events and projects which demonstrate experience, knowledge and skills. It is recommended that your statements in response to each of the selection criteria be no more than half a page. PREPARING FOR THE INTERVIEW Before the interview

The panel will short list applicants for an interview who meet the selection criteria. This may take up to two weeks after the closing date. If you are selected for an interview, an Officer will telephone you to organise a mutually convenient time to conduct the interview. The interview is an important part of the selection process.

During the interview The panel will generally consist of at least two members. Interviews will be structured and each applicant will be assessed in the same manner.

Information For Applicants Page 2 of 2

Behavioural interviewing techniques are normally used. The aim is to obtain examples of past situations which actually occurred, how the situation was handled and the outcome of the action taken. For example, “provide the panel with a situation where you had to resolve a very difficult customer complaint and explain how the situation was resolved”. During the interview, panel members will take notes and assess your answers to questions. This enables each candidate to be assessed in an equitable and fair manner. If you do not understand a question, you should seek clarification before providing a reply.

After the interview In some cases, preferred applicants may be asked to undertake other selection tests. Preferred applicants may be required to undertake a pre-employment medical to determine the applicant’s suitability to carry out the inherent requirements of the position description. Some positions will require a Police clearance. Should you be successful, a member of the panel will contact you verbally to offer you the position and agree on a commencement date. This would normally occur within a week of the interview. The Chief Executive Officer will forward an offer of employment in writing to the successful applicant. If requested, the panel convenor will provide feedback to unsuccessful applicants who received an interview, indicating the reasons why their application was not successful.

CLOSING DATE Vacancies with the Shire of Wongan-Ballidu are advertised for a specific period and close at 4.00pm on the closing date shown in the advertisement. LATE APPLICATIONS Late applications will not be accepted. PRE EMPLOYMENT MEDICAL

All new appointees to Council staff are required to undertake a medical examination prior to confirmation of appointment. Council will pay for the cost of this examination.

The Shire of Wongan-Ballidu maintains a smoke free working environment. Canvassing of Councillors will disqualify applicants.

The Shire of Wongan-Ballidu is an Equal Employment Opportunity Employer and is committed to selecting the best applicant for each vacancy.

FORWARDING APPLICATIONS FOR THE POSITION Your applications can be submitted: In Person Shire of Wongan-Ballidu Administration Centre Crn Quinlan Street & Elphin Crescent

WONGAN HILLS 6603 Private & Confidential –

By Mail Chief Executive Officer Shire of Wongan-Ballidu PO Box 84 WONGAN HILLS 6603 Private & Confidential –

By Email ceo@wongan.wa.gov.au Please ensure that the subject line is marked: Private & Confidential –

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EMPLOYMENT CONTRACT

THIS CONTRACT is made the XXXX. THIS CONTRACT is made between the Shire of Wongan Ballidu at 1 Elphin Crescent Wongan Hills Western Australia (“the Local Government”) AND XXXX (“the Employee”) OF XXXX RECITAL The parties have agreed that the Local Government will employ the Employee in the Position upon the terms and conditions set out in this document. OPERATIVE PROVISIONS

1. DEFINITIONS In this Contract: 1.1 “Act” means the Local Government Act 1995; 1.2 “CEO” means the Chief Executive Officer of the City/Town/Shire; 1.3 “Confidential Information” means any and all confidential information, data, reports,

operations, dealings, records, materials, plans, statistics, finances or other agreements and things (other than an agreement or thing which is already in the public domain), whether written or oral and of whatever type or nature relating to property, assets, liabilities, finances, dealings or functions of the Local Government or any undertaking from time to time carried out by the Local Government.

1.4 “Council” means the Council (as defined in the s1.4 of the Act) of the Shire of

Wongan-Ballidu; 1.5 “Industrial Action” includes but is not limited to any strike, ban, refusal to work as

directed, picket, boycott or other act or omission by the Employee done with the intention of causing the work of the Employee, or other Employees of the hire to cease, interfere with or interrupt the continuous supply and flow of labour and services.

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1.6 “Industrial Relations Law” means: 1.6.1 the Local Government Officers’ (WA) Award 1999; 1.6.2 the Workplace Relations Act 1996 (Commonwealth); and 1.6.3 any other law of the State or Commonwealth which affects the subject matter of this

document. 1.7 “Key Result Areas” as defined in Appendix 2 to this Contract. 1.8 “Local Government” means the Local Government (as defined in the s1.4 of the Act)

of the Shire of Wongan-Ballidu; 1.9 “Long Service Leave Regulations” means the Local Government (Long Service

Leave) Regulations. 1.10 “Position” means the office or position defined in subclause 2.1. 1.11 “Position Description” means Appendix 1 to this Contract, as amended from time to

time. 1.12 “Remuneration Package” means the total of the remuneration package specified in

Clause 5. 1.13 “Superannuation Regulations” means the Trust Deed of the WA Super. 1.14 “Term” means, subject to Clause 9, the term specified in subclause 2.1.

2. CONTRACT TERM 2.1 Term 2.1.1 Subject to the terms and conditions of this Contract the Local Government shall

employ the Employee as Manager of Community Services, for the term of XXXX (X) years, commencing on the XXXX and expiring on the XXXX.

2.1.2 The first six months of this contract shall be a probationary period of employment.

Not less than one month prior to the expiry of the probationary period of employment, the performance of the Employee shall be assessed and the Employee advised of the outcome of the assessment. At the completion of the probationary period of employment the Employee shall be advised in writing of their successful completion of the probationary period or otherwise. Should the Local Government deem the probationary period to have not been successfully completed, it may terminate this contract or extend the probationary period for a further three months, up to a total term of nine months.

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2.2 Further Contracts There is no compulsion on either the Local Government or the Employee to agree to a new Contract, however the Chief Executive Officer shall invite the Employee in writing not later than six months prior to the expiry of the Term to discuss the possibility of the parties entering into a new Contract for a further term with the intent of finalising those discussions not later than three months prior to the expiry of the Term.

3. EMPLOYEE DUTIES 3.1 Duties The Employee shall: 3.1.1 exercise such powers and carry out such duties and functions as are set out in the

Position Description as varied from time to time, and Key Result Areas as agreed during appraisals;

3.1.2 use all skill and knowledge towards achieving objectives set out in Key Result Areas

established on at least an annual basis; 3.1.3 be ready, willing and able to fulfil all aspects of their contract of employment in a

professional manner; 3.1.4 provide complete, accurate and timely advice after considering all available and

appropriate information; 3.1.5 work such reasonable hours as are necessary to carry out the responsibilities of the

Position as set out in the Position Description (see Appendix 1). The agreed salary takes into account the requirement to attend Council meetings or work in excess of the standard number of ordinary hours and therefore no overtime payments will be made.

3.2 Employee’s Agreements with the Local Government: General The Employee agrees with the Local Government that the Employee must: 3.2.1 observe and carry out all lawful directions given from time to time by the Chief

Executive Officer, in relation to the performance of the Employee’s obligations under this Contract;

3.2.2 comply with all the Local Government’s adopted Policies, including Code of Conduct

pursuant to s5.103 of the Act; 3.2.3 comply with and observe the provisions of all Acts (including the Act), statutes, local

laws and Long Service Leave Regulations, Superannuation Regulations which are in force and which relate to the performance of the Employee’s obligations under this Contract;

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3.2.4 unless absent on leave as provided in this Contract or through illness or involuntary

injury, devote substantially the whole of their professional attention, time and energies, to their employment and will not undertake any other employment or remunerative work, which could in any way impinge upon, detract from, interfere with or otherwise restrict their ability to effectively and efficiently carry out their Local Government duties and responsibilities.

3.2.5 not have any direct or indirect pecuniary interest in any business, partnership,

corporation, club, organisation or group that would in any way compromise the performance of the Employee’s obligations under this Contract, unless a disclosure of that interest has been made to the Chief Executive Officer and the Employee has complied with the directions and statutory requirements of the Act and the Chief Executive Officer in respect of that interest;

3.2.6 not hold any position, unless approved by the Chief Executive Officer, for reward or

non reward which may in any way be seen to conflict with the Employee’s obligations, under this Contract;

3.2.7 guarantee supply of labour and continuity of services. The Employee recognises the

importance of the Local Government being able to guarantee the supply of labour necessary for the delivery of services to its clients. Therefore, the Employee undertakes for the term of this Contract not to engage in any Industrial Action whatsoever;

3.2.8 not be on Local Government premises or be involved in any operation of the business

while in any way influenced by Alcohol, illicit drugs or any other substances which may impair their performance; and

3.2.9 not make application either personally or by a closely associated person for any

building or development approvals, other than that relating to the Employee’s own home, or with the consent of Chief Executive Officer.

3.3 Employee’s Duty of Confidentiality The Employee agrees with the Local Government that the Employee must: 3.3.1 not at any time during or after the expiration or sooner determining of the Term divulge

or reveal to any person any Confidential Information which may come to the Employee’s knowledge in performing the Employee’s obligations under this Contract except as far as:

3.3.1(a) may be necessary or required in connection with the proper performance of the

Employee’s obligations and duties to the Local Government; or 3.3.1(b) the Chief Executive Officer may from time to time in writing direct or

authorise the Employee to divulge or reveal.

providing that nothing in this subclause shall have the effect of preventing the Employee from making to the Corruption and Crime Commission of WA any allegation referred to in the Corruption and Crime Commission Act 2003.

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3.4 Employee’s Duty of Fidelity The Employee undertakes to be a capable and loyal Employee, acting at all times in the best interests of the Local Government, and to ensure that the Employee’s actions do not bring the Local Government into disrepute or cause damage.

4. PERFORMANCE DEVELOPMENT AND REVIEW 4.1 Adherence to Key Result Areas The Employee agrees with the Chief Executive Officer that the Employee must, in performing the Employee’s obligations under this Contract, use every reasonable endeavour to achieve the agreed Key Result Areas. 4.2 Performance Reviews The Employee’s performance pursuant to this Contract shall be reviewed by the Chief Executive Officer annually during the Term and more frequently if the Chief Executive Officer or the Employee perceives that there is a need to do so. The Chief Executive Officer shall give the Employee reasonable notice in writing that a performance review is to be conducted to enable the Employee sufficient time to prepare. 4.3 Conduct of Performance Review Any performance review will be conducted on behalf of the Local Government by the Chief Executive Officer or nominated persons or person to whom the Chief Executive Officer delegates that task. 4.4 Procedure Any performance review conducted shall take the format of the following procedure: 4.4.1 The Employee will be provided with a series of questions, for the purposes of self

assessment, based on the following Key Result Areas:

4.4.1(a) Leadership; 4.4.1(b) Councillor Relations; 4.4.1(c) External Relations, including customers and stakeholders; 4.4.1(d) Organisation Management; 4.4.1(e) Planning; and 4.4.1(f) Financial Management.

4.4.2 A summary response on the performance measures will be presented and the results

will be discussed between the Employee and Chief Executive Officer. If performance in any of the Key Result Areas is considered unsatisfactory by either party, specific examples illustrating the performance gap must be identified.

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4.4.3 (a) It is important that the Employee is provided the opportunity to comment on the summary and to provide feedback on the working relationship with Chief Executive Officer.

4.4.4 Once agreement has been reached by the parties on the review categories, Key Result

Areas will be developed for the following 12 month period. Key Result Areas should not be developed to cover all aspects of the position, only those which are most clearly linked to the achievement of Local Government’s strategic objectives. It is important that these goals are tangible and measurable, and within the Employee’s area of control and authority.

4.4.5 A report will be prepared describing the assessment developed during the performance

review, changes to be made, special tasks to be done, or decisions to follow as a result of the evaluation.

5. REMUNERATION PACKAGE 5.1 Remuneration The Employee shall be entitled to a total remuneration package of $82,575 - $93,525 per annum, which takes into account:

• the requirement to attend Council meetings; • an acknowledgment that the position is measured on performance and not on the

number of hours worked; and • all additional loadings and allowances.

The components representing the remuneration package shall be:

Cash Salary negotiable $65,000 - $75,000 Superannuation (9.5%) Water provision (400KL pa)

$6,175 - $7,125 $500

Housing Subsidy (currently $50pw rent) Market Value $250 pw

$10,400

Clothing / Uniform Allowance $500 Total of Package $82,575 - $93,525

The remuneration package shall be reviewed annually by Chief Executive Officer.

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5.2 Salary (Cash Component) The Employee’s salary shall be payable fortnightly, in arrears to a bank account nominated by the Employee. 5.3 Motor Vehicle Not Applicable. 5.4 Superannuation 5.4.1 The Local Government will make superannuation contributions (as defined in the

Superannuation Guarantee Administration Act 1992 and the Superannuation Guarantee Charge Act 1992) during the term of the Contract of 15.5%, which includes superannuation guarantee contributions, of the Employee’s salary as per subclause 5.1.1 providing the Employee makes voluntary contributions of 6% as determined by Council Policy

5.4.2 At the request of the Employee, the Local Government may from time to time vary the

amount of the Employee’s contributions towards superannuation by way of salary sacrifice and any variation will result in a lower cash component being paid.

5.4.3 All contributions by way of superannuation must be paid by the Local Government in

accordance with the Act and any other law but the Employee shall be permitted to have superannuation contributions paid by the Local Government into a superannuation fund of the Officer’s choice where permitted under the Trust Deed of the Western Australia Local Government Superannuation Fund.

5.5 Fringe Benefit Tax The Local Government shall pay any liability with respect to fringe benefits tax incurred as a result of the benefits provided in this Contract, or the ordinary carrying out of Local Government business by way of functions or travelling.

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5.6 Valuation The value to be allocated to each component of the Employee’s total remuneration shall be determined by the Local Government in accordance with such valuation principles as it may adopt from time to time to value benefits extended to Employees. 5.7 Expenses If the Employee incurs expenses in the exercise of their powers or the carrying out of their duties and functions under this Agreement, the Local Government will reimburse the Employee on submission of an itemised account together with supporting documentation.

6. LEAVE ENTITLEMENTS 6.1 Annual Leave The Employee is entitled to four weeks’ paid annual leave each year, to be taken during agreed periods. The Local Government may also direct the Employee to take annual leave if he/she has accrued over 30 days entitlement. Leave loading is annualised in the Salary component of the Salary Package. 6.2 Long Service Leave The long service leave accrued by the Employee shall be in accordance with the Local Government (Long Service Leave) Regulations. 6.3 Personal Leave 6.3.1 The Employee is entitled two weeks per annum paid personal leave when they are

absent:

• due to personal illness or injury (sick leave); or • for the purposes of caring for an immediate family or household member who is

sick and requires the Employee's care and support (carer's leave).

6.3.2 Employees are entitled to use up to two days bereavement leave as non cumulative paid bereavement leave on any occasion on which a member of the Employee’s immediate family or household dies.

6.4 Parental Leave Parental Leave encompasses Maternity Leave, Paternity Leave and Adoption Leave, and is available if the Employee has been employed for a 12 month period or more immediately preceding the commencement of the leave.

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6.4.1 The leave is unpaid (including Public Holidays), and is available for a period of up to 52 weeks in one unbroken period. Personal leave is not available and no leave entitlements accrue during the period of Parental Leave.

6.4.2 The Employee may take any other forms of paid leave to which they are entitled, such

as annual or long service leave, in substitution for some or all of this 52 week period. The maximum entitlement to Paternity Leave is reduced by any maternity leave taken by the Employee's spouse. Paternity Leave cannot normally be taken while the Employee's spouse is on maternity leave.

6.4.3 When returning from periods of Paternal Leave, the Employee is entitled to the same

position held by them immediately before going on leave, or if this position is no longer available, a position as nearly comparable in status and salary to that of their former position.

6.5 Public Holidays The Employee shall be entitled to the following public holidays; New Year's Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day, Boxing Day, Australia Day, Anzac Day, Queen's Birthday, Labour Day; and Foundation Day.

7. SUSPENSION If at any time the Employee is charged with any criminal offence, or in such other serious matter the Local Government may suspend the Employee from duty while the matter is investigated, if deemed necessary by the Local Government.

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8. TERMINATION OF EMPLOYMENT

8.1 Automatic Termination at End of Fixed Term The employment of the Employee shall, unless a new contract is agreed in accordance with Clause 2.2 of this contract, terminate on the expiry date specified in subclause 2.1 of this document without the requirement of either party giving notice. 8.2 Termination by the Local Government: Employee’s Default 8.2.1 The Local Government may terminate the employment of the Employee on a date

specified by the Local Government prior to the Termination Date by three months’ notice in writing or payment in lieu of salary at the discretion of the Chief Executive Officer if:

8.2.1(a) the Employee commits a persistent breach of any of the provisions or terms of

this Contract; 8.2.1(b) the Employee becomes incapacitated by injury or illness from discharging in

full any of the responsibilities and obligations which the Employee is required to fulfil under this Contract for an aggregate period of more than 90 days in any periods of 12 consecutive months during the Term and this period shall not include any accumulated leave; or

8.2.1(c) the Employee substantially fails to meet any Key Result Areas or carry out

their duties and continues to do so for a period of 28 days after the Chief Executive Officer serves on the Employee written notice of that failure and of the course of action which the Chief Executive Officer wishes the Employee to follow in order to address and correct that failure.

8.3 Termination by the Local Government: Other Reasons 8.3.1 The Local Government may terminate the employment of the Employee on a date

specified by the Local Government prior to the Termination Date by six months’ notice in writing or payment in lieu of salary at the discretion of the Chief Executive Officer.

8.3.2 ‘Other Reasons’ may include, but not be limited to, abolition of the Employee’s

nominal position, inability of the Employee to fulfil the requirements of the position in a manner deemed necessary by the Chief Executive Officer or frustration of the contract generally.

8.4 Termination by the Local Government: Summarily 8.4.1 The Local Government may terminate the employment of the Employee in writing with

or without notice if:

8.4.1(a) the Employee commits any wilful or grave misconduct or wilful neglect in the discharge of the Employee’s responsibilities or obligations under this Contract;

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8.4.1(b) the Employee wilfully disobeys any reasonable and lawful order or direction

by the Chief Executive Officer; 8.4.1(c) the Employee commits a serious breach of any of the provisions or terms of

this Contract; or 8.4.1(d) the Employee is convicted and under sentence for a crime or has been

convicted of a serious Local Government offence within the meaning of Section 2.22 of the Act.

8.5 Termination by Employee: Local Government’s Default The Employee (without prejudice to any other rights of action which he/she may have) may terminate their employment with one months’ notice if the Local Government breaches any of the provisions of this Contract and does not remedy that breach within 14 days of the Employee serving written notice of the breach upon the Chief Executive Officer. 8.6 Termination by Employee: Any Reason This Contract may be terminated for any reason by the Employee with the giving of three months’ written notice of resignation. 8.7 Confidential Information Upon termination, the Employee must deliver to the Chief Executive Officer all Confidential Information, which may be in custody, possession or control of the Employee. The Employee may not keep or retain or make any copies whatsoever of Confidential Information. 8.8 Local Government Property Upon termination, the Employee must deliver up to the Chief Executive Officer all Local Government property including equipment, credit cards, keys, car and documentation or copies of documentation which may be in the custody, possession or control of the Employee. 8.9 Monies Owed to the Employer On the termination of this contract the Employee shall repay to the Employer any monies owed by the Employee to the Employer. Any debt that the Employee has to the Employer that remains outstanding at the time of the termination of this contract may be deducted from final payments the Employer is obliged to pay the Employee.

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9. INCONSISTENCY AND AMENDMENT

9.1 Inconsistency: Industrial Relations Law If there is any inconsistency between this Contract and any Industrial Relations Law, the Industrial Relations Law prevails, but only to the extent of the inconsistency. 9.2 Inconsistency: Act If there is any inconsistency between this Contract and the Act, the Act prevails but only to the extent of the inconsistency. 9.3 Severance Each provision of this document shall be read and construed independently of the other provisions of this document so that if one or more are held to be invalid for any reason whatsoever, then the remaining provisions shall be valid to the extent that they are not held to be so invalid. If a provision of this document is found to be void or unenforceable but would be valid if some part hereof were deleted or the period of application reduced, such provision shall apply with such modification as may be necessary to make it valid and effective. 9.4 Proper Law This Contract shall be governed by and construed in accordance with the laws of the Commonwealth of Australia, and where not in conflict, the State of Western Australia. 9.5 Entire Understanding This document embodies the entire understanding and agreement between the parties as to the subject matter of this document. 9.6 Amendment This Contract may only be varied or replaced by agreement in writing signed by the Parties.

10. DISPUTE RESOLUTION In relation to any matter that may be in dispute between the Employee and the Local Government, the parties: 10.1 will attempt to resolve the matter at workplace level by the Employee and the Chief

Executive Officer, or a person delegated by the Chief Executive Officer for that purpose, meeting and conferring on the matter;

10.2 agree to allow either party to refer the matter to mediation if the matter cannot be

resolved at the workplace level;

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10.3 agree that if either party refers the matter to mediation, both parties will participate in

the mediation process in good faith; 10.4 acknowledge the right of either party to appoint, in writing, another person to advise the

party in relation to the mediation process; and 10.5 subject to any express provision in this Contract to the contrary, each party shall bear

its own legal and other costs and expenses relating directly or indirectly to the preparation of, and performance of its obligations arising out of this Contract.

11. PARTIES EXECUTED by the parties by authority of a resolution of the Local Government in the presence of: Chief Executive Officer __________ Name of Chief Executive Officer in the presence of Witness Name of Witness SIGNED by Employee _____________ Name of Employee in the presence of Witness Name of Witness