1 MARIBYRNONG CITY COUNCIL POSITION DESCRIPTION Respite CACPS Care Coordinator Date Created: June 2006 Maribyrnong is an Aboriginal word meaning, I hear a ring tail possum. The original inhabitants, the Marin-balluk tribe, hunted and fished along the banks of the Maribyrnong River.
2 PART A: ABOUT THE CITY OF MARIBYRNONG: OUR VISION: Is for a sustainable community that values its diversity, protects the environment and makes decisions today that will enhance the future of the city for generations to come. OUR MISSION: Is for Council to work in partnership with the community: we aim to be a high quality progressive Council that meets the need of the City of Maribyrnong. OUR PRINCIPLES: Engagement - Community participation in Council decision making is encouraged and promoted. Community Focused - Council takes its obligations of working for the community seriously and is committed to delivering on agreed needs in a manner that is sustainable. Leadership - Council takes a key role in encouraging debate leading to decisions that inspire community confidence in the process. Transparency - Council s processes and decision are open to public scrutiny. Accessibility - Council works to remove the barriers that restrict access to services. Advocacy - Council will strive to bring the needs, strengths and opportunities of our diverse community to the attention of government, business and other organisations and have them acted upon in the interests of the community. Partnership - Council works closely with groups and organisations to achieve the shared vision for Maribyrnong. OUR COMMITMENTS: Our Community - In partnership, we will strive to build our diverse community through enhanced health, wellbeing and safety opportunities. Our Environment - We will develop, encourage and promote an environmentally sustainable Maribyrnong. The allocation of finite resources will be made on the basis that they are ecologically sound and contribute to improving the quality and conservation of our waterways, land and air for the benefit of future generations. Our Economy - We will provide a framework for facilitating a strong, viable economy through leadership that enhances job opportunities and investments in the City CORPORATE CULTURE: The culture guiding Council s delivery of our key commitments is represented through: Sustainability: Decisions about sustainability will be determined by the impact they have on our environment, society and economy Accountability: Council will take responsibility for the decisions it makes and hold itself open to public scrutiny in light of those decisions Responsiveness: Every function of Council must take ownership for meeting the needs of the community and commit to excellence in customer service and delivery outcomes effectively, courteously, on time and within budget.
3 CITY OF MARIBYRNONG: The City of Maribyrnong is an inner-western municipality of approximately 31 square kilometers in area. It comprises of the suburbs of Footscray, Kingsville, Seddon, West Footscray, Maidstone, Tottenham, Yarraville, Braybrook and Maribyrnong. The City of Maribyrnong was created on 15 December 1994 as a part of the government amalgamation process, when the City of Footscray was merged with part of the City of Sunshine. The City of Maribyrnong borders Melbourne, which is Australia's second largest city and Victoria's capital city. This central location provides easy access to all the benefits of Melbourne, such as the ports, the best road network in Australia and an extensive public transport system. With a population of 60,000, Maribyrnong is home to one of the most diverse communities in Victoria. 40% of our residents were born in non-english speaking countries, 44% speak language other than English and the population comes from more than 135 different countries, speaking more than 80 languages. Today over 250 Aboriginal and Torres Strait Islander people live in the City of Maribyrnong, and the City has the largest proportion of Vietnamese born people (11%) within Victoria. Maribyrnong has a total workforce of around 26,700 people of whom 23,400 are working in professional occupations, trades, production/transport workers and labourers.
4 PART B: POSITION DESCRIPTION MARIBYRNONG CITY COUNCIL POSITION DESCRIPTION POSITION: BRANCH: SECTION: RESPITE/CACPS CARE CO-ORDINATOR (Maternity Leave Replacement Position) Community Wellbeing Aged & Diversity Services DEPARTMENT: LOCATION: Municipal Offices, Community Wellbeing Building ORGANISATIONAL RELATIONSHIPS: Reports to: Supervises: Internal Liaisons: External Liaisons: Community Care Coordinator Nil Other Aged and Diversity Services Staff Other Community Wellbeing Staff Advocacy Branch Other Council Staff Consumers, Carers and their Families The General Public Participant organisations of the Western Metropolitan Region (WMR) Primary Care Partnership (PCP) Other Assessment Agencies and Service Providers Disability Advisory Group Guardianship Board / State Trustees State and Federal Funding Bodies AWARD CLASSIFICATION: Band 6 CONDITIONS OF EMPLOYMENT: HOURS OF DUTY: Victorian Local Authorities Award 2001, Council s Enterprise Agreement and Council s policies as implemented from time to time. The position is to be worked for 31 hours per week, Monday to Friday from 9.30am to 4.10pm with 30 minutes for lunch. The incumbent will be required to participate in an on-call roster POSITION DURATION: Temporary part time until June 2007 CORPORATE CULTURE: The culture guiding Council s delivery of our key commitments is represented through:
6 networks both within and outside the organization as required. In conjunction with the consumer undertake risk assessments and provide support to the consumer to rectify risks. Team Work Responsibilities: Actively participate in team meetings and contribute to the ongoing planning and development of services provided by Aged and Diversity. Provide support and guidance to Team Support Officers in the matching of consumers with direct care staff. Provide support to CACPS Coordinators/Area Leaders during absences and periods of high work load. Provide a point of reference for complex case issues for discussion and resolution within the Aged and Diversity Services Team and with other professional staff. Manage additional portfolio responsibilities as required. Actively contribute to the development and maintenance of a cohesive team. Personnel Responsibilities: Participate in the recruitment, selection and induction of Respite Care/CACPS staff, as required. Assist in the development of training programs for direct care staff engaged in the Respite Care/CACPS program, including specific one-on-one training to meet the needs of persons with complex or special needs. Provide support to direct care staff to ensure consumer s needs are met as per Care Plans and provide opportunity for debriefing where necessary. Provide information to staff on risks identified in the home which affects safe work practices. In conjunction with Area Leaders/Team Leaders, participate in Staff Performance and Development Reviews. Program Management Responsibilities: Actively participate in Council s strategic planning and implementation processes as related to Aged and Diversity Services, including Best Value, Quality standards and systems, Team Work plan, Ageing Well Strategy, PCP, Disability Action Plan and Audits. Implement change management practices as required including Home and Community Care (HACC) program directions, Community Care Review, Primary Care partnership Developments and Best Value/Audit Improve Plans. Contribute to the improvement and development of services through participation in service development projects, planning and policy development for Aged and Diversity.
7 Provide reports and advice to Council on disability and CACPS program issues as required. Ensure that all accountability requirements for funding bodies for Respite Care/Cacps programs are met in a timely and accurate manner. Coordinate resources including consumer hours and packages within budget allocations. Actively contribute to the ongoing development, documentation and monitoring of Key Performance Indicators to ensure the Team meets its performance objectives. Provide program and community statistics, data and reports as required by Community Care Co-ordinator Practice consumer confidentiality and security of information as per relevant Privacy Legislation. Address consumer complaints in accordance with Council s Complaints Policy and provide feedback to consumer and Area Leaders. Perform other duties relevant to the position as negotiated with the Co-Ordinator. Organisational Responsibilities: Adherence to the Victorian Occupational Health and Safety act of 2004,Council s Occupational Health and Safety policy and Councils Contractor Health and safety Policy including assuming responsibility for the proper use of all safeguards, safety devices, personal protective equipment and other equipment provided for safety purposes. It is important that employees consider their own safety and the safety of those around them while at work. This includes following health and safety guidelines and procedures, and using protective clothing or equipment provided, at all required times. Employees must immediately report any injury, near miss, damaged equipment or any other hazard observed in their workplace. Be familiar with Council s Risk Management policy and program and the application of sound risk management practices within the workplace and community. Practice and promote Council s Equal Opportunity, Harassment and Bullying principles by treating fellow staff and our customers fairly and equitably and without discrimination, harassment or bullying. Promote a positive image of the council to members of the public through professional standards of personal presentation and through the provision of services/advice in a courteous and efficient manner. ACCOUNTABILITY AND EXTENT OF AUTHORITY: Accountable for: Ensuring that Council s Respite and CACPS Services are well coordinated and operate effectively, efficiently and within available
8 resources. Ensuring adherence to Australian and State Government standards and program guidelines in the provision of CACPS and respite care. Ensuring that accurate information and advice is provided to residents, service users, staff and other agencies. Ensuring that consumers care needs are assessed comprehensively and responsive care plans are developed in consultation with the consumer. Ensuring that all consumers are advised of their rights and that these rights are actively practiced within the working environment. Ensuring implementation of personnel practices including providing information, direction, support and opportunities for development to direct care staff and that staff have the appropriate level of training/skills to undertake duties. Providing support to Team Leaders and Team Support Officers engaged in rostering staff and services. Adopt a pro-active risk management approach to all Council activities that the incumbent is responsible for and ensure that risks are identified, quantified and controlled and that Council employees, contractors and the community are protected against reasonable loss. The freedom to act in this position is determined by broad policy guidelines and procedures, together with direction and advice provided by the Community Care Co-ordinator Aged & Diversity. JUDGEMENT AND DECISION MAKING: The position requires the exercise of substantial judgment in assessment and case management, service coordination, budgets and service monitoring and evaluation processes While guidance is available, the ability to make decisions and exercise judgment in complex situations is required. Advice and guidelines are broadly established, with day to day decision making resting with this position. SPECIALIST SKILLS AND KNOWLEDGE: Demonstrated skills in assessment and case management. Comprehensive knowledge of issues and resources available to support young people with a disability and older adults. Excellent communication skills and the ability to problem solve in complex situations. Demonstrated knowledge and use of software programs including Lotus Notes, Excel, Word. Knowledge of Sharikat Khoo system an advantage. Knowledge of Disability Discrimination legislation, Disability Action Planning processes and understanding of facility and service access issues.
9 Knowledge of Primary Care Partnership (PCP) guidelines, and associated Initial Contact, Initial Needs Identification and Assessment processes. Ability to work with individuals from diverse backgrounds. Ability to develop Aged and Diversity policies and procedures as requirement. MANAGEMENT SKILLS: Ability to monitor Council budgets and resources as related to program area. Ability to formulate and implement policies and procedures. Ability to coordinate specified programs at team level. Ability to guide and support staff. Ability to manage time effectively and plan and prioritise tasks to meet timelines. A demonstrated commitment to effective team work and team development. INTERPERSONAL SKILLS: Well developed verbal and written communication skills including good analytical, conciliation and conflict resolution skills. Ability to liaise and work cooperatively and effectively with other staff. Ability to liaise effectively with and gain co-operation from other service providers. QUALIFICATIONS AND EXPERIENCE: Tertiary qualification in the social sciences, Health or other relevant fields. Demonstrated knowledge of the HACC/CACPS target group. Experience working in a related community care role. KEY SELECTION CRITERIA: Tertiary qualification or relevant experience in Health or Social Sciences. Experience working in a community care setting. Demonstrated knowledge and understanding of the care issues associated with older adults and people with a disability. Experience in assessment, care planning and case management within a community services or health environment. Excellent customer service, interpersonal, conciliation, conflict resolution and written and verbal communication skills. Ability to liaise effectively with and gain co-operation from other service providers, staff, management, residents and consumers. Ability to monitor relevant Council budgets and resources as related to program area.
10 Ability to guide, support and lead staff. Ability to manage time effectively and plan and prioritise tasks to meet timelines. Demonstrated computer and IT skills including maintaining data bases, report writing, excel spreadsheets. Physically fit to undertake duties as outlined in this position description. The position requires the incumbent to complete a pre-employment medical check. No relevant criminal record found in a police check. Current Victorian Driver s Licence. MULTISKILLING: The incumbent of this position may be directed to carry out such duties as are within the limits of the employee s skill, competence and training. The following signatures are required to indicate understanding, agreement and approval of the position description. Agreed:...Staff Member Approved:...Manager/Co-ordinator/ Organisational Development Date:.
11 PART C: CONDITIONS OF EMPLOYMENT AWARDS & INDUSTRIAL AGREEMENTS: Employment conditions for all employees are in accordance with the relevant award, Council s Enterprise Agreement, contract of employment and Council policies and procedures. Currently the Awards and legislation pertaining to Maribyrnong City Council (MCC) employees are: Victorian Local Authorities Award 2001 Nurses (ANF Victorian Local Government) Award 2002 Local Government Act Council s current Enterprise Agreement is the Maribyrnong City Council, No. 5 Enterprise Agreement, POLICIES & PROCEDURES: All Council employees are required to undertake his/her employment in accordance with relevant Award / legislation, Council policies and procedures. Each employee is responsible for ensuring they are familiar with and keep up to date with Council s policies and procedures. These policies and procedures will be provided to you during your initial induction and can be located on Council s Intranet, or can be accessed by contacting the Organisational Development Section. CODE OF ETHICS: It is a basic principle of Council that the services provided to the community are to be conducted legally, ethically and be of the highest standards of integrity and propriety. The Code of Ethics applies to every employee within Council, regardless of the position held and the workplace location. In addition to the above and other recognised professional ethics, Council requires the appointee of this position to adhere to the following principles: The incumbent of this position is expected to commit to the vision and values in the Corporate Plan, and shall devote the whole of his/her time, as prescribed in the Award to the business of Council Any actual or perceived conflict of interest must be disclosed to the Chief Executive Officer prior to business dealings or immediately as the conflict becomes apparent. The person appointed to this position shall not at any time during their period of employment with Council be engaged, employed by or have a financial interest in any other company, partnership or other entity which:- o is involved in any project, assignment or development within the municipal district of the Council; or o has submitted a tender or proposal for any project, assignment or development within the municipal district of the Council for which the employee may as an employee of the Council have special knowledge or which may lead to a conflict between the employee s personal interests and those of the Council, unless the Chief Executive Officer has given her consent in writing. Employees shall not deliberately misuse or damage Council property in their possession, and shall not misuse Council assets, intellectual property or the services of other Council employees (including contractors) for their personal gain or with intent to cause detriment to the Council.
12 Employees shall not use for his/her personal gain or knowledge nor disclose any confidential information that may be acquired as a result of special opportunities arising out of his/her employment by the Council. Information obtained through employment with Council is confidential and therefore cannot be discussed with outside individuals or organisations, without Council s consent. The confidentially of Council information remains binding even following completion of service with MCC. Employees provided with Council vehicles are expected, at all times, to use them in a manner which does not reflect adversely upon the Council. Council vehicles must not be used outside of Council policy guidelines. It is an expectation that Council staff will present themselves for work in clean and tidy clothing that appropriately reflects the particular area of work and the professionalism of the organisation as a service industry (and if required wear a Council provided uniform). ALCOHOL & DRUGS: Employees shall not arrive for work under the influence of alcohol or illegal drugs. Whilst on Council duty employees shall not consume alcohol and/or drugs. Consumption of alcohol on Council premises is not permitted, unless authorised by the Chief Executive Officer or a General Manager for a specific social function. If you take legal prescription drugs which can affect performance or judgement and are required to use plant, equipment or a vehicle, you must notify your supervisor immediately. SMOKING: Council s No Smoking Policy prohibits smoking in any workplace (building or vehicle) at any time. This includes social functions and when working outside normal working hours. PERFORMANCE REVIEW, PLANNING AND DEVELOPMENT SYSTEM The management of individual employee s performance and development is pivotal to the achievement of Council s goals and the individual s ability to enhance their level of competence. It is through involvement in the Council s Performance Planning, Development and Review System that the organisation will be able to recognise and reward good performance and provide development mechanisms to assist the individual employee to gain competence in their current role while preparing them for their next career step. On an annual basis the Manager/Coordinator/Team Leader will meet with the employee in a one-on-one environment to participate in the performance review, planning and development system. The system comprises of five parts: Employee feedback Performance review Planning for the year ahead Skill/s development Review of salary grading based on Council s adopted remuneration management system. PROBATIONARY PERIOD: All temporary and permanent employees are required to complete a six month probationary period at the beginning of employment. A probationary period provides an opportunity to confirm the new employee s suitability for the position and for the employee to closely assess the work environment and the organisation. Under the Workplace Relations Act (1996) an employee who is serving a probation period can not pursue a claim for unfair dismissal. The criteria for the successful completion of a probationary period will include, but not be limited to:
13 Performance on the job Attendance Completion of Council s induction process LEAVE ENTITLEMENTS: Full time Council employees are entitled to four weeks annual leave per annum and new employees are entitled to four weeks annual leave after 12 months continuous service is completed in accordance with the Victorian Local Authorities Award 2001 and Council s Enterprise Agreement. Annual leave entitlements are provided on a pro-rata basis for part time employees and are not an entitlement to employees where leave loading is paid. Employees are entitled to 16 days sick leave per annum (pro rata for part time employees). Employees can transfer a maximum of 20 days sick leave between Local Government organisations in accordance with the Victorian Local Authorities Award Employees are also entitled to thirteen weeks of long service leave after ten years continuous service (pro rata for part time) and can be transferred between Victorian Local Government organisations in accordance with the Long Service Leave Regulations SUPERANNUATION: Council will make superannuation contributions on behalf of each employee which will be no less than the amount specified pursuant to the provisions of the Superannuation Guarantee (Administration) Act 1992, as amended. That amount is currently 9% (9.25% for Defined Benefit employees) of an employee s average weekly ordinary earnings. All employer superannuation contributions and employee contributions such as those made under salary sacrifice arrangements, voluntary contributions or compulsory Defined Benefit contributions (currently 6%) will be made by the employer or employee to the following funds: Vision Super (Local Authorities Superannuation Fund) HESTA, Health Super or Vision Super for Maternal and Child Health Nurses. WELLBEING PROGRAM: Council will conduct a range of programs and develop initiatives through a staff consultative process which will seek to achieve the foregoing objectives: To promote a culture that places a high value on physical health and emotional wellbeing in the workplace. To encourage the establishment of education, training, support and access to information on health issues for employees. To monitor the effectiveness of health and wellbeing policies, programs and practices, and promote improvements. TRAINING & DEVELOPMENT: Staff training and development has an important role in improving the effectiveness and efficiency of the delivery of Council services and in enhancing the career opportunities and job satisfaction of staff. Training and development will focus on the continuous upgrading of technical, conceptual and professional skills and identified core competencies of the Council, such as, but not limited to: project management communication/interpersonal skills computer literacy problem solving/decision making
14 customer service financial management STUDY LEAVE: Council is committed to developing a culture, which provides and supports learning and development to employees. MCC s commitment to staff development is displayed through both the provision of training, and assistance with participation in work-related formal education courses in the form of study leave and/or reimbursement of fees for its employees. To assist employees with career development, Council will provide those staff studying, a reimbursement of $500 per semester and a maximum of $1, per year. The Study Assistance policy outlines the eligibility requirements for study leave and reimbursement. APPLICATIONS: It is important to prepare a thorough application as it will be used to ascertain whether or not you are successful in gaining an interview. All applicants are requested to include the following information in their application: Covering letter - which states the position the applicant has applied for and addresses the key selection criteria, as outlined in this position description. Personal information including your home address; a postal address for correspondence (if different to your home address); business and home contact telephone numbers; and current details of employment Resume including: Education and training - a chronological list of your academic qualifications and training courses which are relevant to the position for which you are applying. Please include an authorised copy of your qualifications with your application (the original copy may be requested for viewing at Interview Stage); and Work Experience - identify positions you have held from the present to the past, listing briefly the duties and achievements of each. Give greater detail on the more recent and current positions and highlight those details relevant to the position for which you are applying. Referees - at least two professional referees should be nominated, together with details of their current positions and phone number. No contact will be made with these referees without prior approval from the applicant. Privacy applicants who provide personal information (such as names and contact details) of referees, either in their application or at a later time, must advise those people that their personal information will be supplied to MCC. Applicant s must ensure that each listed referee agrees to the application providing such information to MCC. Applications for this position close 5pm Friday 10 th November 2006 Applications addressing the key selection criteria should be addressed to: Ms. Jan Lawson Manager Organisational Development P.O. Box 58 Footscray Vic 3011 Fax: (03) ed: Please note: Electronic resumes will only be accepted in Microsoft Word or Adobe Acrobat format.
15 PRIVACY OF PERSONAL INFORMATION: Council is committed to full compliance with its obligations under the Information Privacy Act Your personal information you have provided to Council is used for recruitment and selection processes to assess your application for employment, and if your application is successful, it will be kept on your personnel file. The personal information will be used solely by Council for employment and or directly related purposes. In applying for this position, you are giving your consent for MCC to use this information. Council may disclose this information to other organisations if required by legislation or Council policy, and relevant parts of the information may be disclosed to organisations or persons you have identified as current or former employers, referees or others who may be able to assist Council in assessing your application. The applicant understands that the personal information provided is for the above purpose and that he or she may apply to Council for access to and/or amendment of the information. Maribyrnong City Council acknowledges the National Privacy Principles and in accordance with these principles your personal information is destroyed once it is no longer required by the Council. Requests for access and or correction should be made to Council s Privacy Officer. INTERVIEW: As an applicant, you will be regarded as being available for interview from the closing date.. Applicants will be given a reasonable amount of notice to attend an interview. If you know you will be unavailable in the month following the closing date, you should advise of your expected absence in your application. EVIDENCE OF QUALIFICATIONS: Applicants are required to supply the Recruiting Officer with the original copy of their formal qualification during the interview process. A copy of this qualification shall be made and filed in the Organisational Development Section prior to appointment. (Qualifications include licenses and endorsements). CONFIRMATION OF CITIZENSHIP: Applicants must provide proof of citizenship to the Recruiting Officer. Proof of citizenship can be obtained by providing the original copy (to be photocopied) of one the following: Australian Birth Certificate Australian or New Zealand passport Current Victorian drivers licence Certificate of Citizenship Working Visa PRE-EMPLOYMENT MEDICAL: As part of MCC s selection process applicants may be required to undertake a preemployment medical examination (at Council s expense). This examination will be with Council s recommended General Practitioner to determine the applicants ability to carry out the inherent requirements of the position. If you are required to undergo a pre-employment medical, you will be notified during the recruitment process (this requirement will also be outlined in the key selection criteria). POLICE CHECK: As part of the selection process, some positions also require prospective employees to undergo a Police Check prior to commencement in the position. If the position you are applying for requires a police check (at Council s expense) applicants will be notified during the recruitment process (this requirement will also be outlined in the key selection criteria).
16 COMMENCEMENT OF DUTIES: During the interview process applicants must inform the Recruiting Officer the period of notice required to be given to the present employer, if he/she was to be successful in obtaining the position. ENQUIRIES: Telephone enquires about the position can be made to Kerrie Kingdom, Care Coordinator on (03)
17 CEO's Office Infrastructure Services Sustainable Development Community Wellbeing Corporate Services Transport & Special Projects Transport & Special Project Stragegy & Economic Dev. Strategic Planning Economic Development Aged & Diversity Community Planning & Participation Community Care Finance Payroll Finance Revenue & Valuations Property Property Management Infrastructure Planning Engineering Design Engineering Construction Works Centre Operations Parks & Gardens Parks & Trees Fleet Services Cleansing Services Roads & Contracts Urban Planning Urban Planning City Design and Place Making City Design & Place Making Building Control Building Control Sustainability & Environment Sustainability & Environment Leisure & Open Space Swim Centre RecWest Recreation Services Open Space Family Serv & Comm Projects Maternal & Child Health Youth Services & Social Support Community Projects & Best Start Children's Services Community Learning & Libraries Community Centre Networks Library Services Community Planning & Advocacy Environmental Health Cultural Development Social Planning & Research Safer Communities & Health Promotion Information Systems Information Management Information Systems Organisational Development Human Resources Best Value Risk Management Traffic & Local Laws Parking & School Crossing Local Laws Customer Liaison Council & Community Relations Council & Community Relations Customer Service Civic Facilities Planning & Development Planning & Development
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INFORMATION PACK Thank you for considering Marathon Health as your next employer. This Information Package is designed to tell you more about Marathon Health and the role, identify the selection criteria
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To apply for this position, please provide an up to date resume, covering letter, and statement addressing the Key Selection Criteria in section 6 of this Position Description. Your application will not