Leadership Styles - The Organisational Performance Management System

Transcription

1 MARIBYRNONG CITY COUNCIL POSITION DESCRIPTION Manager Organisational Development Date Created: March 2007 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: A thriving and caring community actively celebrating its cultural diversity, its unique history, and working towards a sustainable future where people enjoy safe and vibrant places and lead healthy and productive lives. OUR PRINCIPLES: The way we will govern the city is based on the following principles.. Engagement - Community participation in Council decision making is encouraged and promoted. Advocacy - Council will strive to bring the needs, strengths and opportunities of our diverse community to the attention of government, business and other organisations and have them acted upon in the interests of the community. Transparency - Council s processes and decision are open to public scrutiny. Leadership - Council takes a key role in encouraging debate leading to decisions that inspire community confidence in the process. Accessibility - Council works to remove the barriers that restrict access to services. Partnership - Council works closely with groups and organisations to achieve the shared vision for Maribyrnong. 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. STRATEGIC OBJECTIVES: These strategic objectives state the intent of the Key Commitment Areas and make clearer what it is that Council wants to achieve, they help to establish the actions required by the organisation to achieve our vision. Building Our City - We will promote and facilitate urban renewal and enhancement opportunities that support the wellbeing of our growing population, increase our economic prosperity, and achieve sustainable development outcomes. Transport Planning and Management - Plan, implement and manage transport and parking systems for the City of Maribyrnong that enables people to get around and arrive safely at the required destination with minimal impact on community and the environment. Community Engagement and Advocacy - We will provide every opportunity fir the community to participate and be involved, adopting multi approach community engagement tools, to ensure all groups have equal opportunity to participate and be involved in Council s decisions and advocacy. Community, Leisure and Cultural Facilities Services and Spaces Contribute to the wellbeing of the diverse Maribyrnong communities and to the health and vitality of the city be ensuring access to community and cultural facilities, programs and spaces. Amenity and Environment Improve the amenity of the city by creating and promoting vibrant people oriented public spaces which enable the natural and built environment.

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: DEPARTMENT: LOCATION: MANAGER ORGANISATIONAL DEVELOPMENT Corporate Services Organisational Development Organisational Development Town Hall ORGANISATIONAL RELATIONSHIPS: Reports to: Supervises: Internal Liaisons: External Liaisons: AWARD CLASSIFICATION: CONDITIONS OF EMPLOYMENT: HOURS OF DUTY: POSITION DURATION: General Manager Corporate Services Corporate Planner Risk Management & Occupational Health and Safety Coordinator Senior Human Resources Advisor Senior Human Resources Officer Human Resources Officer Staff at all levels and from each Branch Employer Organisations Unions and Union Representatives Training/Educational Organisations Local Government Council Organisations State Government Departments Other Councils Consultants and Organisation Development/HR Professionals AIRC VCAT EEO Commission Law Firms Employment Agencies Vision Super Fund Senior Officer / Senior Executive Officer contract Victorian Local Authorities Award 2001 Council s Enterprise Agreement and Council s policies as implemented from time to time. 76 hour, 10-day fortnight Performance Based Contract

5 CORPORATE CULTURE: STRATEGIC OBJECTIVES OF POSITION: 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. This is a key leadership role in developing and promoting the strategic directions for the organisation that will foster and enable continuous improvement and people development initiatives by: Developing and implementing in conjunction with the CEO and Executive Management Team (EMT) an organisational development strategy. Lead the organization in providing best practice strategic organisation development, human resources, corporate planning, organisational performance and risk management initiatives that will ensure the delivery of valued and quality services focused on enhancing organisational efficiency and effectiveness. Delivering strategic and operational advice on human resource management, corporate planning, organisational performance, risk management, employee relations and organisational development initiatives throughout all Council operations. Providing leadership in developing and promoting a learning organisation focused on its people, the organisational culture and quality continuous improvement and learning initiatives. Review the systems and practices to ensure corporate alignment between Councils vision and plan through to individual performance management outcomes. Develop policies and strategies for workforce planning; staff attraction and retention; and reward and recognition. DUTIES AND RESPONSIBILITIES: Strategic Planning and Policy Development Provide initiative, innovative thinking and strategic direction that will assist Council to best manage its human resources. Develop and implement an Organisational Development strategy encompassing human resource management, corporate planning, organisational performance and risk management which will assist Council to meet the vision and strategic objectives embraced in the Council Plan Establish and develop workforce planning initiatives. Research, design and develop proactive policy initiatives and procedures on organisational development, corporate planning, organisational performance and risk management practices. Develop, implement and review a senior management succession plan and advise on strategies to overcome identified gaps.

6 Develop policy initiatives that will lead the organisation in delivering the outcome requirements of the department s functions. Drive the organisation culture survey; and develop and implement strategies to narrow the gap between the desired and actual culture. Management and Leadership Manage and lead the organisational development department team to provide quality value added services in all aspects of organisation development, human resources, corporate planning, organisational performance and risk management practices across the organisation. Benchmark and measure the department s services to improve service delivery and performance. Provide leadership in the workplace by modelling high standards of work performance, positively influencing teams and individuals, negotiating, mediating and resolving conflict and clearly communicating the vision and values of Council. Manage the department s budget including operational and administrative functions and the preparation of reports to the Executive Management Team and Council. Participate in and/or lead major reviews and change management initiatives. Manage and develop the staff of the department that will ensure that individual skills are enhanced and potential realised. Ensuring the effective conduct of the Performance Review Planning and Development Program for staff and effective implementation of other HR policies and procedures including risk management and occupational health and safety. Work with EMT to develop and implement a leadership strategy for all second, third and fourth level of management Learning and Development Design learning and development programs across the organisation that will embrace a learning organisation philosophy and the Investors in People Standard. Develop, implement and review Council s learning and development policies and procedures. Ensure equity of access of all staff to learning and development opportunities throughout Council. Manage the activities and direction of the Learning and Development Committee. Advise Council on how best to meet learning and development needs utilising best practice industry learning initiatives. Develop an Annual Learning and Development Plan including the development and management of approved budgets, evaluation of programs conducted, cost benefit analysis, training administration and records.

7 Develop and conduct Council s induction training program. Develop and deliver structured learning and development programs where in-house delivery is the best method. Performance Management Design, develop and implement appropriate performance management policies, systems and procedures that will ensure quality performance planning and development practices across Council. Design and develop related policies and procedures that will assist managers in managing the performance of their staff including disciplinary/grievance procedures and the management of underperformance. Implement training and development initiatives associated with change management, conflict resolution and grievance handling. Assist the Chief Executive Officer in the administration of performance based senior officer contracts including remuneration practices and benchmarking. Assist managers in the monitoring and review of staff performance and provide counselling and advice. Undertake a review of the existing individual Performance Management system, ensuring the system is capable of translating Council plan strategies and the desired cultural values into the personal goals and competences of staff. Organisational Performance The development of best practice Organisational Performance policies and procedures. Develop an organisational strategy to implement the new performance management framework model having regard to: - Vision - Resources - Accountability - Change management process and education, whilst creating a supporting culture committed to Organisational Performance Using internal consultancy, mentoring and a hands-on approach, facilitate the implementation of the Organisational Performance framework. Including: o Benchmarking strategy and technical advice o Consultation plan development and advice o Advisory services in reviewing activities o Review content and documentation advice o Advice on suitability of performance indicators and proposed improvement activities o Advice on compliance with the Best Value provisions of the Local Government Act

8 Support managers and coordinators seeking to investigate causes of poor service delivery and in developing and implementing actions for improving service performance. Provide advice and assistance to Managers and Coordinators around research, data collection, statistical analysis and performance reporting. Corporate Planning Coordinate Maribyrnong s corporate planning process in compliance with the Local Government Act (1989) and subsequent Codes and directives of the Minister for Local Government and the Department for Victorian Communities. Ensure the production of high quality Annual Reports and Council Plans within legislated timeframes. Provide advice to the Executive Management Team on all matters relating to Corporate Planning. Liaise with the relevant State Government and industry bodies and to present and disseminate the information throughout the organisation Risk Management Ensure the effective management and implementation of Council s Risk Management Strategy across all Council services including the meeting of legislative requirements, the development and implementation of risk management strategic initiatives and the conduct of audits to meet the requirements of the Audit Committee. Ensure an effective claims management service that will minimise Council s risk of exposure to accidents and injuries. Develop processes, strategies and systems focused on reducing Council s insurance premium to the lowest level possible. Ensure compliance with relevant legislation associated with WorkCover and Occupational Health and Safety. Conduct risk and occupational health and safety audits for both Council s operations and external contractors and subcontractors. Develop and implement risk management, occupational health and safety and accident prevention management strategies. Ensure the training and development of all staff on relevant legislative requirements and occupational health and safety standards in the safe use of plant and equipment. Policies and Procedures Prepare regular management reports on organisation development initiatives, policies and program implementation. Ensure that organisational policies, practices and procedures are developed, implemented and maintained ensuring legal compliance in the areas such as: o Recruitment, Selection and Induction

9 o Equal Employment Opportunity o Discrimination and Harassment o Performance Management o Risk Management and Occupational Health and Safety o Corporate Planning o Organisational Performance Management Framework o Salary Administration o Learning and Development o Leave Management o Human Resource Management Employee Relations Provide professional advice and guidance to senior management on the interpretation of legislation, awards and agreements. Facilitate/negotiate industrial agreements. Facilitate the activities of the Consultative Committee and ensure the conduct of regular meetings of the Committee. Represent the Council at arbitration and/or conciliation, eg AIRC, EEO Commission VCAT Ensure that all staff are trained in legislative requirements associated with equal employment opportunity, which will result in a workplace free of discrimination and harassment. Manage Council s outplacement program and liaise with the outplacement provider. Salary Administration Ensure the accurate application of Award provisions including classification, application of allowances and penalty rates, band level progression and re-classification. Advise and implement reward and recognition initiatives that will reduce employee turnover and reward high performing staff. Research and advise on remuneration trends and practices that will assist Council to retain and attract quality staff. HR Management Develop, implement and promote effective communication channels between staff, managers and the organisation development customers. Ensure the accurate interpretation of legislative requirements and Council s HR policies and procedures. Monitor and report on human resource management strategies and the organisational climate through the use of strategic human resource measures. Develop, implement, promote, monitor and revise human resource policies and procedures.

10 Provide regular reports to EMT on all facets of HRM and OD. 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. 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, provided such duties do not promote a narrowing of the employee s skill base. ACCOUNTABILITY AND EXTENT OF AUTHORITY: Responsible for the effective management of the Organisational Development Department. The incumbent is responsible for providing quality strategic and operational advice to management on organisation development, corporate planning, organisational performance and risk management in line with the Council s Plan, and associated policies and procedures. Research and develop appropriate learning and development, human resource management, corporate planning, organisational performance and risk management strategies to support the Council Plan. Ensure compliance throughout the organisation on all human resource management, corporate planning, organisational performance and risk management policies and procedures as far as practicable and assist Managers and Supervisors in adhering to compliance requirements.

11 Manage approved policies and procedures in respect of organisation development, human resource management, corporate planning, organisational performance and risk management as approved by the Executive Management Team. To ensure legislation, awards and agreements are adhered to and that management are kept informed of changes that effect the management of staff. Accountable for delivery of contracted goods and services within Council's Purchasing and Procurement Policy, Contract Management Guidelines and Instrument of Delegation. 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. JUDGEMENT AND DECISION MAKING: Required to make decisions within the parameters set by Council s plan, policies and procedures. Responsible for researching, developing and implementing Organisational Development, Human Resource Management, Corporate Planning, Organisational Performance, Risk Management strategies, policies and procedures. Provide professional and expert judgement and decision making is required when either devising or advising on the appropriate strategies to be adopted by management in relation to Organisational Development Department responsibilities and issues. Make ethical decisions and resolve problems on Organisational Development Department matters within the confines of delegated authority. Actively participate in, contribute to and influence Executive Team in issue resolution, strategic development initiatives, deliberations and decisions in the areas of accountability. To problem solve using professional judgement and experience and management creativity within the bounds of corporate objectives, Council policy and legislative requirements. SPECIALIST SKILLS AND KNOWLEDGE: Substantial skills in the application of organisational development, human resource management, employee relations, corporate planning, organisational performance and risk management services at a senior level. Strong working knowledge of strategic and corporate planning and direction for both the organisation and the Organisational Development Department. Ability to management the requirements of the position and an ability to develop, initiate and promote best practice initiatives in the field of specialisation. Effective negotiation, influencing, counselling, mediation and

12 presentation skills. Experienced in the establishment and monitoring of a departmental budget underpinned by sound accounting and financial procedures MANAGEMENT SKILLS: Ability to identify, set and achieve objectives and goals, along with leading the Department towards achieving these objectives and goals. A commitment to team management principles and practices. Proven leadership skills. Ability to develop and implement change management strategies. Sound analysis and decision making skills. INTERPERSONAL SKILLS: Experience in leading, motivating and developing staff and other employees. High level of integrity and professionalism. Highly developed written and verbal communication skills including the ability to present complex reports at a senior management level. Strong negotiation and mediation skills Well-developed advocacy, negotiation, mediation and conflict resolution skills. QUALIFICATIONS AND EXPERIENCE: Tertiary qualifications in Human Resource Management or other relevant discipline including eligibility for Membership of the Australian Human Resources Institute Sound experience in strategic management of organisational change including the taking of a lead role in conducting major reviews and implementing change management initiatives. Proven experience in workplace reform including enterprise bargaining and the management of employee relations issues at a senior level. Ability to design and develop strategic initiatives based on a learning organisation and a continuous improvement model. Sound experience in developing comprehensive organisation development, human resource management, risk management, corporate planning and organisational performance policies and procedures. Ability to lead the Organisation Development Team to provide quality, value added advisory services in all aspects of organisation development, human resource management, risk management, corporate planning and organisational performance framework.

13 KEY SELECTION CRITERIA: Tertiary qualifications in Human Resource Management or other relevant discipline including eligibility for Membership of the Australian Human Resources Institute Sound experience in strategic management of organisational change including the taking of a lead role in conducting major reviews and implementing change management initiatives. Proven experience in workplace reform including enterprise bargaining and the management of employee relations issues at a senior level. Ability to design and develop strategic initiatives based on a learning organisation and a continuous improvement model. Sound experience in developing comprehensive organisation development, human resource management, risk management, corporate planning and organisational performance policies and procedures. Ability to lead the Organisation Development Team to provide quality, value added advisory services in all aspects of organisation development, human resource management, risk management, corporate planning and organisational performance. Proven negotiation, influencing, mediation, counselling, presentation and conflict resolution skills. Proven leadership skills and experience in leading, motivating and developing staff and other employees. 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:.

14 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 conducted legally, ethically and 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. 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.

15 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: Performance on the job Attendance Completion of Council s induction process

16 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 customer service financial management

17 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. Applicants must ensure that each listed referee agrees to the application providing such information to MCC. Applications for this position close 5pm on Monday, 19 March Applications addressing the key selection criteria should be addressed to: Mr Nick Foa General Manager, Corporate Services P.O. Box 58 Footscray Vic 3011 Fax: (03) christine.maule@maribyrnong.vic.gov.au Please note: Electronic resumes will only be accepted in Microsoft Word or Adobe Acrobat format.

18 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 applicant s 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).

19 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 Christine Maule, PA to GM Corporate Services on (03)

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