Centacare Service Management. Policy & Procedure SP Service Management. Policy

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Centacare Service Management. Policy & Procedure SP1.6.2. Service Management. Policy"

Transcription

1 Centacare Service Management Policy & Procedure SP1.6.2 Service Management Policy Signature Position Date Prepared By Angie Stewart Reviewed By Angie Stewart Manager Business and Development Manager Business and Development 29 May September 2014 Approved By Tony Davies Director 30 May 2012 SP1.6.2

2 1. Policy Centacare is committed to delivering client services that are efficient, effective and delivered by qualified staff. The purpose of this policy is to outline the framework by which Centacare is governed, led and managed to facilitate the delivery of high quality and coordinated services. 2. Centacare Management Structure The roles and responsibilities of the, Centacare Director, Centacare Advisory Council Members, and Centacare Senior Management Team are clearly defined and documented in the SP1.24 Senior Staff Positions Policy and SP1.29 Leadership, Continuity and Accountability Policy. The senior management positions descriptions and QF1.45 Centacare Role Description for Advisory Council Members further articulates the roles and responsibilities of each key position in the Centacare management structure In accordance with SP1.24 Senior Staff Positions Policy, the Centacare Senior Management Team is comprised of members who possess or can acquire appropriate knowledge, skills and training to fulfil all responsibilities which are clearly defined, documented and disclosed in the senior management position descriptions ; QFEHR1.29 HR Position Description Centacare Director SP1.6.2 Page 2

3 QFEHR1.44 HR - Position Description - Business and Development Manager QFEHR1.30 HR Position Description -Manager- Kempsey Disability Services QFEHR1.24 HR- Position Description- Community and Accommodation Services Manager QFEHR1.50 HR Position Description -Manager- Corporate Services 3. Strategic Planning Process Centacare s Strategic Planning policy (SP1.27) outlines the model used in the planning process, the frequency at which the plan is reviewed and the information collected to inform the strategic plan. 4. Quality Management Centacare has a formal quality improvement program incorporating evaluation of its services that result in changes to improve practice. (QM1, 1 Quality System Manual) Centacare s quality management system and internal controls are in place to comply with relevant standards and legislation. Centacare Management and Advisory Council monitors organisational activities and regularly evaluates whether it is meeting its objectives and the Disability Service Standards. Monitoring Procedures are outlined in SP1.33 Internal Reporting Policy, QP1.7 Quality Policy, and QP1.8 Continuous Improvement Policy. SP1.6.2 Page 3

4 To ensure that Centacare is accountable to stakeholders and demonstrates high ethical standards acting in their best interests Centacare makes available, on request, annual reports that demonstrate client, service and financial outcomes, provisions for this are outlined in SP1.7.0 Staff Consultation, Information and Feedback Policy and SP1.4.2 Feedback, Complaints, and Disputes. 5. Centacare Advisory Council The Centacare Advisory Council and Centacare Senior Management monitors the effectiveness of the organisation s governance policies and practices and makes changes as needed. 6. Resource Management and Financial Controls Centacare management ensures resources are managed to maximise the funds available to provide services for clients. Identified resources are allocated to support the documented priorities of Centacare. St Agnes Parish Administration Centre ensures the integrity of the organisation s accounting and financial reporting systems and that appropriate systems of control are in place for risk management, financial and operational control (including fire safety and appropriate insurance), and compliance with legislation and funding requirements. Policies pertaining the range of controls in SP1.6.2 Page 4

5 place include; SP Financial Delegation Policy, SP Petty Cash Policy, SP Purchasing Policy, QPEHR Fraud and Corruption - Policy and St Agnes Parish Financial Management Policy. 7. Safety Centacare provides a safe physical environment for its clients by maintaining appropriate workplace management, hazard identification and risk management processes, outlined in QPEHR1.39 Work Health and Safety Policy, SP1.20 WHS General Workplace Management Policy and Procedures, SP1.22 Hazard Identification and Risk Management Policy, SP1.21 Infection Control Policy and program specific manual handling procedures. St Agnes Parish Maintenance in collaboration with Centacare creates and maintains accessible and safe physical environments in accordance with all fire safety requirements and occupational health and safety legislative and policy requirements. In the event of a critical incident that may affect the safety SP Critical Incident Policy is in place to support staff during and after such incidents. The critical incident policy is to be used in conjunction with the completed QF1.40. Emergency Response Guide for each site. In addition to Centacare policies the following ADHC policies have been implemented across Centacare to assist in providing a safe service and SP1.6.2 Page 5

6 environment for clients, SPEN1.9.0 ADHC Behaviour_Support_Policy_and_Practice_Manual_Part_1_web, SPEN1.4.0 ADHC Client_Risk_Policy_and_Procedures_, SPEN ADHC Behaviour_Support_Policy_and_Practice_Manual_Part_2_web, SPEN ADHC Behaviour Support Policy_ updated, SPEN1.1.0 ADHC Epilepsy Policy, SPEN1.3.0 ADHC Nutrition and swallowing policy and procedures 8. Human Resource Management 8.1. Recruitment Centacare Management will work closely with St Agnes Parish Human Resource Department to ensure that people with a disability receive services from appropriately skilled and competent staff. The recruitment and selection process ensures that staff employed have the skills and capability to perform the duties required of them. Recruitment is conducted inline with the position description requirements which clearly outline the primary position, accountability framework, key results areas, performance indicators, knowledge, skills and experience in addition to selection criteria. Centacare and St Agnes Parish are committed to affirmative action with regard to employment of people with a disability and has implemented QPEHR1.17 Equal Employment Opportunity Policy (Feb 2009) and QPEHR Equal Employment Opportunity Guidelines (Feb 2009) SP1.6.2 Page 6

7 St Agnes Parish Human Resource department is responsible for ensuring that recruitment practices meet all probity requirements and ensure the right workforce is recruited and maintained to deliver the range of services provided by the organisation to meet service delivery outcomes. The policy implemented by to govern recruitment is QPEHR1.33 Recruitment Policy (July 2008) which is supported by QPEHR1.34 Recruitment Guidelines (Nov 2008) and QPEHR1.35 Recruitment Flow Chart _Feb 2009_ 8.2. Code of Conduct All staff employed by the organisation are required act in accordance with the organisational code of conduct. Senior Management require staff to sign a copy of the QPEHR Diocese of Lismore Code of Conduct Policy at recruitment and regularly intervals during their employment Professional Development. Centacare ensures that employed and volunteer staff receive appropriate support; and that they understand their role, the administration of the service and their accountability for their work related activities. Centacare Managers and Team Leaders provide regular staff training, support and supervision assists staff to flexibly meet the needs of people they support. SP1.6.2 Page 7

8 Procedures for supervision and support are outline in SP1.10 Staff Supervision Policy and includeprovisions for monthly supervision, quarterly goal setting and an annual appraisal. Position descriptions are designed so that performance may be measured against the, n a quarterly basis at goal setting sessions to assist in the identification of professional development needs. Managers may also request that staff complete as skills audit (QF Staff Skills Audit) to identify training and development needs. Training needs of staff may be mapped by Managers and Team Leaders to assisting in maintaining a coordinated approach to training. St Agnes Parish Resource Department is to be notified of the training needs of staff to assist in training coordination across St Agnes Parish where possible Staff Consultation, Communication and Team Meeting Centacare Senior Management recognises that the success of an organisation is not only measured by the satisfaction of clients with service provision but by the contentment and loyalty of staff. In order to ensure a coordinated approach to staff consultation, improve the flow of information between staff and management, enhance positive work culture and provides mechanisms for feedback between staff and management. Centacare has implemented SP1.7.0 Staff Consultation, Information and Feedback Policy SP1.6.2 Page 8

9 8.5. Performance Management Centacare Management and St Agnes Parish Human Resource Department understand that the delivery of quality service is dependent on the conduct and performance of staff. To ensure conduct and performance management practices are fair, equitable and in accordance with relevant legislation QPEHR1.10 Managing Conduct Performance Policy has been implemented. 9. References Documents related to this policy Related policies Quality Management Systems Manual, SP1.10 Staff Supervision Policy, SP1.29 Leadership, Continuity and Accountability, SP1.30 Delegation Policy, SP1.32 Operational Planning, SP1.24 Senior Staff Positions, SP1.35 Monitoring Legal Compliance, SP1.26 Critical Incident Policy, SP1.25 Filing and Record Management, SP1.22 Hazard Identification and Risk Management Policy, SP1.7 Staff Consultation, Information and Feedback Policy, SP1.17 Purchasing Policy, SP1.18 Petty Cash Policy, SP1.19 Financial Delegation Policy, SP1.20 WHS General Workplace Management Policy and Procedures, SP1.21 Infection Control Policy, QPEHR Discrimination Harassment and Bullying Guidelines (Feb 2009), QPEHR Child Protection Policy - 22 September 2010, QPEHR Diocese of Lismore Code of Conduct Policy - 13 September 201, QPEHR Code of Conduct in Practice - A2 - Poster version in Publish, QPEHR Criminal Record Check Policy (Nov 2007), QPEHR1.09 Criminal Record Check Flow Chart updated 4 August 10, QPEHR1.10 Managing Conduct Performance Policy, SP1.6.2 Page 9

10 QPEHR Discrimination Bullying Harassment - Policy, QPEHR Discrimination Harassment and Bullying Guidelines (Feb 2009), QPEHR Equal Employment Opportunity Policy (Feb 2009), QPEHR Equal Employment Opportunity Guidelines (Feb 2009), QPEHR Grievance Policy - June 2012, QPEHR IT Policy - April 2012, QPEHR Leave Policy and Guidelines - April 2012, QPEHR Motor Vehicle Policy, QPEHR Privacy policy (Jan 2008), QPEHR Recruitment Policy (July 2008), QPEHR Recruitment Guidelines (Nov 2008), QPEHR Recruitment Flow Chart _Feb 2009_, QPEHR Termination Policy and Guidelines - February 2012, QPEHR Volunteers Policy (Jan 2008) QPEHR1.38 Volunteers Procedures (June 2007), QPEHR Work Health and Safety Policy - November 2011, QPEHR1.40-St Agnes Parish Workplace Major Injury Flow Chart (2), QPEHR1.41 -St Agnes Parish Workplace Minor Injury Flow Chart, QPEHR1.42 Resolving an OHS Hazard flowchart (Feb 2009), QPEHR1.43 Injury Management Program, QPEHR1.44 RTW Program Display 2010, QPEHR1.50 Workers Compensation Procedures Aug 2009, QPEHR St Agnes Parish Flexible Work Arrangements Policy, QPEHR1.53 PAC Centacare CCA Student Placement Manager HRA Checklist Forms, record keeping or other organisational documents QF Staff Skills Audit, QF1.41. Supervision Contract, QF1.42 Supervision Record Template, QF1.20 Induction Manual, QF1.8 Induction Checklist, QF1.27 Staff Development Planner 10. Revision History Reviewing and approving this policy Frequency Person responsible Approval Bi annually Angie Stewart- Business and Development Manager Tony Davies SP1.6.2 Page 10

11 Policy review and version tracking Review Date Approved Approved by Next Review Due 1 19/9/2014 Tony Davies 19/9/ SP1.6.2 Page 11

POLICY TOOLKIT2ND TEMPLATE MAP. Template Map. Detailed Map. Quick Reference Map. Introduction and user information.

POLICY TOOLKIT2ND TEMPLATE MAP. Template Map. Detailed Map. Quick Reference Map. Introduction and user information. TEMPLATE MAP POLICY TOOLKIT2ND EDITION A practical resource supporting quality improvement Template Map Introduction and user information. Quick Reference Map Browse content topics and included. Detailed

More information

Manage our corporate governance practices effectively and efficiently ensuring Country Care service and supports are person centred

Manage our corporate governance practices effectively and efficiently ensuring Country Care service and supports are person centred Introduction Country Care s Customer Service Charter represents our vision and values and sets out what our service users can expect from Country Care when they select us to provide their service. Country

More information

Varies - including Guildford, Parramatta etc.

Varies - including Guildford, Parramatta etc. Position Title: Department: Service: Location: Reporting to: Direct Reports: Date of Review: Direct Support Worker Client Programs Accommodation Services Varies - including Guildford, Parramatta etc. Service

More information

OH&S Management Systems Audit Checklist (NAT, E3)

OH&S Management Systems Audit Checklist (NAT, E3) 3.1.2 3.1.1 Introduction OH&S Management Systems Audit Checklist (NAT, E3) This audit checklist is based on Element 3 (Implementation) of the National Self-Insurers OHS Audit Tool. For a full copy of the

More information

Recognition of Prior Learning (RPL) BSB50613 Diploma of Human Resource Management

Recognition of Prior Learning (RPL) BSB50613 Diploma of Human Resource Management Recognition of Prior Learning (RPL) BSB50613 Diploma of Human Resource Management What is RPL? RPL recognises that you may already have the skills and knowledge needed to meet national competency standards.

More information

Supervisory responsibilities: Nil

Supervisory responsibilities: Nil POSITION DESCRIPTION Position Classification & Grade EBA Accountabilities and Supervisory Responsibilities Occupational Health & Safety Coordinator Management and Administrative Staff classification based

More information

POSITION: ASSOCIATE DIRECTOR OF NURSING Procedural Areas. Director Nursing & Clinical Services

POSITION: ASSOCIATE DIRECTOR OF NURSING Procedural Areas. Director Nursing & Clinical Services POSITION DESCRIPTION POSITION: ASSOCIATE DIRECTOR OF NURSING Procedural Areas RESPONSIBLE TO: HOURS OF DUTY: SALARY: Director Nursing & Clinical Services Full Time Negotiable but based on Level 4, Nurses

More information

ASSOCIATE DIRECTOR OF NURSING Non Procedural Areas and Risk

ASSOCIATE DIRECTOR OF NURSING Non Procedural Areas and Risk POSITION DESCRIPTION POSITION: RESPONSIBLE TO: HOURS OF DUTY: SALARY: ASSOCIATE DIRECTOR OF NURSING Non and Risk Director Nursing and Clinical Services Full Time Negotiable but based on Level 4, Nurses

More information

POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS

POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS Attachment 1 Position Title: Programs & Client Relations Manager Responsible to: Chief Executive Officer Responsibility: Programs Management and Client

More information

Job Description Community Support Services Specialist Intervention Services Consultant Speech Pathologist

Job Description Community Support Services Specialist Intervention Services Consultant Speech Pathologist POSITION: DIVISION: PROGRAM: REPORTS TO: Manager ISSUE DATE: March 2014 Our Purpose: To enhance the lives of people with a disability Our Vision: Choice, Inclusion, Achievement Our Core Values: We put

More information

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to

More information

HEALTH AND SAFETY POLICY Page 1 of 8 Reviewed: May 2016

HEALTH AND SAFETY POLICY Page 1 of 8 Reviewed: May 2016 Page 1 of 8 Policy Applies to: The Board of Directors, all staff employed by Mercy Hospital, Credentialed Specialists, Allied Health Professionals, contractors, students, volunteers and visitors. Related

More information

Policies and Associated Legislation

Policies and Associated Legislation Abuse and Neglect Anti-Discrimination Act 1977 Children and Young Persons (Care and Protection) Act 1998 Commission for Children and Young People Act 1998 Crimes Act 1900 Disability Discrimination Act

More information

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy Lifestreams Christian Church (LCC) Child Care Centre Educator/Staff Performance Management Policy Policy Number: /2013 Rationale and Policy Considerations The education and care service understands that

More information

Health and Safety Policy and Procedures

Health and Safety Policy and Procedures Health and Safety Policy and Procedures Health & Safety Policy & Procedures Contents s REVISION AND AMENDMENT RECORD : Summary of Change Whole Policy 4.0 05 Nov 08 Complete re-issue Whole Policy 4.1 10

More information

TRAINED CHILDCARE WORKER POSITION DESCRIPTION

TRAINED CHILDCARE WORKER POSITION DESCRIPTION DEPARTMENT/UNIT Department: Unit: Team: Position Number: TRAINED CHILDCARE WORKER POSITION DESCRIPTION Community Services Human Services Child and Family Services Various Positions _ REMUNERATION Classification:

More information

ECH Inc POSITION DESCRIPTION. 3. Classification: As per contract negotiated with the incumbent

ECH Inc POSITION DESCRIPTION. 3. Classification: As per contract negotiated with the incumbent ECH Inc POSITION DESCRIPTION 1. Position title: Manager Retirement Living 2. Accountable to: Manager Independent Retirement Living 3. Classification: As per contract negotiated with the incumbent 4. Position

More information

Demonstrate an understanding of, and ability to model/implement a person centred approach to providing services to the people we support.

Demonstrate an understanding of, and ability to model/implement a person centred approach to providing services to the people we support. HR: Service Manager POSITION DESCRIPTION Date Reviewed: 21 July 2015 (V4) Position Title Service Manager Responsible To Manager, Service Delivery Classification Level 3 Date Last Updated 21 July 2015 OVERVIEW

More information

St Thomas More s Catholic Primary School, Launceston. WHS Policy

St Thomas More s Catholic Primary School, Launceston. WHS Policy WHS Policy St Thomas More s School Launceston St Thomas More s Catholic Primary School, Launceston WHS Policy Date Version No Responsible Person Approved By Review Date Related Documents January 2012 0

More information

Position Description

Position Description Position Summary POSITION REPORTS TO DIRECT REPORTS REMUNERATION Financial Planner Business Unit Manager Nil Adviser Tiered Remuneration Structure OVERVIEW A Financial Planner's role is to demonstrate

More information

MS Connect Team Leader. MS Connect Specialist

MS Connect Team Leader. MS Connect Specialist Job Title: MS Connect Specialist (MS Intake & Information Officer) Reports To: MS Connect Team Leader Responsible For: Engagement with people affected by multiple sclerosis to assess the need and/or risk,

More information

JOB AND PERSON SPECIFICATION

JOB AND PERSON SPECIFICATION ROYAL ADELAIDE HOSPITAL JOB AND PERSON SPECIFICATION Position Title: Assistant in Nursing Classification Code: Assistant in Nursing Division: Nursing Branch: Type of Appointment: Section: Ongoing Position

More information

EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES)

EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES) EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES) Name of policy/procedure/function to be assessed: H01 Disciplinary Procedure Name of manager responsible for this policy/procedure/function: Martin

More information

Policy Number: 054 Work Health and Safety July 2015

Policy Number: 054 Work Health and Safety July 2015 Policy Number: 054 Work Health and Safety July 2015 TRIM Ref: TD14/318 Policy Details 1. Owner Manager, Business Operations 2. Compliance is required by Staff, contractors and volunteers 3. Approved by

More information

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management Recognition of Prior Learning (RPL) Kit BSB50607 Diploma of Human Resources Management Applicant: Date: Diploma of Human Resources Management RPL Kit 1 Applicant declaration: I have completed the following

More information

Human Services Quality Framework. User Guide

Human Services Quality Framework. User Guide Human Services Quality Framework User Guide Purpose The purpose of the user guide is to assist in interpreting and applying the Human Services Quality Standards and associated indicators across all service

More information

CONSTRUCTION HEALTH AND SAFETY, AND INJURY PREVENTION Research and develop accident and incident investigation procedures on construction sites

CONSTRUCTION HEALTH AND SAFETY, AND INJURY PREVENTION Research and develop accident and incident investigation procedures on construction sites 1 of 7 level: 4 credit: 4 planned review date: December 2003 sub-field: purpose: Construction People credited with this unit standard are able to: research accident and/or incident investigation and reporting

More information

POSITION DESCRIPTION. Date Amended: 6 March 2015

POSITION DESCRIPTION. Date Amended: 6 March 2015 POSITION DESCRIPTION Date Amended: 6 March 2015 POSITION: Engineer (Graduate) Technical Services POSITION NUMBER: 155 DEPARTMENT: Infrastructure Services UNIT: Technical & Civic Services SALARY: AI1 AN3:

More information

Equality, Diversity and Non-Discrimination Strategy

Equality, Diversity and Non-Discrimination Strategy Equality, Diversity and Non-Discrimination Strategy Human Resources Message This Equality, Diversity and Non-Discrimination Strategy reflects our continuing commitment to equality, diversity and non-discrimination

More information

Equalities and Diversity Policy

Equalities and Diversity Policy Equalities and Diversity Policy 1 Equalities and Diversity Policy Woodard Academies Trust 1. Purpose Woodard Academies Trust is committed to promoting equality and diversity and promoting a culture that

More information

GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT

GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT POSITION TITLE: POSITION NUMBER: 2356 DIVISION: DEPARTMENT: CLASSIFICATION: Band 7 REPORTS

More information

Position Description Page 1 of 5

Position Description Page 1 of 5 Position Description Page 1 of 5 Position Title: Department: Responsible To: Position Personal Care Assistant / Assistant in Nursing Residential Aged Care Date of original Position Description: August

More information

Work Health & Safety Policy Document Number: WH&S 023 003 Ver 1

Work Health & Safety Policy Document Number: WH&S 023 003 Ver 1 Work Health & Safety Policy Document Number: WH&S 023 003 Ver 1 Approved by: Senior Leadership Team Page 1 of 7 POLICY OWNER: Human Resources PURPOSE: To ensure, so far as is reasonably practicable, that

More information

UNIT SUMMARY BSB51107: DIPLOMA IN MANAGEMENT 8 units, comprising 5 core units & 3 elective units required for the qualification

UNIT SUMMARY BSB51107: DIPLOMA IN MANAGEMENT 8 units, comprising 5 core units & 3 elective units required for the qualification 1 UNIT SUMMARY BSB51107: DIPLOMA IN MANAGEMENT 8 units, comprising 5 core units & 3 elective units required for the qualification UNIT CODE Group A units BSBCUS501C BSBFIM501A BSBINM501A BSBLED501A UNIT

More information

Benchmark OHS Consulting Pty Ltd Self Assessment WHS Audit Tool

Benchmark OHS Consulting Pty Ltd Self Assessment WHS Audit Tool Benchmark OHS Consulting Pty Ltd Self Assessment WHS Audit Tool This WHS Auditing System Tool is to be used as a self-assessment of YOUR COMPANY compliance with AS 4801 and the Work Health and Safety Act

More information

Department of Communities Child Safety and Disability Services. Human Services Quality Standards. Great state. Great opportunity.

Department of Communities Child Safety and Disability Services. Human Services Quality Standards. Great state. Great opportunity. Department of Communities Child Safety and Disability Services Human Services Quality Standards Great state. Great opportunity. a Human Services Quality Standards Overview The Human Services Quality Framework

More information

Recognition of Prior Learning (RPL) BSB40515 Certificate IV in Business Administration

Recognition of Prior Learning (RPL) BSB40515 Certificate IV in Business Administration Recognition of Prior Learning (RPL) BSB40515 Certificate IV in Business Administration What is RPL? RPL recognises that you may already have the skills and knowledge needed to meet national competency

More information

Course Information Handbook. BSB50615 Diploma of Human Resources Management

Course Information Handbook. BSB50615 Diploma of Human Resources Management Course Information Handbook BSB50615 Diploma of Human Resources Management Description of Qualification Looking for a career in human resources? The Diploma of Human Resources Management course reflects

More information

HR/IR & WORK HEALTH SAFETY DOCUMENTS. Reduce your business risk and gain peace of mind today.

HR/IR & WORK HEALTH SAFETY DOCUMENTS. Reduce your business risk and gain peace of mind today. HR/IR & WORK HEALTH SAFETY DOCUMENTS Policies & Procedures Agreements Correspondence Checklists Employee Handbooks Reduce your business risk and gain peace of mind today. All our documents comply with

More information

Release: 1. CHCCS411C Work effectively in the community sector

Release: 1. CHCCS411C Work effectively in the community sector Release: 1 CHCCS411C Work effectively in the community sector CHCCS411C Work effectively in the community sector Modification History CHC08 Version 3 CHC08 Version 4 Comments CHCCS411B Work effectively

More information

(IM) Lead - Direct Support Professional Position Description

(IM) Lead - Direct Support Professional Position Description (IM) Lead - Direct Support Professional Position Description Dept/Service: (IM) Personalised Supports Version:1.004048 Issued:6/01/2015 Stage: Issued Position Title: Lead Direct Support Professional Location:

More information

Community Lifestyle Support Inc.

Community Lifestyle Support Inc. HUMAN SERVICES QUALITY FRAMEWORK STANDARDS - POLICIES DOCUMENT Q:/1 DATE REVEIWED: REFERENCE: GOVERNANCE AND August 2014 MANAGEMENT POLICY AUTHORISATION: STANDARD REFERENCE: NEXT REVIEW DATE: Management

More information

Disability ACT. Policy Management Framework

Disability ACT. Policy Management Framework Disability ACT Policy Management Framework OCT 2012 Disability ACT Policy Management Framework Version October 2012 Page 1 of 19 1. Context... 3 1.1 Purpose... 3 1.2 Scope... 3 1.3 Background... 3 1.4

More information

WORKPLACE BULLYING. 3. Scope This policy applies to all members of the Australian Nursing & Midwifery Federation (Victorian Branch).

WORKPLACE BULLYING. 3. Scope This policy applies to all members of the Australian Nursing & Midwifery Federation (Victorian Branch). WORKPLACE BULLYING 1. Introduction Workplace bullying is a worldwide phenomenon that affects numerous occupations however, it is a very significant issue confronting nurses and midwives. The Australian

More information

Equal Employment Opportunity Management Plan

Equal Employment Opportunity Management Plan Equal Opportunity Management Plan 2013-2017 2 Equal Opportunity Contents Introduction...5 Equal Opportunity principles...6 Objectives and initiatives...9 Develop recruitment, selection, and career progression

More information

Northern Grampians Shire Council FRAUD CONTROL PLAN

Northern Grampians Shire Council FRAUD CONTROL PLAN Northern Grampians Shire Council FRAUD CONTROL PLAN Northern Grampians Shire Council does not tolerate fraud or improper conduct by its employees, officers or members, nor the taking of reprisals against

More information

RECRUITMENT AND ORIENTATION (STAFF)

RECRUITMENT AND ORIENTATION (STAFF) RECRUITMENT AND ORIENTATION (STAFF) INTRODUCTION Mater Dei is committed to recruiting staff in a manner that meets current industrial relations and equal opportunities principles. The organisation ensures

More information

COUNCIL POLICY Corporate Human Resource Management Policy

COUNCIL POLICY Corporate Human Resource Management Policy 1 PURPOSE To reflect the obligations under section 28(2)(b),(3) of the Local Government Act 1993 and to outline Council s best demonstrated procedures in Human Resource Management ensuring all employees

More information

5.6 Volunteers including: Student Placements, Work Experience, and People Participating in Government Programs

5.6 Volunteers including: Student Placements, Work Experience, and People Participating in Government Programs 5.6 Volunteers including: Student Placements, Work Experience, and People Participating in Government Programs Purpose To maximise support, learning and social experiences for people with disabilities

More information

ORGANISATIONAL DEVELOPMENT OFFICER

ORGANISATIONAL DEVELOPMENT OFFICER ORGANISATIONAL DEVELOPMENT OFFICER POSITION DESCRIPTION Organisational Development Officer PD v0.1 Page 1 1. POSITION OBJECTIVES To assist the Coordinator Organisational Development and the Organisational

More information

POLICY NO. 12 EMPLOYMENT OF CHILD CARE PROFESSIONALS POLICY

POLICY NO. 12 EMPLOYMENT OF CHILD CARE PROFESSIONALS POLICY POLICY NO. 12 EMPLOYMENT OF CHILD CARE PROFESSIONALS POLICY Source Material. Education and Care Services National Act 2010 Education and Care Services National Regulations 2011 Reg.168 (2) (i) National

More information

Code of Practice. rto.code.of.practice.v4.09 Page 1

Code of Practice. rto.code.of.practice.v4.09 Page 1 Code of Practice As a Registered Training Organisation, Berendale School RTO has agreed to operate within the Principles and Standards of the Australian Quality Training Framework (AQTF). This includes

More information

Director of Human Resources

Director of Human Resources POSITION DESCRIPTON POSITION: Director of Human Resources STATUS: Contract 5 Years, commencing January 2014 TIME: LOCATION: VISION / CONTEXT: Part-time (0.8FTE averaged over the full year). Either full-time

More information

POSITION DESCRIPTION

POSITION DESCRIPTION POSITION DESCRIPTION Salary range: Manager Band Hours of work: In Accordance with the New South Wales Nurses and Midwives Association (NSWNMA) Employment Enterprise Agreement Status: Approved Position:

More information

RISK MANAGEMENT FRAMEWORK

RISK MANAGEMENT FRAMEWORK RISK MANAGEMENT FRAMEWORK DOCUMENT INFORMATION DOCUMENT TYPE: DOCUMENT STATUS: POLICY OWNER POSITION: INTERNAL COMMITTEE ENDORSEMENT: APPROVED BY: Strategic document Approved Manager Organisational Development

More information

Glossary 2. About this chapter 5. 5.1 An introduction to strategic human resources management 6

Glossary 2. About this chapter 5. 5.1 An introduction to strategic human resources management 6 Contents Glossary 2 About this chapter 5 5.1 An introduction to strategic human resources management 6 5.1.1 What is strategic human resources management? 6 5.1.2 What is the Board s role and accountability?

More information

Performance Management Policy

Performance Management Policy FAPS Policies: Performance Management Policy Performance Management Policy National Quality Standard for Early Childhood Education and Care and School Age Care Quality Area 4 Staffing Arrangements Standard

More information

Induction & Orientation of Educators, Students & Volunteers

Induction & Orientation of Educators, Students & Volunteers 1 Induction & Orientation of Educators, Students & Volunteers Purpose It is a requirement of the Education and Care Services National Regulations that staffing arrangements are documented in policy. To

More information

Diploma of Business Management. Synopses Module Name Unit of Competency Description Computer Skills for Business Management

Diploma of Business Management. Synopses Module Name Unit of Competency Description Computer Skills for Business Management Diploma of Business Synopses Module Name Unit of Competency Description Computer Skills for Business Produce simple word processed documents correctly operate word processing applications in the production

More information

Melbourne City Football Club Volunteer Policy

Melbourne City Football Club Volunteer Policy Melbourne City Football Club 2014-15 Volunteer Policy Definition of Volunteers Formal volunteering is an activity that takes place at Melbourne City Football Club and is undertaken: To be of benefit to

More information

Community support services occupational health and safety compliance kit

Community support services occupational health and safety compliance kit Community support services occupational health and safety compliance kit How to control the risk of workplace injuries in six areas of the community support services sector May 2011 MIA027/01/05.11 About

More information

Work Health and Safety. Seven Steps for Small Business

Work Health and Safety. Seven Steps for Small Business Work Health and Safety Seven Steps for Small Business Work health and safety (WHS) is a key management responsibility for every small business. South Australia s WHS laws took effect on 1 January 2013.

More information

Job Description Community Support Services Lifestyle Support Worker

Job Description Community Support Services Lifestyle Support Worker POSITION: DIVISION: REPORTS TO: Lifestyle Manager / Team Leader ISSUE DATE: December 2012 1 POSITION PURPOSE: Responsible for face-to-face delivery of service as part of the team working within the Lifestyle

More information

Standard 1. Governance for Safety and Quality in Health Service Organisations. Safety and Quality Improvement Guide

Standard 1. Governance for Safety and Quality in Health Service Organisations. Safety and Quality Improvement Guide Standard 1 Governance for Safety and Quality in Health Service Organisations Safety and Quality Improvement Guide 1 1 1October 1 2012 ISBN: Print: 978-1-921983-27-6 Electronic: 978-1-921983-28-3 Suggested

More information

WORK HEALTH AND SAFETY

WORK HEALTH AND SAFETY WORK HEALTH AND SAFETY SCOPE POLICY Work Health and Safety System Work Health and Safety Objectives Roles and Responsibilities Executive Responsibilities Manager Responsibilities Worker Responsibilities

More information

Position Description Social Worker Grade 2

Position Description Social Worker Grade 2 Position Title: Social Worker Grade 2 Permanent Position up to 40 hours pw Division: Community Services Reports To: Allied Health Manager Primary Objective: Direct Reports: Grade 1 Social Worker Students

More information

terms of business australia engagement of permanent staff services

terms of business australia engagement of permanent staff services terms of business terms of business australia Welcome to Randstad Randstad is one of the world s leading recruitment and HR services companies. Our vision both locally and globally is to be the number

More information

Health and Safety Management Standards

Health and Safety Management Standards Health and Safety Management Standards Health and Safety Curtin University APR 2012 PAGE LEFT INTENTIONALLY BLANK Page 2 of 15 CONTENTS 1. Introduction... 4 1.1 Hierarchy of Health and Safety Documents...

More information

Diploma of Management

Diploma of Management Self Assessment Checklist & Questions Diploma in Management RPL Portfolio BSB51107 Diploma of Management RPL Portfolio Self-Assessment Checklist and Questions Self Assessment Checklist & Questions Diploma

More information

AFTRS Health and Safety Risk Management Policy

AFTRS Health and Safety Risk Management Policy AFTRS Health and Safety Risk Management Policy Responsible Officer Contact Officer Authorisation Director, Corporate and Student Services Head of Human Resources Chief Executive Officer Effective Date

More information

Position Description

Position Description 1. POSITION IDENTIFICATION Position Description Position Title Asset Manager Team Asset Management Location Richmond Classification Level 7 Salary According to CEHL Enterprise Agreement Employment Status

More information

Bottesford Community Library Association. Volunteer Recruitment Policy

Bottesford Community Library Association. Volunteer Recruitment Policy Bottesford Community Library Association Volunteer Recruitment Policy 1. Introduction This policy sets out the broad principles for voluntary involvement in Bottesford Community Library. It is of relevance

More information

Certificate IV in Frontline Management

Certificate IV in Frontline Management MARCH 2011 Certificate IV in Frontline Management Ai Group is pleased to provide you with information regarding the Certificate IV in Frontline Management - BSB40807. BENEFITS OF TRAINING Effective training

More information

Equal Employment Opportunity

Equal Employment Opportunity Lithgow City Council Equal Employment Opportunity MANAGEMENT PLAN - 1 - Table of Contents EEO Management Plan (draft)...1 Introduction...3...4 AIM...4 1. EQUAL EMPLOYMENT OPPORTUNITY POLICY...4 1.1 Objective

More information

AWARD CLASSIFICATION: 153 Pakington Street, Geelong West. DATE: February 2015

AWARD CLASSIFICATION: 153 Pakington Street, Geelong West. DATE: February 2015 POSITION: AWARD CLASSIFICATION: REPORTS TO: LOCATED: Deputy Financial Controller N/A Financial Controller 153 Pakington Street, Geelong West DATE: February 2015 Our History and Foundations Diversitat (trading

More information

CRITICAL/NON CRITICAL INCIDENT MANAGEMENT AND REPORTING PROCEDURE

CRITICAL/NON CRITICAL INCIDENT MANAGEMENT AND REPORTING PROCEDURE CRITICAL/NON CRITICAL INCIDENT MANAGEMENT AND REPORTING PROCEDURE This procedure must be read in conjunction and interpreted in line with the Critical/Non Critical Incident Management and Reporting policy.

More information

Workshop Supervisor. Basic details. Date: July 2015. Reporting & peers. To provide an appropriate service to Operations Department.

Workshop Supervisor. Basic details. Date: July 2015. Reporting & peers. To provide an appropriate service to Operations Department. Basic details Position title: Department: Location: Workshop Supervisor Engineering Bournemouth Date: July 2015 Reporting & peers This role reports to: Other reporting relationships: Key peers: Positions

More information

Corporate Services Directorate Number of staff responsible for 7 Budget responsibility ( )

Corporate Services Directorate Number of staff responsible for 7 Budget responsibility ( ) Role Profile template Job Title Service Desk Manager Barnet Band and scale range BBB 47-50 Reports to Head of IS Service area Corporate Services Directorate Number of staff responsible for 7 Budget responsibility

More information

MASTER INDEX: Policies & Procedures Categories Page 1 of 1

MASTER INDEX: Policies & Procedures Categories Page 1 of 1 MASTER INDEX: Categories Page 1 of 1 POLICY & PROCEDURE CATEGORIES Administration: Statements on general Board wide operational matters not covered in another category. Facilities Statements on Board facilities

More information

Technical Systems Analyst. Department for Health and Ageing. Hospital Revenue Systems. Various ASO6

Technical Systems Analyst. Department for Health and Ageing. Hospital Revenue Systems. Various ASO6 SA Health Job Pack Job Title Technical Systems Analyst Job Number 611188 Applications Closing Date 23 December 2016 Region / Division Health Service Location Classification Department for Health and Ageing

More information

CLINICAL NURSE MANAGER Emergency Department

CLINICAL NURSE MANAGER Emergency Department CLINICAL NURSE MANAGER Emergency Department 1. PURPOSE OF POSITION The appointee to this position will be primarily responsible for the operational management and coordination of services provided in their

More information

Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS

Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS Contents 1. ACF Volunteer Policy 2. ACF Volunteer Procedures 1. Recruitment 1.1 Position descriptions 1.2 Initial contact 1.3 Registration

More information

WORKPLACE RETURN TO WORK PROCEDURE

WORKPLACE RETURN TO WORK PROCEDURE Date of Adoption: 25/6/2015 The process outlined by this Procedure will meet the minimum requirements to assist the Local Government Association Workers Compensation Scheme (LGAWCS) meet legislative compliance.

More information

GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT

GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT POSITION TITLE: POSITION NUMBER: 2608 DIVISION: DEPARTMENT: CLASSIFICATION: Band 5 REPORTS

More information

INJURY MANAGEMENT POLICY FOR DIOCESAN SYSTEMIC SCHOOLS

INJURY MANAGEMENT POLICY FOR DIOCESAN SYSTEMIC SCHOOLS Catholic Schools Office INJURY MANAGEMENT POLICY FOR DIOCESAN SYSTEMIC SCHOOLS OPERATIONAL POLICY May 2015 Injury Management Policy Page 1 PURPOSE The purpose of this policy is to provide all employees

More information

POSITION PROFILE Administrative Assistant - Operational Support Unit. Position Summary. Position Statement. Corporate Vision. Constructive Culture

POSITION PROFILE Administrative Assistant - Operational Support Unit. Position Summary. Position Statement. Corporate Vision. Constructive Culture Position Summary Position Title : Administrative and Purchasing Officer Business Unit : Operational Support Unit Division : City Development Division Classification : Level 3 Status : Ongoing Permanent

More information

ACT PUBLIC SECTOR Managing Injury and Illness in the Workplace

ACT PUBLIC SECTOR Managing Injury and Illness in the Workplace ACT PUBLIC SECTOR Managing Injury and Illness in 1. PURPOSE This document outlines the ACT Government policy for the care, recovery and support of ACTPS staff with work related and non-work related injuries

More information

Position Description for Human Resource Advisor Archdiocese of Hobart

Position Description for Human Resource Advisor Archdiocese of Hobart Position Description for Human Resource Advisor Archdiocese of Hobart Programme: Human Resource Department Location: Hobart based with travel throughout Tasmania & occasional interstate Reports To: Business

More information

Health and Safety Policy

Health and Safety Policy Health and Safety Policy Status: Final Next Review Date: Apr 2014 Page 1 of 16 NHS England Health and Safety: Policy & Corporate Procedures Health and Safety Policy Policy & Corporate Procedures Issue

More information

Certificate IV in Bookkeeping FNS40215

Certificate IV in Bookkeeping FNS40215 Certificate IV in Bookkeeping FNS40215 Unit Descriptions & Evidence Required to Demonstrate Competency 13 Units of Competency 6 Core Units /7 Elective Units Agenda Course Description... 3 Pathways Information...

More information

Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland Who We Are Established in 2003, we are one of Ireland s best-known and respected providers

More information

Senior Manager Commercial Lending - Position Description

Senior Manager Commercial Lending - Position Description Document Control Region: Role: Classification: Reports to: Present Incumbent: Prepared by: All Senior Manager Commercial Lending Full Time Chief Member Service Officer Vacant Human Resources Date approved/updated:

More information

Clinical Nurse Manager Surgical Outpatients and District Nursing

Clinical Nurse Manager Surgical Outpatients and District Nursing Clinical Nurse Manager Surgical OPD and District Nursing Clinical Nurse Manager Surgical Outpatients and District Nursing 1. PURPOSE OF POSITION The appointee to this position will be primarily responsible

More information

Job Description Job Title: Customer Services Team Prepared by: Mike Brean

Job Description Job Title: Customer Services Team Prepared by: Mike Brean Job Description Job Title: Team Prepared by: Mike Brean Leader Business Unit: Date: 27 March 2009 Purpose of the job: Responsible for the day to day management of a team of customer service officers within

More information

Health Care Insurance Ltd Complaints Handling Policy

Health Care Insurance Ltd Complaints Handling Policy Health Care Insurance Ltd Complaints Handling Policy Purpose The purpose of this document is to outline the procedure that Health Care Insurance Ltd (HCI) will adopt in the process of resolving complaints

More information

Health and Safety Improvement Program (Continuous Self- Assessment) CSA Guidelines. October, 2014

Health and Safety Improvement Program (Continuous Self- Assessment) CSA Guidelines. October, 2014 Health and Safety Improvement Program (Continuous Self- Assessment) CSA Guidelines October, 2014 Contents 1 Executive Summary... 2 2 More information... 2 3 Context... 2 3.1 Continuous Self-Assessment

More information

YMCA Portland Board Recruitment Kit

YMCA Portland Board Recruitment Kit YMCA Portland Board Recruitment Kit Introduction Thank you for your interest in being an honorary board member of YMCA Portland. Volunteering has been an integral part of the organisation since its beginning

More information

Coordinate, develop, and manage the sales team to achieve objectives

Coordinate, develop, and manage the sales team to achieve objectives Page 1 of 6 Coordinate, develop, and manage the sales team to achieve objectives Level 6 Credits 10 Purpose People credited with this unit standard are able to: develop objectives for sales team; evaluate

More information

OPERATIONAL INSTRUCTION

OPERATIONAL INSTRUCTION HEALTH DEPARTMENT OF WESTERN AUSTRALIA OPERATIONAL INSTRUCTION Enquiries to: Carolyn Smith - (08) 9222 4308 Number: OP 1048/98 - TTY 1800 067 211 Date: 10 March 1998 Supersedes: OP 0831/96 (03/12/96) File

More information

Job Description. Senior Support Worker

Job Description. Senior Support Worker Job Description Senior Support Worker Introduction Autism Initiatives is committed to working in partnership with service users, their families, commissioners and others to provide a specialist, autism

More information