MANAGEMENT OF EXCESS EMPLOYEES: PRACTITIONER S GUIDE
|
|
- Merryl McDowell
- 7 years ago
- Views:
Transcription
1 MANAGEMENT OF EXCESS EMPLOYEES: PRACTITIONER S GUIDE publicsector.sa.gov.au
2 MANAGEMENT OF EXCESS EMPLOYEES PRACTITIONER S GUIDE Supported by the Redeployment, Retraining and Redundancy Committee July 2015 Issued by the Commissioner for Public Sector Employment July 2015 Review date Not earlier than 1 March 2016 Who is this guide for? This guide was written for people who are case managing excess employees covered by the South Australian Public Sector Wages Parity Enterprise Agreement: Salaried This Guide is to be read in conjunction with: South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2014 Commissioner s Determination 7: Redeployment, Retraining and Redundancy Redeployment, Retraining and Redundancy Frequently Asked Questions Commissioner s Determination 2: Excess Employees - Income Maintenance. Practitioner s Guide Page 2 of 8
3 INTRODUCTION Redeployment describes the process of transferring an employee who is excess to requirements into another role, duties or position. The transfer or assignment of an excess employee may be at the employee s substantive remuneration level or at a lower remuneration level (application of income maintenance provisions would apply). Agencies require flexibility to adopt case management practices best suited to the needs of their excess employees and the organisation s requirements. To ensure consistency in case management practice across the public sector, agencies are encouraged to align organisation-specific documents, processes and resources with this guide. CONTENTS CASE MANAGEMENT... 4 RESPONSIBILITIES... 4 KEY ACTIONS... 5 CASE FILE... 5 RETRAINING... 6 VACANCY MANAGEMENT... 6 JOBS SA... 6 DISPUTE REGARDING SUITABILITY... 7 RIGHT OF REVIEW... 7 DOCUMENTS... 7 ENQUIRIES... 8 REFERENCES... 8 Practitioner s Guide Page 3 of 8
4 CASE MANAGEMENT Principles The effectiveness of case management practice can be increased if underpinned by the following broad principles: Joint responsibility Communication Support The agency should empower the employee to take control of their own career transition and the employee should proactively adopt a partnership approach with their case manager. Agree early upon the mechanisms and basis by which case management communication will be conducted, including what local mechanisms are available to employees to provide feedback and resolve issues. Where practicable, support is to be tailored to the facts and circumstances of an employee s individual needs and focused on employee wellbeing, securing employment or developing skills for employment. This can include consideration of other factors such as family, disability and cultural matters. RESPONSIBILITIES Section 5(5) of the Public Sector Act 2009 states that public sector agencies are to treat public sector employees fairly, justly and reasonably. Clearly articulating the respective responsibilities of the employee and case manager can reduce ambiguity and strengthen cohesion in the partnership approach. As a guide, it could be helpful for the employee and case manager to discuss the following responsibilities: Employees: continue to present for work, accept duties, maintain performance, attend team meetings and participate in any other business unit activity be responsible for their own career and take control of their transition including developing a Transition Plan and applying for jobs independent of the redeployment process prepare and maintain an up to date resume, participate in interviews in a positive manner and accept constructive feedback comply with all other reasonable and lawful agency directions behave and conduct themselves in a manner consistent with the Public Sector Act 2009 and the Code of Ethics for the South Australian Public Sector. Managers: provide the employee with duties commensurate with their substantive remuneration level until the employee is assigned or transferred to alternate duties. continue to manage and develop the employee, in line with agency performance discussions or formal performance development reviews accommodate the employee s attendance at interviews and training courses in work time in partnership with the case manager, ensure the employee s access to support services and career development funds maintain relevant communication with the employee and case manager throughout the employee s redeployment period. Practitioner s Guide Page 4 of 8
5 Case managers: explain the redeployment processes partner with, and empower, the employee to be responsible for their own career and take control of their transition ensure the employee is considered for current and anticipated vacancies negotiate duties for the employee commensurate to their substantive remuneration level ensure a performance management process is in place when the employees is assigned or transferred to alternate duties in another public sector agency liaise with the employee to identify and facilitate access to training and development. KEY ACTIONS As a minimum, your key actions as a case manager of an excess employee are: You must meet with the employee once they have been advised verbally by the Agency (e.g. Director and/or manager responsible for the decision) that they are excess. You will facilitate a conversation regarding the employee s recent change experience and ascertain the employee s preparedness for redeployment and retraining. The employee s level of understanding of the redeployment arrangements will inform your approach to educating the employee on relevant policies, processes and practices. The end of the first quarter of a redeployment period is an appropriate time to conduct a formal case management review to ensure initial documented outcomes are still relevant and achievable. You should invite the employee to assess the effectiveness of their participation in the process and confirm whether identified development objectives are being achieved. You will conduct regular meetings prior to completion of the first quarter. You should continually assess the excess employee s circumstances, collate relevant documents and undertake other review actions to assist evidence-based decision making. You should work with the employee to identify their current skillset to assist in the identification of suitable alternate roles. CASE FILE An individual case file should be created and maintained for each excess employee. An excess employee s case file constitutes an official record of the agency s case management, decisions and actions and would generally contain: employee details all communication to and from the employee all communication to and from the applicable union relevant agency documents e.g. Prior to Declaration template (or similar) case notes information on all jobs the employee applies, or is submitted, for. Include documented outcomes of agency assessments of the employee s suitability and the employee s responses position descriptions resumes career plans copies of vocational or functional assessments (if applicable) copies of employee performance assessments If an agency elects to engage an external case management service provider, the above list can be provided as a guide to the provider to ensure appropriate records management. Practitioner s Guide Page 5 of 8
6 RETRAINING A feature of redeployment includes retraining and agencies need to consider supporting and funding relevant training. You should record all training and professional development activity provided to excess employees. A Transition Plan is a practical tool that will help you work with the employee to identify realistic career transition objectives and relevant development activities. This requires little formal preparation and you can use the Transition Plan template or an equivalent document. For a more structured evaluation, a professionally conducted vocational assessment will objectively analyse an employee s current skillset, work capacity, vocational options and required training. Other retraining options may include work shadowing, on the job training and participation in relevant vocational education and training courses. VACANCY MANAGEMENT Vacancy management processes within agencies need to ensure that employees who are excess to requirements have been actively considered for any vacancies within the agency. Practical examples include but are not limited to: Transferring or assigning the employee to vacant roles either in the agency they are substantively employed in, or elsewhere in the public sector. Providing access to, and consideration for, advertised vacancies on Jobs SA ahead of other potential applicants. Transferring or assigning the employee to roles or work assignments prior to the engagement or extension of contractors, consultants and temporary labour hire. An excess employee may not be requested to undergo a merit-based selection process unless there is more than one excess employee being considered for the same vacancy. JOBS SA Jobs SA is the website that advertises vacant roles in the South Australian public sector. As a case manager, you can access the website to view vacant roles 48 hours before they are published to allow you to match your excess employee s skills to vacancies. Prior to loading vacancies for publication on the Jobs SA site agencies, through their HR areas, are encouraged to view the Excess Employee Database (EDD) and compare the profiles of excess employees with the requirements of the vacancy in their agency. When you identify a vacancy on the Jobs SA site for which an excess employee s skills can be matched, you should contact the agency advertising the relevant vacancy to request that the excess employee is given priority consideration, ahead of other employees. The agency advertising the vacancy is to hold their vacancy from being advertised until the suitability of the submitted excess employee has been assessed. Suitability is to be considered broadly by the agency advertising the vacancy. For example, they should consider whether the employee has the skills and capabilities to perform the duties to a substantive extent (including with training). If the agency advertising the vacancy accepts the excess employee is suitable, the agency is to proceed with normal employment contract administration processes and approvals required within their agency. If the vacancy manager, case manager and the excess employee agree that the vacancy is not suitable for the employee, no further process needs to be undertaken. Practitioner s Guide Page 6 of 8
7 DISPUTE REGARDING SUITABILITY If the agency advertising the vacancy does not accept the submitted excess employee, the agency must document their assessment of the excess employee s skills using the Excess Employee Suitability form. The excess employee must be provided the reasons for the agency s assessment and must be afforded the opportunity to provide a response. The agency advertising the vacancy is not to release their hold on the vacancy, without your agreement, until this process is complete. If a dispute regarding the excess employee s suitability cannot be resolved through completion of the Excess Employee Suitability form, the agency advertising the vacancy is to escalate the matter to the directors responsible for human resources within both agencies for advice. If agreement on suitability cannot be reached at the director level, the matter could be escalated to the respective chief executives (or agency heads) who may seek advice from the Commissioner for Public Sector Employment. RIGHT OF REVIEW The rights of review or grievance of excess employees will depend on the relevant category of employment and are provided either in legislation (e.g. Part 7 of the Public Sector Act 2009) or industrial instrument (e.g. HR Manual for employment under the Health Care Act 2008). In the first instance, excess employees should raise any concerns with you or their agency s human resource area. DOCUMENTS A number of documents have been developed to help agencies with the management of excess employees, particularly those covered by the South Australian Public Sector Wages Parity Enterprise Agreement: Salaried Prior to Redeployment Agency Checklist (Appendix 1) The purpose of this form is to help agencies observe the consultation and notification obligations as outlined in the South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2014 and Commissioner s Determination 7: Redeployment, Retraining and Redundancy. This template can constitute or support an agency s business case to the chief executive or agency head, and helps agencies document evidence of: organisational change exploration of alternatives to redeployment the process undertaken prior to the formal declaration of an employee as excess. It is intended to be a form for agencies to use internally and can be adapted into agencies existing forms. Letter of Declaration (Appendix 2) It is mandatory to supply excess employees with a letter of declaration. Employee Information form for Excess Employee Database (Appendix 3): It is mandatory to submit this form to the Office for the Public Sector. The purpose of this form is to register the excess employee on the Excess Employee Database (EED). The EED is an online database that records, monitors and reports on the number of excess employees in the public sector. It is your responsibility to ensure accurate and up to date information on your excess employees is on the EED at all times. Transition Plan (Appendix 4): This form identifies an excess employee s relevant and realistic development needs to inform pathways into specific roles. Excess Employee Suitability (Appendix 5): It is mandatory to complete this form in the event of an inter-agency dispute regarding an excess employee s suitability for a role. Practitioner s Guide Page 7 of 8
8 ENQUIRIES The Office for the Public Sector can be contacted for further information on (08) or REFERENCES Fair Work Act 1994 (SA) Public Sector Act 2009 Public Sector Regulations 2010 Code of Ethics for the South Australian Public Sector Work Health and Safety Act 2012 Return to Work Act 2014 South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2014 Commissioner s Determination 7: Redeployment, Retraining and Redundancy Commissioner s Determination 2: Excess Employees - Income Maintenance Commissioner s Guideline: Management of unsatisfactory performance (including misconduct) Practitioner s Guide Page 8 of 8
Human Resource Change Management Plan
Structural Reform in Western Australian Local Governments Human Resource Change Management Plan A resource for the progression of your workforce through the structural reform process Contents Human Resource
More informationRecruitment and Selection Policy
Recruitment and Selection Policy Document Control Title : Recruitment and Selection Policy Applicable to : All Staff and Executive Officers Date last reviewed : March 2015 Procedure Owner : People and
More informationOneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services. FACS Organisational Design Program May 2015 V1.
OneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services FACS Organisational Design Program May 2015 V1.1 Table of contents 1 Background... 3 1.1 The purpose of
More informationACT 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 informationRecruitment and Selection Procedure
Recruitment and Selection Procedure INTRODUCTION The College aims to attract, select and retain the best candidate to any given vacancy within the college. The College is committed to safeguarding and
More informationRole, Model and Service Commitment
Role, Model and Service Commitment Role of Monash HR Monash HR facilitates staff engagement and organisational performance within the framework of the Monash People Strategy. We work in partnership with
More informationRestructure, Redeployment and Redundancy
Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future
More informationManagement of Excess Teaching Service
Management of Excess Teaching Service Last updated 6 August 2015 MANAGEMENT OF EXCESS TEACHING SERVICE CONTENTS PAGE OVERVIEW... 2 CONSULTATION... 3 IDENTIFICATION... 5 REDEPLOYMENT/CAREER TRANSITION SUPPORT...
More informationRedundancy & Redeployment Policy. Transformation & Human Resources
Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is
More informationPOSITION 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 informationBSB50607 Diploma of Human Resources Management. Course Overview
BSB50607 Diploma of Human Resources Management Course Overview Table of Contents Table of Contents... 1 1. Welcome... 2 1.1 VECCI Team... 2 2. BSB50607 Diploma of Human Resources Management... 2 2.1 Program
More informationB408 Human Resource Management MTCU code - 70223 Program Learning Outcomes
B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,
More informationTAUHEEDUL EDUCATION TRUST
TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc 54-59 Staff Responsibility for: As
More informationEMPLOYMENT SECURITY AND REDUNDANCY POLICY
BD 3/2009/103 EMPLOYMENT SECURITY AND REDUNDANCY POLICY Created: September 2009 Page 1 of 12 Contents 1. Introduction and purpose of the policy page 3 2. Measures to preserve employment security page 3
More informationDEPARTMENT OF PLANNING, TRANSPORT AND INFRASTRUCTURE
DEPARTMENT OF PLANNING, TRANSPORT AND INFRASTRUCTURE ROLE STATEMENT Transition HR Manager Building Management Division Classification Level AS07 ANZSCO Code 2231 Organisation Overview The Department of
More informationCHANGE MANAGEMENT IN THE NTPS
Office of the Commissioner for Public Employment www.ocpe.nt.gov.au CHANGE MANAGEMENT IN THE NTPS Industrial Obligations and Considerations under NTPS Enterprise Agreements A GUIDE FOR MANAGERS Edition
More informationRecognition 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 informationHR WSQ Qualifications. Certified HR Professional Programmes
Human Resource WSQ HR WSQ Qualifications WSQ ADVANCED CERTIFICATE IN HUMAN RESOURCES 4 core + 4 Elective Units CORE UNITS Analyse and present research information (Level 3) Ensure compliance with relevant
More informationORGANISATIONAL CHANGE POLICY (HRP 11)
ORGANISATIONAL CHANGE POLICY (HRP 11) First Issued Issue Version Purpose of Issue/Description of Change Planned Review Date February 2007 2 Planned Review 2011 Named Responsible Officer:- Approved by Date
More informationBSB50613 Diploma of Human Resources Management. Course Overview
BSB50613 Diploma of Human Resources Management Course Overview Table of Contents Table of Contents... 1 1. Welcome... 2 1.1 VECCI Team... 2 2. BSB50613 Diploma of Human Resources Management... 2 2.1 Program
More informationMANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010
MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 POSITION TITLE Position Title: Manager HR Consulting Position Number: 3520 Faculty/Division: Division of Services and Resources
More informationCONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2
CONTENTS What is long term sickness? Page 2 Keeping in Contact during Absence Page 2 Medical Certificates Page 2 The Role of the Occupational Health Service Page 2 Access to Health Records Act (1990) Page
More informationManaging Change HR Policy and Procedures
Managing Change HR Policy and Procedures Incorporating changes following the review process in September 2012 Issued October 2012 2 Contents Page 1. Scope 3 2. Managing Organisational Change Key Principles
More informationRelease: 1. CPP20307 Certificate II in Technical Security
Release: 1 CPP20307 Certificate II in Technical Security CPP20307 Certificate II in Technical Security Modification History Description Pathways Information Licensing/Regulatory Information Entry Requirements
More informationSuccession Planning Policy and Procedure
Succession Planning Policy and Procedure Reference No. P08:2012 Implementation date 07022013 Version Number V1.0 Reference No: Name. Linked documents P14:2002 Police Staff Recruitment and Selection Policy
More informationQUALITY MANAGEMENT POLICY & PROCEDURES
QUALITY MANAGEMENT POLICY & PROCEDURES Policy Statement Cotleigh Engineering Co. Limited specialises in the recruitment of engineering & technical personnel in the oil & energy, rail, civil engineering,
More informationDiploma of Human Resource Management
Traineeships Diploma of Human Resource Management (BSB50607) accredited online training Accredited Online Training Pty Ltd > ABN 84 105 938 476 > RTO #31102 > 283-289 Draper St > PO Box 7575 Cairns QLD
More informationPOSITION 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 informationRedundancy, Redeployment and Reallocation of Duties Code of Practice for Support Staff
Redundancy, Redeployment and Reallocation of Duties Code of Practice for Support Staff This Code of Practice has been agreed with UNISON. 1. Definition of Terms Reallocation of Duties According to Terms
More informationDiploma of Business Administration
Traineeships Diploma of Business Administration (BSB50407) accredited online training Accredited Online Training Pty Ltd > ABN 84 105 938 476 > RTO #31102 > 283-289 Draper St > PO Box 7575 Cairns QLD 4870
More informationPOSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS
POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS Attachment 1 Position Title: Administration Assistant Responsible to: Office Manager Responsibility: Office Administration Current Incumbent: (Vacant)
More informationTown of Essex Manager, Human Resources
Town of Essex Manager, Human Resources The Town of Essex is seeking applications from experienced, qualified persons for the position of Manager, Human Resources. The Town of Essex is located in southwestern
More informationInformation Package. Executive Assistant Community Services. Canvassing of Councillors will disqualify. Page 1 of 11
Information Package Executive Assistant Community Services Canvassing of Councillors will disqualify Page 1 of 11 INFORMATION FOR APPLICANTS Thank you for your enquiry regarding the advertised position.
More informationSECONDMENT POLICY. Reviewer: Grampian Area Partnership Forum. Signature Signature Signature. Review date:
SECONDMENT POLICY Co-ordinator: Reviewer: Approver: Director of HR and Strategic Change Grampian Area Partnership Forum Grampian Area Partnership Forum Signature Signature Signature Identifier: NHSG/POL/07/HR
More informationBusiness Plan-Human Resource Component
RiskID Phone 0403369295 Fax 08 94466487 hemsm@riskid.com.au ABN 256 145 86627 Business Plan-Human Resource Component Mid West Group of Councils August 2010 1.1 People Current State The four Shires are
More informationHR13: Workforce Development Policy
Purpose This policy guides decision making in relation to recruitment and selection of staff for Jasmine Education Group. They are supported by, and linked to the company s Code of Practice, Staff Code
More informationJOB SHARING POLICY AND PROCEDURE
JOB SHARING POLICY AND PROCEDURE INTRODUCTION 1. Carmarthenshire County Council is fully committed to equality of opportunity in employment. The aim of the Job Share Policy is to provide opportunities
More informationIQ Level 3 NVQ Diploma in Management (QCF) Specification
IQ Level 3 NVQ Diploma in Management (QCF) Specification Regulation No: 600/6699/4 Page 1 of 94 IQB/0.2/115 Version 1.0 10/10/2012 Author CZ Contents Page Introduction... 4 About this Qualification (Description,
More informationRECRUITMENT, SELECTION AND APPOINTMENT PROCEDURE
RECRUITMENT, SELECTION AND APPOINTMENT PROCEDURE 1. INTRODUCTION This Procedure should be read in conjunction with the WA Health Recruitment, Selection and Appointment Policy. The Procedure provides minimum
More informationSenior Manager Workforce Capability
Job Description Job Title: Human Resource Consultant Workforce Capability Designation: Band 3 ACS Work Unit: Workforce Capability Position number: 23827 Responsible to: Senior Manager Workforce Capability
More informationHealth and Safety Policy Part 1 Policy and organisation
Health and Safety Policy Part 1 Policy and organisation ICO H&S Policy Policy and organisation, June 2014 Page 1 of 6 1. Scope 1.1 The Health and Safety policy applies to all employees of the Information
More informationCHANGE MANAGEMENT POLICY AND PROCEDURE
CHANGE MANAGEMENT POLICY AND PROCEDURE This Change Management Policy and Procedure contains guidance to managers and staff who are involved in the development and implementation of changes in working arrangements
More informationSupervisors Guide to Induction and Onboarding
Supervisors Guide to Induction and Onboarding Human Resources University of Southern Queensland Document title 1 Contents... 1 Welcome... 3 What is induction and onboarding?... 3 Induction... 3 Onboarding...
More informationENDORSEMENT OF VOCATIONAL GRADUATE CERTIFICATE QUALIFICATION POLICY AND PROCEDURES STATEMENT CAREER INDUSTRY COUNCIL OF AUSTRALIA
ENDORSEMENT OF VOCATIONAL GRADUATE CERTIFICATE QUALIFICATION POLICY AND PROCEDURES STATEMENT CAREER INDUSTRY COUNCIL OF AUSTRALIA POLICY STATEMENT The Career Industry Council of Australia (herein referred
More informationDerbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure
Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
More informationThe Compliance Universe
The Compliance Universe Principle 6.1 The board should ensure that the company complies with applicable laws and considers adherence to non-binding rules, codes and standards This practice note is intended
More informationRedeployment of staff within the Public Service
ISBN 0-478-24479-7 December 2004 Redeployment of staff within the Public Service Context This paper has been prepared under the Human Resources Framework by a project team comprising representatives from
More informationManaging for Performance. Functional Sub group Personnel/Workforce - Conditions of employment Personnel/Workforce - Learning and Development
Policy Directive Document Number PD2013_034 Publication date 17-Oct-2013 Managing for Performance Functional Sub group Personnel/Workforce - Conditions of employment Personnel/Workforce - Learning and
More informationPrestige Staffing Personnel is locally owned and operated and has continuously provided
Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:
More informationSecondment. Managing People. Secondment Fife Council May 2008 1 TE12 CONTENTS. Tracking Secondments 5. 1. What is a Secondment? 2
G u i d e l i n e s CONTENTS 1. What is a? 2 Definition 2 Identifying a Opportunity 2 Terms of Employment 2 2. Application for 2 Temporary Posts 3 Exchange of Employees Scheme 3 3. Before 3 Reaching Agreement
More informationInformation for applicants. Working life. Benefits and conditions. 1. Flexibility. 2. Equal employment opportunity (EEO) employer
Information for applicants This guide is provided to assist you in applying for a job with the Department of National Parks, Sport and Racing and to provide you with information on our benefits and conditions.
More informationAppendix 4 - Statutory Officers Protocol
Appendix 4 - Statutory Officers Protocol Accountability Protocol for role of Director of Children s Services within the London Borough of Barnet Introduction In September 2014, the Chief Executive of the
More informationAPPLICATIONS WILL NOT BE ACCEPTED BY A THIRD PARTY
Role Description APPLICATIONS WILL NOT BE ACCEPTED BY A THIRD PARTY Job ad reference: MN207084 Closing Date: Wednesday, 06 April 2016 Role title: Senior Procurement and Contracts Officers Classification:
More informationFNS41510 Certificate IV in Life Insurance
FNS41510 Certificate IV in Life Insurance Revision Number: 1 FNS41510 Certificate IV in Life Insurance Modification History Description This qualification is designed to reflect the role of persons carrying
More informationSHEPWAY DISTRICT COUNCIL JOB DESCRIPTION. CORPORATE DEBT OFFICER (Fixed term until 31 st March 2016)
SHEPWAY DISTRICT COUNCIL JOB DESCRIPTION CORPORATE DEBT OFFICER (Fixed term until 31 st March 2016) Salary: 18,558 22,485 (Grade D) Responsible to: Corporate Debt Manager Purpose of the job: To undertake
More informationDRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure
DRAFT VERSION 4 Wiltshire Council Human Resources Recruitment Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationPolicy and Advocacy Officer
Position Description: Policy and advocacy officer Position Title: Program Area: Reporting to: EFT: Award: Policy and Advocacy Officer Policy and Communications Program Manager Policy and Communications
More informationExplanation where the company has partially applied or not applied King III principles
King Code of Corporate Governance for South Africa, 2009 (King III) checklist The Board of Directors (the Board) of Famous Brands Limited (Famous Brands or the company) is fully committed to business integrity,
More informationBUSINESS CONTINUITY MANAGEMENT POLICY
BUSINESS CONTINUITY MANAGEMENT POLICY AUTHORISED BY: DATE: Andy Buck Chief Executive March 2011 Ratifying Committee: NHS Rotherham Board Date Agreed: Issue No: NEXT REVIEW DATE: 2013 1 Lead Director John
More informationBefore you begin. Topic 1: Research planning requirements 1. Topic 2: Develop human resource strategic plan 37
Contents Before you begin vii Topic 1: Research planning requirements 1 1A Analyse strategic plans to determine human resource strategic direction, objectives and targets 2 1B Undertake additional environmental
More informationJob Description Strategic Projects Team Leader
Strategic Projects Team Leader Department: Group: Direct Line Manager: Responsible For: Planning & Community Relations Manager - & Community Relationships Three (3) Strategic Project Drivers Delegations:
More informationUNIVERSITY OF OTAGO GENERAL PRACTITIONER INDIVIDUAL EMPLOYMENT AGREEMENT
UNIVERSITY OF OTAGO GENERAL PRACTITIONER INDIVIDUAL EMPLOYMENT AGREEMENT 1 July 2012 Contents UNIVERSITY OF OTAGO... 1 GENERAL PRACTITIONER... 1 INDIVIDUAL EMPLOYMENT... 1 AGREEMENT... 1 EMPLOYMENT AGREEMENT...
More informationBSB41015 Certificate IV in Human Resources. Unit Descriptions & Evidence Required to Demonstrate Competency
BSB41015 Certificate IV in Human Resources Unit Descriptions & Evidence Required to Demonstrate Competency Agenda Course Description... 3 BSBHRM403 (Core) Support performance management process... 4 BSBHRM404
More informationPAYROLL AND HR ADMINISTRATION OFFICER
Applications are invited from suitably qualified and experienced persons for the following position. PAYROLL AND HR ADMINISTRATION OFFICER This role works as part of the Human Resource Services team to
More informationPosition Description
Position Description POSITION TITLE Risk and Compliance Coordinator POSITION NO 500024 DIRECTORATE DEPARTMENT UNIT REPORTS TO Corporate Services Organisational Development Risk and Compliance Manager Organisational
More informationEmily House, Kensal Road, London W10 5BN
JOB SCRIPTION Role: epartment: Location: Reporting to: Supervising: Fire Safety Officer Secretariat mily House, Kensal Road, London W10 5BN Health and Safety Manager No direct line management Grade: The
More informationPerformance Development Framework. NSW Public Sector
Performance Development Framework NSW Public Sector Contents Foreword 1 What is the Performance Development Framework? 2 Who does the Framework apply to? 4 What frameworks are available for managing for
More informationTo respond to queries at the first-point-of-contact by provision of a dedicated HR duty system.
Human Resources HR casework service Our HR service offers extensive, practical, cost-effective solutions to meet schools needs. Competitively-priced, our service offers a supportive partnership with the
More informationLONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES
LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES HR Service Effective from 1 April 2010 (AS AGREED BY GENERAL PURPOSES COMMITTEE JANUARY 2010) 1 REDEPLOYMENT AND SALARY PROTECTION
More informationHR Manager (Interim)
HR Manager (Interim) JOB DESCRIPTION Job Title: Salary: Hours: Accountable to: Responsible for: HR Manager 28,000-30,000 per year - tbc subject to negotiation according to experience 37 per week to be
More informationTHE NATIONAL STANDARDS FOR VOLUNTEER INVOLVEMENT
THE NATIONAL STANDARDS FOR VOLUNTEER INVOLVEMENT Contents Introduction...3 The National Standards Aims and Principles...4 Using the National Standards...5 Standards Overview...6 STANDARD 1: LEADERSHIP
More informationPay Circular (M&D) 2/2013
27 March 2013 Pay Circular (M&D) 2/2013 Changes to Terms and Conditions of Service for hospital medical and dental staff, doctors and dentists in public health medicine and the community health service
More informationTHE NATIONAL STANDARDS FOR VOLUNTEER INVOLVEMENT
THE NATIONAL STANDARDS FOR VOLUNTEER INVOLVEMENT Volunteering Australia, 2015 April 2015 VOLUNTEERING AUSTRALIA Level 2, 202 City Walk Canberra ACT 2601 T: 02 6251 4060 E: marketing@volunteeringaustralia.org
More informationTCO Certified Self-assessment Questionnaire
! TCO Certified Self-assessment Questionnaire A.7.2 Senior Management Representative, Socially Responsible Manufacturing Introduction: Completion of this Self-assessment Questionnaire is required under
More informationCertified Human Resources Professional Competency Framework
Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the
More informationThe Professional Standards Team is also available to discuss any aspect of the Code with you, so please do contact us if you have any queries.
The guide to complying with the REC Code of Professional Practice provides you with a page by page checklist on what you can do to ensure your agency is working to best practice. The Professional Standards
More informationJOB DESCRIPTION. Tatchbury Mount base and other Southern Health Sites as required
JOB DESCRIPTION Job Title: Band: Hours: Location: Accountable to: Lead Manager for Workforce Planning & Resourcing 8a 37.5 per week Tatchbury Mount base and other Southern Health Sites as required Deputy
More informationVale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011
Vale of Glamorgan Overview Report: Review of HR and Workforce Planning November 2011 Content 1 Introduction 1 2. Review Findings 3 3. The Way Forward 17 2012 Grant Thornton UK LLP. All rights reserved.
More informationCabinet - 8 May 2014. Report of the Deputy County Secretary and Solicitor. Electoral Division affected: None
Cabinet - 8 May 2014 Report of the Deputy County Secretary and Solicitor Electoral Division affected: None Voluntary Redundancy - Trade Union Consultation Contact for further information: Ian Young, (01772)
More informationOrganisational Change Policy NO. HRP11
DRAFT VERSION 1 Organisational Change Policy NO. HRP11 Applies to: All Staff Committee for Approval Education and Workforce Committee Date of Approval: September 2012 Review Date: September 2014 Name of
More informationHuman Resources and Training update
4 November 2014 Performance and Resources Board 11 To consider Human Resources and Training update Issue 1 This report provides an update on policy developments relating to Human Resources and Training.
More informationRecognition 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 informationHuman Resources Report 2014 and People Strategy
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
More informationJOB DESCRIPTION. Regional Human Resources Manager (RHRM) Department/Region/Section: Human Resources Based at North Region, Leeds RHQ
A JOB DESCRIPTION Job Title: Regional Human Resources Manager (RHRM) Division: Human Resources Department/Region/Section: Human Resources Location: Based at North Region, Leeds RHQ Reports to: Head of
More informationSECTION HR 03 AMAHLATHI MUNICIPALITY RECRUITMENT AND SELECTION: POLICY AND PROCEDURE
SECTION HR 03 AMAHLATHI MUNICIPALITY RECRUITMENT AND SELECTION: POLICY AND PROCEDURE 1 TABLE OF CONTENTS CONTENTS PAGE 1. Purpose of the policy 3 2. Application of the policy 3 3. Definitions of terms...
More informationDiploma of Management. Traineeships. accredited online training (BSB51107) Accredited Online Training Pty Ltd
Traineeships Diploma of Management (BSB51107) Accredited Online Training Pty Ltd accredited online training ABN 84 105 938 476 > RTO #31102 283-289 Draper St > PO Box 7575 Cairns QLD 4870 > p 1300 72 66
More informationHuman Resources Department 2012 2013 Workplan. Contents. Page. Introduction 2. Resources Staffing Resources 2 Budget Management 3
Human Resources Department 2012 2013 Workplan Contents Page Introduction 2 Resources Staffing Resources 2 Budget Management 3 Human Resources Activities in 2011-2012 Employees 3 Partners 5 Human Resources
More informationFNS50610 Diploma of Financial Planning
FNS50610 Diploma of Financial Planning Revision Number: 1 FNS50610 Diploma of Financial Planning Modification History Not applicable. Description This qualification is for financial planners who provide
More informationGuideline. Records Management Strategy. Public Record Office Victoria PROS 10/10 Strategic Management. Version Number: 1.0. Issue Date: 19/07/2010
Public Record Office Victoria PROS 10/10 Strategic Management Guideline 5 Records Management Strategy Version Number: 1.0 Issue Date: 19/07/2010 Expiry Date: 19/07/2015 State of Victoria 2010 Version 1.0
More informationThese guidelines can help you in taking the first step and adopt a sustainability policy as well as plan your further sustainability communication.
SUSTAINABILITY POLICY AND COMMUNICATION GUIDELINES Why communicate about sustainability? IFU encourages all our investments to be transparent and informative about business and sustainability performance
More informationEmployability Skills Summary
s Summary Monday, 22 November 2010 10:55 AM Version 1.2 s Summary Page 2 Table of Contents BSB10107 Certificate I in Business... 3 BSB20107 Certificate II in Business... 4 BSB30107 Certificate III in Business...
More informationProcurement Capability Standards
IPAA PROFESSIONAL CAPABILITIES PROJECT Procurement Capability Standards Definition Professional Role Procurement is the process of acquiring goods and/or services. It can include: identifying a procurement
More informationJob information pack Senior HR Manager
Job information pack Senior HR Manager THANK YOU FOR YOUR INTEREST IN PANCREATIC CANCER UK It is a pleasure to know that you are interested in working with us. Please find enclosed further information
More informationHow To Work At Thecambridge Judge Business School
Cambridge Judge Business School Further particulars JOB TITLE: REPORTS TO: EVENTS COORDINATOR HOSPITALITY (MATERNITY COVER) HEAD OF EVENTS AND HOSPITALITY Background The External Affairs team at Cambridge
More informationSchool Science Laboratory Technicians National Standards 2013
School Laboratory Technicians National Standards 2013 April 2013 Page 0 The Working Party: Chair Ms Teresa Gigengack Southern River College, WA (Formerly at Winthrop Baptist College, WA) Members Mr Gary
More informationIntroduction... 1. Part one Legislative and industrial framework... 2. 1.1 Public Service Act and subordinate legislation... 2
i Contents Introduction... 1 Part one Legislative and industrial framework... 2 1.1 Public Service Act and subordinate legislation... 2 1.1.1 Ongoing APS employees... 3 1.1.2 Non-ongoing APS employees...
More informationCPA Student Training Records
CPA Student Training Records INDEX Page Introduction 1 The Route to Membership 2 The Structure of the Training Record 3 Note for Employers 3 Note for Students 4 Section A Detailed Record of Practical Experience
More informationHR & EXECUTIVE SUPPORT MANAGER ROLE PROFILE
HR & EXECUTIVE SUPPORT MANAGER ROLE PROFILE 1 JOB PURPOSE Promote a consistent people centred approach to employee management which supports the values and develops the culture of LYHA. Champion HR practices
More informationSELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013
SELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013 Selection Panel Procedures for School Teachers 2013, which is located on the Department s website at http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf,
More informationContents. Before you begin
Contents Contents Before you begin Learning outcomes Competency standard How to use this book Assessment Developing employability skills Developing an evidence portfolio Resources vii vii vii x xi xi xv
More information