RECRUITMENT POLICY & PROCEDURE (AUSTRALIAN OPERATIONS)

Transcription

1 I INTREPID MINES LIMITED Human Resource Policy RECRUITMENT POLICY & PROCEDURE (AUSTRALIAN OPERATIONS) DOCUMENT OWNER: CEO Brad Gordon Approval Signature: Date: 8 June 2010 Document Control Standard Date Effective Revision Status Set Review Planned Review Page 8 June 2010 Version 1 2 yearly June of 22 Revision Prepared By Approved Approved Date Revision Reason Version 1 Hans Vulker Brad Gordon 14 June 2010

2 Contents 1. RELATED DOCUMENTS ACCOUNTABILITY PURPOSE SCOPE POLICY PROCEDURE PRIVACY COMPLIANCE ATTACHMENT A ATTACHMENT B ATTACHMENT C ATTACHMENT D ATTACHMENT E ATTACHMENT F ATTACHMENT G RELATED DOCUMENTS # Description (File) Status Location 1 IMS-POL Code of Conduct Version 1.1 Electronic 2 IMS-POL Equal Employment Opportunity Version 1.1 Electronic 3 IMS-POL Fair Treatment Version 1.1 Electronic 2. ACCOUNTABILITY Role Responsible for: CEO Approves the Company s manning establishment and policies and procedures. Manager Human Resources Authorises additional positions outside budget Approval of recruitment of personnel to Corporate roles and those reporting to the site General Manager Initiate the recruitment process of direct reports through raising the Personnel Requisition Form Ensures that the Recruitment Policy is maintained up to date and that staff engaged in recruitment activities follows the prescribed policy and procedures. 8 June 2010 Version 1 2 yearly June 2012 Page 2 of 22

3 Role Responsible for: Ensures that management and staff are aware of their responsibilities in the recruitment process, and are given the appropriate support. Facilitate the process of the development of position descriptions which specify role requirements and selection criteria. Manage the recruiting process for senior roles in the organisation, i.e. Senior Engineer/Superintendent and above as well as all corporate roles. Ensure all processes are in accordance with Australian statutory laws and standards. Develop the My Role and My Commitment for the recruitment of direct reports to accompany the Personnel Requisition Form. Ensure that all vacancies are advertised internally Site General Manager Approving the Personnel Requisition if within budget Initiates recruitment process for direct reports for approval by CEO Approve the draft terms and conditions for the role in conjunction with the Manager Human Resources Department Manager Initiate the recruitment process through raising and approving the Personnel Requisition Form Management & Supervisors Site HR/ Administration Manager Develop the My Role and My Commitment for the position to accompany the Personnel Requisition Form. Managers and Supervisors are to be familiar with the Recruitment Policy and procedures and follow them accordingly Ensuring staffing levels for their departments are determined, authorised and budgeted accordingly All roles within their department/section have current position descriptions which specify role requirements and selection criteria. Site management of the recruitment of staff below Senior Engineer/Superintendent level Ensure site compliance with the Recruitment Policy. Administration Officer Administration of the recruitment process for staff below Senior Engineer/Superintendent level utilising the Recruitment Checklist. Administration of the recruitment process for staff above Senior Engineer/Superintendent level following Employment Agreement sign off. 3. PURPOSE 3.1. The purpose of the Recruitment Policy is to provide guidelines on a structured, formal process to recruit new employees to Intrepid Mines Limited s ( Intrepid, the Company ) Australian operations who exhibit the necessary levels of qualifications, skills, knowledge and ability to be able to contribute to the success of the Company This Policy aims to provide guidance and assistance to all staff who are involved in the recruitment process. It outlines the principles and procedures that are to be followed. This Policy is designed to ensure that recruitment standards are consistent, appropriate and free from discrimination or bias. 8 June 2010 Version 1 2 yearly June 2012 Page 3 of 22

4 4. SCOPE 4.1. This Policy applies to Intrepid s management and employees involved in the recruitment process, and all employees of Intrepid in relation to the internal advertising of vacancies. 5. POLICY 5.1. Intrepid is an Equal Employment Opportunity (EEO) employer that recruits and promotes employees based on the applicant s working credentials and capacity to satisfy the inherent requirements of the position The Company will treat all persons equally and will not discriminate against any suitably qualified person on any grounds and not limited to race, colour, ethnic origin or nationality, marital status, sex, age, pregnancy, family responsibilities, religious or political conviction, and physical or intellectual impairment in line with Intrepid s Equal Employment Opportunity Policy Intrepid recognises the strategic role each employee plays in meeting the operational requirements and objectives of the Company. The Company believes strongly in developing the core competencies of its people and promoting from within where possible. All vacant positions will be advertised internally to inform employees of the vacancy and to provide the opportunity for employees to apply for the vacant role The aim of the recruitment process is to appoint the most suitable person for the position. Recruitment will take place after evaluation of the need for the role against the Company s Strategic Business Plan and budget. Recruitment processes will be consistent with and an integral part of the staffing strategies for the Company. When external recruitment consultants are appointed to act on the Company s behalf, they must act in accordance with this policy. 6. PROCEDURE The recruitment process is generally made up of the following steps: Approval to recruit Advertising/selection of recruitment agencies Management of candidates Candidate short listing and selection New employee administration 6.1. Approval to Recruit Prior to any recruitment process commencing, the requesting person will complete a Personnel Requisition Form (Appendix A) which must be approved by: The Department Manager, and The site General Manager, and The CEO if recruiting for a role that is not within budget or which reports directly to the site General Manager or CEO. 8 June 2010 Version 1 2 yearly June 2012 Page 4 of 22

5 The approved Personnel Requisition Form, accompanied by a My Role for the position will then be forwarded to the site Administration Manager/Corporate HR Manager for actioning All senior professionals and above roles, and corporate staff will be recruited through the Corporate Manager Human Resources. E.g. Senior Engineers, Superintendents, Managers. All staff below these levels will be recruited by the site Administration team Advertising/Selection of recruitment Agency/s Advertising Any advertisements drafted to advertise vacant positions internally or externally, or to provide to recruitment agencies must be approved by the senior manager on site (for site) and the corporate Manager Human Resources Advertisements should be written in clear, concise nondiscriminatory language The advertisement must contain the title of the job, a brief description of the Company/project, the role s main function, a list of the key accountabilities, the essential and desirable criteria that the candidate must meet, the name and contact information for the person administering the recruitment process and a closing date for applications Specify what information the applicant should provide with their application, (eg. resume, academic record, licence, etc), and whether application forms are required to be completed. Information about how application forms can be obtained should be included, and application forms should be sent out when requested The advertisement should state that Intrepid is an equal opportunity employer Examples of advertisements for press/internet advertising and to provide to agencies are as per Attachments B & C respectively The position must be advertised internally The vacant position may be advertised externally through internet sites such as SEEK and CareerOne, and/or through newspapers The decision to advertise and manage candidates versus sourcing candidates from recruitment agencies will be based on availability of human resources to manage the process, likelihood of success through advertising, time constraints if any to fill the role, costs and the particular role itself Selection of Recruitment Agencies The register of recruitment agencies needs to be consulted for selection of agencies. The selection of agencies to submit candidates for a particular role/s will be based on the agency s 8 June 2010 Version 1 2 yearly June 2012 Page 5 of 22

6 ability to fill the particular role, past history of achievement with Intrepid, competitive rates, specialisation in filling particular categories of roles, geographical location, etc The recruiting person needs to ensure that there is a service agreement in place outlining terms and conditions for the hire of the employee through the recruitment agency The Manager Human Resources needs to approve the agency service agreement if not already existing and renew as required Management of candidates Directly Recruited Roles All applications received directly from candidates will receive a written or response indicating the status of their application For candidates applying for senior roles all attempts will be made to maintain at least weekly contact with them to keep them informed on progress with the role All candidates not short listed will receive a written or response informing them that they were unsuccessful Short listed candidates will be informed of such at the earliest opportunity and advised of the process to follow Recruitment via Agencies Acknowledge receipt of candidate CVs from agencies on receipt Inform agencies at the earliest opportunity when their candidates are unsuccessful or shortlisted, and inform of the process to follow Candidate Short Listing and Selection Pre-interview All candidates will be reviewed on the merits of their application, including appropriate skill level, qualifications and experience as referenced to the criteria advertised The HR officer administering the recruitment process will list the essential criteria and summarise all candidates skill levels, qualifications and experience against the criteria and forward along with the relevant CVs to the department representative who will assess all candidates for short-listing Short-listing Candidates must be short-listed based on meeting the essential criteria previously identified, and on a non-discriminatory basis Candidates short-listed for interview must have a satisfactory point of hire. For the Paulsens site, Perth and for Corporate, Brisbane. 8 June 2010 Version 1 2 yearly June 2012 Page 6 of 22

7 In exceptional circumstances, relocation to the designated point of hire may be considered and will need to be approved by the CEO or GM Candidate Interview Shortlisted candidates will be interviewed by the relevant department representative who has a detailed knowledge of the role, and a site HR representative if available A standard interview questionnaire should be utilised so that comparable questions are asked of all candidates thus minimising any bias that may occur. The interviews should record responses and impressions on which to base decision making Depending on circumstances the interviews may take place on site or at an alternative, mutually acceptable location. (See Attachment D for interview template that will need to be modified for each role interviewed for) Interview questions will not be discriminatory; refer to the EEO Policy. Intrepid will make all efforts to make reasonable adjustments where practicable to allow the candidate to be employed in the event that the candidate has a disability, without causing undue hardship to the Company Structured interviews are very reliable and should be conducted following these guidelines: schedule the interviews so there is adequate time for each applicant, including time at the end of each interview to record impressions of the applicant; clarify understanding of the selection criteria for the position and agree the essential criteria for the position for use in selecting the most suitable applicant; This should be the basis of the questions posed to the applicant; prior to interviews, the interviewer/s plan questions to be asked and organise the general conduct of the interview. This includes preparing questions with the aim of obtaining information which is relevant to the selection criteria and do not directly or indirectly discriminate against a person on any grounds; anticipate questions which may come from applicants and ensure information is available to answer them; applicants attending for interview should be asked to provide originals and a copy of any qualifications, registration certificates, special licenses or other essentials required for the position. Originals must be sighted and the copy initialled, dated and retained by the interviewer Care and attention must be given to the actual physical setting of the interview. Points to be considered include: ensuring the interview room is appropriate, with adequate heating or cooling, lighting, ventilation, and free of too much 8 June 2010 Version 1 2 yearly June 2012 Page 7 of 22

8 noise; making sure seating is comfortable, and adequate for the particular interview situation; consideration to the office furniture layout. A desk between interviewer and applicant can act as a psychological barrier; ensuring there are no interruptions such as phone calls or personal callers during the interview A good interview will include these essential elements as a minimum: greeting each applicant as they enter the room and introduce them to each interviewer; encouraging a friendly atmosphere and make the applicant feel at ease. Avoid aggressive interviewing styles as this is not likely to provide a true picture of the applicant; giving the applicant an overview of Intrepid Mines and its mission and objectives; making the applicant aware of the duties and responsibilities of the position; making the first question very general to get the applicant settled, e.g. Tell me about the work you are currently doing ; using open ended questions that cannot be answered by a simple yes or no response; listening carefully to each answer; avoiding personal prejudice for or against certain types of persons which may get in the way of objective assessments or cause you to make your decision too early; making sure information is gathered against each of the selection criteria. Cross check and clarify in a friendly way; asking the applicant early in the interview if they have any questions and asking them again towards the end of the interview; telling the applicant when they can expect to hear whether or not they had been successful in their application. ensure you take relevant notes as the interview progresses so that you have an accurate record to refer to when making final selections Applicants should be informed at interview that a Gold Stealing Detection Unit (GSDU) clearance and a medical clearance will be required as part of the selection process. Medical clearances will only be accepted from a medical practitioner nominated by Intrepid Mines. The cost of medical examinations will be paid for by Intrepid Mines Site Visit A site visit may be authorised for the prospective candidate/s where warranted. 8 June 2010 Version 1 2 yearly June 2012 Page 8 of 22

9 The selected candidate/s will be provided with a Terms and Conditions Summary (see example Attachment E) along with an information pack of the site The candidate will be introduced to the immediate working team during the visit Reference Checking To be conducted prior to an offer being made to the candidate At least two reference checks must be carried out on the candidate selected to be made an offer to. While recruitment agencies can provide these, they are best carried out by the role s immediate Supervisor/Manager. (See Attachment F for template which can be modified to suit the specific role s requirements) Anyone that carries out a reference check in relation to a prospective or existing employee should note the following: The referee should be informed that the information they convey, due to privacy laws, will be accessible to the prospective employee/existing employee and also may be discussed with the candidate. As a general rule, referee s opinions should not be directly relayed to the candidate etc. The purpose of obtaining a referee s opinion is to substantiate opinions already formed. Only disseminate material/information to those involved in recruitment. The questions asked of the referee should be written down before the referee is called and should only be questions going to the inherent requirements of the job New Employee Administration Pre-Arrival The successful candidate will initially be notified verbally confirming his/her acceptance to the broad terms and conditions of employment as well as availability to commence employment The successful candidate will be sent an Employment Agreement that has been signed by the site General Manager or CEO for corporate, along with all the appropriate information which will be sent to him/her to be completed prior to commencement and or arrival on site. Refer to listing in the Recruitment Checklist (See Appendix G) Pre-employment medicals will be carried out by a certified provider such as Prime Health Group The GSDU (Paulsens only) is arranged through the WA Chamber of Minerals and Energy by the site administration officer Under no circumstances is an employee to commence work with the company before providing a signed employment agreement, 8 June 2010 Version 1 2 yearly June 2012 Page 9 of 22

10 qualifications, licenses, medical and GSDU (Paulsens only) results Post-arrival Refer to the Recruitment Check List 7. PRIVACY 7.1. As set out in the Privacy Policy, Intrepid respects and complies with its obligations under privacy legislation Consequently, any personal information gathered about applicants that does not become an employee record relating to the successful candidates will be destroyed at the conclusion of the selection process, unless the permission or consent of the candidate has been obtained to keep any such information. 8. COMPLIANCE 8.1. Intrepid will at all times comply with the current relevant legislation and award agreements, including our EEO and Fair Treatment Policies Failure to comply with these regulations will result in disciplinary action for those involved 8 June 2010 Version 1 2 yearly June 2012 Page 10 of 22

11 9. ATTACHMENT A PERSONNEL REQUISITION FORM Position: Department: Location: Reporting to: Section: Cost code: Permanent / Fixed Term / Part Time / Casual Anticipated Start Date: / / If Fixed Term, contract / / completion date: New Position: Additional to Current Budget Existing Position: (For initial recruitment to a budgeted role or replacement in a budgeted role) CEO Approval Required New Hire Replaces: (Name) My Role developed? Yes No (Develop prior to proceeding) Requested by: Position: Signature:.. Date: / / EMPLOYMENT CONDITIONS Salary Range: From $ to $ FIFO/Residential: FIFO Roster: Other Benefits: POSITION JUSTIFICATION: APPROVALS (insert name) Department Mgr: Name... Date: / / Senior/Resident Mgr: Name (For replacements & budgeted roles).. Date: / / CEO: Name (For positions additional to Budget))... Date: / / 8 June 2010 Version 1 2 yearly June 2012 Page 11 of 22

12 10. ATTACHMENT B EXAMPLE OF PRESS ADVERTISEMENT Corporate Accountant Intrepid Mines Limited, an international gold and silver production, development and exploration company, has a vacancy for a Corporate Accountant. Further information on Intrepid Mining Limited can be found at Reporting to the Financial Controller the role is accountable for the delivery of timely and accurate financial reporting to both external stakeholders and internal senior management, and to provide assistance in the income tax compliance area. This is a permanent role and will be Brisbane based, however travel will be required from time to time to provide support to Australian and overseas sites. Your duties and responsibilities will include but not be limited to: Preparation of financial statements for presentation to the Board of Directors, executives, shareholders, ASX and TSX Develop a high level of data and financial report integrity Assist with preparation of annual budgets and periodic forecasts Preparation of monthly expenditure and operations reports including analysis of variances to budget Assisting with all company insurance matters Liaising with the company s financial institutions Support operational financial teams Assisting with preparation and review of monthly financial statements including month end journals and general ledger reconciliations Developing financial policies and procedures as required Support Preparation of tax filings Qualifications & Experience With a tertiary Accounting Degree and CPA qualification and you will have a minimum of five years experience as a Corporate Accountant, preferably with a recognised mining organisation. Prior experience in a developing country will be well regarded. You will be a proficient user of software such as MS Excel, PowerPoint, Project and Word, as well as Pronto or similar software. We are seeking candidates with a passion to achieve and who are strategic thinkers with strong leadership, communication, negotiation and planning skills. Willingness to travel to remote sites within Australia or overseas is a requirement. If you would like to be part of the Intrepid story please forward your CV and application letter by Friday 30th January 2009 to: Hans Vulker Manager Human Resources Intrepid Mines Limited Ph: +61 (0) hvulker@intrepidmines.com 8 June 2010 Version 1 2 yearly June 2012 Page 12 of 22

13 11. ATTACHMENT C EXAMPLE OF AGENCY SUMMARY Processing Supervisor Intrepid Mines Limited, an international gold and silver production, development and exploration company, has a vacancy for a Processing Supervisor. The role will be based at the Paulsens mine in WA. Reporting to the Superintendent Processing, the Processing Supervisor leads a team in the operation of the grinding, CIL and elution circuits and the Gold Room as well as associated infrastructure such as tailings deposition and the raw water supply. Success in this role is demonstrated by reliable plant performance which delivers forecast production results in a safe and efficient manner. The role s duties and responsibilities will include: Supervise the process plant operations function and its personnel to ensure process operations activities are conducted to the required operational standards. Ensure all plant operations activities are carried out in accordance with company and industry safety and environmental standards and legislative requirements Recommend and develop opportunities to improve operations practices and outcomes. Ensure tailings storage and bore field facilities are managed in accordance with statutory requirements and company standards Work closely with the Maintenance Supervisor and Geology to ensure milling and crushing facilities available are such that the key resources and assets are effectively utilised and optimised. Ensure workplace inspections are undertaken to the required schedule. Review all environmental reports and rectify reported issues within the scope and control of this position s authority Review incident and accident reports and undertake the necessary remedial action to address issues Ensure management is kept informed on any issues impacting the operation and efficiency of the process plant. Provide input to the weekly maintenance schedule Develop, maintain and ensure effective implementation of SWPs Qualifications & Experience We are seeking candidates with a minimum of 5 year s experience supervising the operation of similar process plants and associated infrastructure. Candidates will have demonstrated in past roles a sound understanding of Metallurgical principals and their application in practice along with a passion to achieve with strong leadership, communication, and planning skills. This is a Fixed-Term contract role to the 31 March 2011 on a FIFO basis from Perth, on a roster of 8 days on and six days off. Remuneration will be in line with industry practice for positions at this level, and in accordance with qualifications and experience of the candidate. The incumbent will be entitled to participation in Paulsens production bonus scheme. A generous retention bonus incentive also applies. Applications close on the 1 st May June 2010 Version 1 2 yearly June 2012 Page 13 of 22

14 12. ATTACHMENT D INTERVIEW TEMPLATE The purpose of this checklist is to clarify with the candidate information provided in their application or supplied resume, as well as seeking additional information as to their suitability for employment. The checklist should be modified to fit particular roles being interviewed for. Name of Candidate: Site: Position Applied for: Date of Interview: Interview Topics Comments Outline Position Details: Company Description: Role Description: Site Description: Reporting Relationships: Candidate s motivation in applying for this role? Situation with current role? Background and Experience relevant to the role. Ask candidate to expand on his work history and qualifications/experience in relation to the following: (List essential role requirements (Skills, Knowledge & Experience, here) Ask candidate to describe a situation where they have contributed to improving processes/systems at a previous role. Ask candidate to relate their opinion on what the essential elements are in maintaining a safe work environment. 8 June 2010 Version 1 2 yearly June 2012 Page 14 of 22

15 Career Ambition? - Commitment to Intrepid? If we asked people who had worked with you, how would they describe you? If a leadership role, discuss leadership experience with candidate and questions such as, What are the leadership attributes that he/she brings to the role?. and What was the most difficult situation he/she has confronted in a leadership role? What does the applicant see as his/her particular strengths? Weaknesses? Outline the Terms & Conditions for the role roster, remuneration, benefits, etc. Ask candidate if these terms are satisfactory to him/her. Notice Period Required? Availability to start? Referees to contact (name, position and telephone number) Describe next steps in the recruitment process SUMMARY Strengths/Weaknesses Rating/Comments: Interviewers Names: 8 June 2010 Version 1 2 yearly June 2012 Page 15 of 22

16 13. ATTACHMENT E TERMS & CONDITIONS SUMMARY Position PROCESS TECHNICIAN Position Status Fixed Term to the 31 March 2011, subject to one month s notice Ongoing dependant on further exploration success Base Salary Range $75,000 - $85,000 Superannuation 10% Variable Remuneration Retention Bonus Roster Point of Hire Notice Period Accommodation Insurances Terms & Conditions of Employment Production Bonus up to 10% per annum 15% of Base Salary - (details yet to be finalised) 8 days on, 6 days off. Travel in on Thursdays and out on Thursdays Perth Airport 1 month Camp accommodation and meals provided Salary Continuance Insurance A Collective Employee Agreement in place which will govern terms and conditions of employment. Redundancy provisions will not apply 8 June 2010 Version 1 2 yearly June 2012 Page 16 of 22

17 14. ATTACHMENT F REFERENCE CHECK FORM Applicants Name: Position Applied For: Referees Name: Referee position at the time: Applicant s Position at the time: Company at the time: Today s Date: DISCLAIMER: Under the National Privacy Act I am obliged to inform you that information provided by you may be accessed by the applicant. Are you happy to proceed? Y/N? 1. Outline the key accountabilities of the role that the applicant is being considered for, including site requirements etc, and ask the referee to comment on the candidate s suitability for this type of role. BACKGROUND 2. Verify the applicants position at the time he was working with/for the referee. What was the reporting structure and the size of the business team? Number/type of reports? 3. What were his/her main duties and responsibilities? 4. Why did he/she leave this role? 8 June 2010 Version 1 2 yearly June 2012 Page 17 of 22

18 JO B PERFORMANCE 5. How would the referee rate his/her technical/professional ability overall? Ask questions related to the specific technical expertise/abilities required for the role applied for. 6. What is your understanding of his/her ability with Software packages (if applicable) OHS&E: 7. What was his/her attitude to OHS&E in the workplace? Did he/she actively contribute to maintaining OHS&E standards? TEAMWORK/COLLABORATION: (PEERS, SUBORDINATES, SUPERIORS): 8. How does he/she get along with peers, subordinates and superiors? Was he/she well respected? WORK STANDARDS: 9. Did he/she maintain a consistent high standard of work? SELF RELIANCE: 10. Does he/she need to be managed? ORGANISATION & PLANNING: 11. How would you describe his/her organisation and planning skills? PERSONALITY: 12. How would you describe his/her personality type? 8 June 2010 Version 1 2 yearly June 2012 Page 18 of 22

19 INITIATIVE/INNOVATION: 13. Can you give me an example of when he/she has come up with a new idea to improve the way work is done. What was the outcome? LEADERSHIP/DEVELOPING SUBORDINATES: (IF APPLICABLE) 14. How would you describe his/her leadership style? Can you give me an example of where he/she has developed his/her people? STRENGTHS: 15. What are his/her strengths? WEAKNESSES: 16. What are the areas that he/she needs to develop? 17. Would you re-employ? 18. Is there anything else that you would like to add? 19. Ask referee for permission to disclose his/her comments to the candidate being checked? RE-EMPLOY?: 20. Given the opportunity, would you re-employ this candidate? Thank the referee for his/her time, and if required, ok to contact again? 8 June 2010 Version 1 2 yearly June 2012 Page 19 of 22

20 15. ATTACHMENT G CHECKLIST - RECRUITMENT Recruitment Process Responsible Done Date Personnel Requisition Form received complete with approvals and an up to date My Role & Commitment position description Decision to recruit by advertising, via agency or combination If via agency/s check agency register for appropriate agency/s to use If via agency/s, Agency Agreement/s in place and terms agreed If advertising via the press agree on press outlets to use Develop press advertisement or position summary for agency and finalise content with Department and Admin Managers for approval by the corporate HR Manager Dispatch advertisement and/or agency position summaries to press outlet/s and/or agencies Develop candidate summary of received CVs for department representative that will be short listing. Forward candidate summary and CVs to department representative short-listing. Contact short-listed candidates directly or via agency to arrange interviews Provide short-listed candidates directly or via agency with position summary and company information pack. Check directly with candidate/s short-listed following interview on terms and conditions and availability to start Reference checks completed Site visit arranged if required (Paulsens) If required, consult with relevant Manager and the Administration Manager if terms and conditions need to be negotiated with the successful candidate Draft the Employment Agreement, have approved and signed off by the site General Manager and send to candidate with complete Starter Pack, including core policies. (See attached listings) Unsuccessful applicants receive notification directly or via agencies Medical and GSDU (Paulsens only) arranged in conjunction with new starter Manager/GM Admin Manager, Admin Manager, Admin Manager, Admin Manager /Dept & Admin Managers 8 June 2010 Version 1 2 yearly June 2012 Page 20 of 22