PROJECT BRIEF: REVIEW & IMPLEMENTATION OF COMPETENCY & PERFORMANCE CRITERIA Project Manager: Brian Mortimer, Manager Organisation Development Contact Details: 02 9911 9813
TABLE OF CONTENTS 1 PROJECT BRIEF... 3 1.1 INTRODUCTION AND PROJECT OBJECTIVE... 3 1.2 BACKGROUND INFORMATION... 3 1.3 KEY ELEMENTS OF PROJECT / DUTIES OF POSITION... 3 1.4 KEY CRITERIA OF PROJECT OFFICER... 4 1.5 THE PROJECT TIMEFRAME... 4 1.6 CONDITIONS OF EMPLOYMENT... 4 1.7 COUNCIL S PROJECT MANAGER... 4 1.8 INFORMATION TO BE SUPPLIED... 5
1 PROJECT BRIEF 1.1 Introduction and Project Objective Burwood Council is seeking a Project Officer to undertake the review, development and implementation of competencies, skills and key performance indicators criteria for all established positions within its structure. The overall objective is to develop competency, skill and key performance progression criteria for each job function within Councils newly implemented salary system, so that employees are provided with a basis for annual assessments that is consistent, relevant and effective. The broad principles for this project are: Fairness, equity and consistency for staff progression Encourage, recognise and reward consistent high performance of individuals Encourage employees to enhance their performance and skills to the mutual benefit of themselves and Council. 1.2 Background Information Burwood Council is a small-medium sized metropolitan Council located within the Inner West of Sydney. There are three main divisions within the Council: 1. Office of the General Manager comprising of General Managers support, Media Events & Communications and Organisation Development functions. 2. Corporate Governance & Community comprising of Administrative, Information Technology, Customer services, Pool Operations, Community and Library functions. 3. Land, Infrastructure & Environment comprising of Works Depot, Assets and Traffic, Health and Building, Planning and Compliance functions. An organisation chart is attached. Council has approximately 180 permanent employees of which 35% are field based, outdoor and the other 65% are salaried indoor employees. Burwood Council has implemented a contemporary 10 Grade Salary System effective 1 July 2014 (previously 26 Grade salary structure) with the implementation being in line with Local Government State Award and the Local Government Industry Job Evaluation Methodology, OO-Soft. The new salary system provides a more modernised, competitive salary structure that has a greater focus on providing future progression, rewarding high level performance and behaviour. The new 10 Grade Salary System has incorporated five competency and performance based salary levels and two related to performance pay only (totalling seven levels within each Grade). The system aims to focus on the progression through the salary system, annually measured against the attainment and use of competencies and performance criteria. Previously, outdoor workers progression has been solely based on attainment and use of competencies; where as indoor staff have had a mixture of performance and other objectives in recent years. 1.3 Key Elements of Project / Duties of Position Review documents and current competency criteria s already produced in the realm of performance management and salary systems. Document a consultation and communication strategy from commencement to completion of project. Engage and consult with Executive team, nominated staff, project groups, unions (strategies include interviewing, surveying, presentations etc) regarding position requirements, duties,
competencies, skills, objectives and behaviours. Undertake external comparisons and benchmarking of competency and performance based elements against similar positions within industry. Ensure performance criteria are appropriate, attainable but an extension for employees, existing skills and performance. Develop and ensure agreed criteria are built into online performance management system and documented for outdoor staff in templates. Draft and document updated competencies, skills, performance objectives for application. Draft a report on findings and recommendations and present information to stakeholders for consultation Submit a final report and final approved competencies and performance criteria for the job functions of Council. Communicate and implement final approved competencies and performance criteria to all stakeholders. Update OO-Soft Job Evaluation System and Online Performance Management System with new competencies and performance criteria. Develop a competency and performance panel Corporate Practice and guideline for Executive to review after the annual assessment process. Ensure accurate record keeping throughout process. 1.4 Key Criteria of Project Officer Relevant qualifications and/or experience within human resources function. Demonstrated knowledge and experience in the review, development and implementation of performance and competency criteria. Sound knowledge of Local Government State Award, local government industry and local government services and job functions. Proven recent success in project management, particularly in employee relations projects. Ability to meet deadlines and project milestones. High level oral and written communication skills including ability to consult, engage and present information to stakeholders. Demonstrated competency in literacy and ability to understand and use online systems (desirable: OO-Soft Job Evaluation System, Online Performance Management System). Highly independent and ability to work unsupervised. Proven negotiation skills. 1.5 The Project timeframe It is expected that this project will go for up to 6 months dependent on hours available from the Project Officer (full or part time working arrangements negotiable). The deadline for the completion and implementation of the project is by June 2015. The project aims to commence in December 2014. 1.6 Conditions of Employment Council is looking to employ the successful applicant on a short-term contract based on an hourly rate equivalent to Grade 8. Superannuation will be paid on behalf of the employee. 1.7 Council s Project Manager Council s Project Manager for this project is: Brian Mortimer Manager Organisation Development Burwood Council Email: brian.mortimer@burwood.nsw.gov.au Phone: 9911 9813
Fax: 9911 9900 1.8 Information to be supplied Applications for the position should be made in writing to: Brian Mortimer Manager Organisation Development Po Box 240 Burwood NSW 1805 or jobs@burwood.nsw.gov.au They must address the Key Criteria (1.4 above) and detail previous experience and qualifications as well as contact details of two referees who can provide feedback on recent work of a similar nature. Availability for the position should also be addressed. Applications will close on 24 November 2014.