APPLICANT’S INFORMATION PACKAGE - gisc.nsw.gov.au · H Stapleton, Human Resources Officer (Payroll) 16 May 2019 G Price, Director of Development, Planning and Regulatory Services

GLEN INNES SEVERN COUNCIL

APPLICANT’S INFORMATION PACKAGE

Vacant Position: Manager of Planning & Regulatory Services

Reference Number: DE01/19/14

Closing Date: 31 May 2019

ONLY APPLICATIONS SUBMITTED ONLINE AT www.gisc.nsw.gov.au

WILL BE ACCEPTED FOR THIS POSITION

Your information package includes the following:

1. Position Advertisement

2. Selection Criteria

3. Position Description

4. Application Checklist

5. Guide to Applying for Employment with Council

If any of the above items are missing or are incomplete, please contact Helen Stapleton.

Telephone: 02 67302303 Facsimile: 02 67323764 Email: [email protected]

Manager of Planning and Regulatory ServicesReplacement Position

From $104,078 pa (inc. super and overtime allowance) Higher salary negotiable for exceptional candidates Permanent Full-Time (35 hrs pw) Optional Vehicle Leaseback Generous leave conditions

As part of a successful and “person focussed” local government management team this position is responsible for:

o Operational management of Council’s Planning and Regulatory Services team of twelve staff including: town planning, building development and regulatory services;

o Overseeing projects from conception through to delivery on the ground; o High level of autonomy within a supportive team.

Excellent work environment and attractive lifestyle: Enjoy working with a team of people who support each other and embrace Council’s ethos of Respect, Integrity, Courage and Honesty. Boutique shopping, short commuting times, affordable housing, 2 hours from beaches, cool climate living – beautiful parks and gardens, low humidity and mild summers.

Who are we looking for? Holding relevant qualifications, you will have the capability to deliver planning, building and regulatory programs appropriate to the scale and experience of our workforce. You will need excellent time management, project management and staff motivation/supervision skills to continue the delivery of these programs at the forefront of local government practice.

Not sure whether to apply? Please contact Graham Price, Director of Development, Planning and Regulatory Services on (02) 6730 2365 or email [email protected] for more details and/or a confidential discussion.

Enquiries relating to the application process may be directed to Helen Stapleton on (02) 6730 2303 or email [email protected]

National Criminal Record Checks apply to all positions with Glen Innes Severn Council.

Council is an EEO employer. Women, Aboriginal people and Torres Strait Islanders, people with a disability, and members of racial, ethnic, and ethno-religious minority groups are encouraged to apply.

Apply by 4:30pm on Friday 31 May 2019, through Council’s website at www.gisc.nsw.gov.au following the directions in your information package. Ref No: DE01/19/14

Graham Price – Acting General Manager

Promoting a safe and healthy workplace

Please Note: Failure to adequately address the selection criteria in your application may prevent the Selection Panel from assessing your suitability for the position and may exclude you from further consideration at the short-listing stage. For further information on how to correctly address selection criteria, please refer to the enclosed booklet ‘Guide to Applying for Employment

Glen Innes Severn Council Human Resources

Recruitment – Position Selection Criteria

Part A: Vacancy Details

Position Title: Manager of Planning and Regulatory Services

Vacancy Ref No: DE01/19/14 Closing Date: 31 May 2019

Part B: Essential Position Specific Criteria

1

Degree in Urban and Regional Planning or graduate qualifications in Building Surveying or Degree in Applied Science (Health and Building Surveying) plus graduate qualifications in Urban and Regional Planning, or equivalent qualifications / accreditations.

2 Thorough knowledge of NSW planning and development legislation, including the NSW Local Government Act and Regulations, NSW Environmental Planning and Assessment Act, NSW Protection of Environment Operations Act and Building Code of Australia.

3 Demonstrated practical experience in providing development and regulatory services in an urban and rural environment, including a thorough working knowledge of current issues and practices.

4

Demonstrated aptitude for management and administration of a departmental section, including:

budget development and administration; development of operational and strategic plans; excellent communication skills, including effective negotiation and conflict

resolution skills and ability to prepare clear and concise reports and relay information at all levels;

previous successful team building experience with the ability to motivate and enhance innovation.

5 Competent computer skills, particularly word processing and spreadsheet skills.

6 Sound knowledge of and commitment to Equal Employment Opportunity (EEO) principles.

7 Class C driver’s licence (car licence).

Part C: Desirable Position Specific Criteria

8 Accreditation with the Building Professionals Board Accreditation Scheme as a Category A2 Building Surveyor

9 Experience in waste management including landfill management, recycling services and waste collection.

Position Description: Manager of Planning and Regulatory Services

Last Reviewed / Updated: 16 May 2019 Page 1 of 8

Approved: ________________ Date: 16 May 2019 Supervisor / Employee: ______ ______

GLEN INNES SEVERN COUNCIL

Position Description

Position Title: Position Number: Department: Section: Location:

Reports To: Grade: Band and Level: Current Status: Salary Range (pw):

Current Occupant:

Prepared/Revised By: Date:

Approved By: Date:

Other Conditions and Benefits:

CHILD-RELATED EMPLOYMENT

COUNCIL CODES and RULES

WORK HEALTH and SAFETY

Manager of Planning and Regulatory Services DE01 Development, Planning and Regulatory Services Development, Planning and Regulatory Services Planning & Regulatory Services 136 Church Street, Glen Innes Director of Development, Planning and Regulatory Services 17 Professional/Specialist Band, Level 3 Permanent Full-time (35 hours per week) $1,674.90 to $1,759.70 (plus performance bonuses)

R Jones, Manager of Regulatory and Planning Services H Stapleton, Human Resources Officer (Payroll) 16 May 2019

G Price, Director of Development, Planning and Regulatory Services 16 May 2019

Allowance in lieu of overtime (10% of base salary) Managerial Leave (5 days per annum)

This position does not involve child-related employment as defined in the Commission for Children and Young People Act 1998.

The employee who occupies this job must be knowledgeable about Council's Code of Conduct and other policies and organisation rules that affect his or her employment. It is a requirement of the job that these codes, policies and rules are followed.

The employee who occupies this job must be knowledgeable about Council's safety policy and procedures as described in the organisation's Work Health and Safety (WHS) Management Plan. He or she must comply with relevant WHS policies and procedures and act in a manner that ensures the health and safety of all persons in the workplace.




JOB SUMMARYPlans, coordinates and implements the regulatory functions of Council, including functions relating to town planning and regulatory functions, by performing the following duties.

DUTIES and RESPONSIBILITIES

Essential Duties and Responsibilities include the following: The duties and responsibilities listed here are considered essential to achieving the primary objectives of this job. Other duties consistent with the functions and role of the position may be assigned.

Operational Management Prepares reports and returns in relation to the operation and maintenance of the Planning and

Regulatory Services.

Establishes work schedules and manages the day-to-day operations of the Planning and Regulatory Services Section to meet work schedules and achieve standards of quality, cost and safety.

Interprets legislation and standards relevant to development matters and the regulatory functions of Council and provides advice and assistance to external customers, other managers and elected members.

Confers with ratepayers, developers, government authorities, community groups, legal representatives, heritage specialists and other parties on development and regulatory issues.

Researches and analyses data and legislation on economic, legal, cultural, demographic, sociological, physical and environmental factors affecting land use and development.

Recommends the appropriate development and use of land and facilities to the Director of Development, Planning and Regulatory Services, including measures to reduce or eliminate factors associated with the development and use of land that negatively impact on the urban or natural environment.

Develops the budget for the Planning and Regulatory Services Section, in consultation with the Director of Development, Planning and Regulatory Services, and monitors and controls expenditure to ensure that the budget is met.

Exercises specific delegations from the General Manager in accordance with relevant legislation.

Coordinates the development, implementation and review of relevant policies, plans and strategies, including Local Environment Plans and Development Control Plans.

Assesses development applications submitted to Council for approval and interprets building plans, standards, specifications and codes.

Inspects construction sites to ensure that private and commercial developments comply with the conditions imposed on them by development consent orders.

Inspects new and existing buildings to ensure that they meet the provisions of building, zoning, public health and / or safety laws and approved plans, specifications and standards.

Observes conditions and issues notices for corrections to persons responsible for compliance.




Obtains evidence and prepares reports and other documentation concerning violations that have not been corrected.

Initiates legal action against persons and / or organisations that fail to comply with regulations or conditions imposed on them by Council.

Oversees the activities and operations of Council’s Rangers and companion animal functions.

Communicates relevant Council codes, policies and procedures to staff and / or contractors and assists them to understand and comply with the rules of the organisation.

Ensures relevant actions from Council’s Equal Employment Opportunity (EEO) Management Plan are implemented within area of responsibility, and actively supports and promotes EEO within the workplace.

Attends relevant committee meetings, and convenes and / or attends other public or external meetings, seminars and conferences as required to fulfill the responsibilities of the position.

Investigates opportunities for government funding of heritage projects or services and reports or makes recommendations on funding opportunities to the Director of Development, Planning and Regulatory Services.

Contributes to the development of social plans, traffic plans and other matters relating to urban and rural development.

Develops and coordinates education and promotion programs on issues relating to the functions of the Development, Planning and Regulatory Services Department.

Administration Assists the Director of Development, Planning and Regulatory Services to research, prepare,

implement and review management plans, policies, procedures and systems, and disseminates revised plans, policies and procedures to relevant staff and external agencies.

Maintains a sound knowledge of current legislation, standards, policies and guidelines relevant to area of responsibility, and ensure that projects and activities comply with relevant legislation and standards.

Ensures that records relating to the functions of the Planning and Regulatory Services Section are maintained and comply with relevant legislation and council standards, in consultation with Council's Records Supervisor.

Authorises payment of accounts within the Planning and Regulatory Services Section and ensures that accounts are submitted to the Finance Section to meet payment terms.

Customer Service Promotes the image of the Council in a positive manner and actively works to promote good

public relations.

Ensures the provision of a high level of customer service, including providing timely feedback to customers, ensuring that the “loop is closed” and that excellence in customer service is achieved.

Prepares reports and correspondence to an acceptable professional standard that meets Council’s requirements.




Liaises with developers, consultants and members of the public and negotiates matters of an Planning, Regulatory and waste management nature on Council’s behalf.

Supervision, Delegation and Teamwork Supervises, monitors and manages employees and contractors within delegation levels.

Provides direction for team planning and achievement of goals.

Receives and acts on written work orders or verbal instructions from the Director of Development, Planning and Regulatory Services or other assigned supervisor.

Participates in or carries out staff performance assessments and reviews.

Ensures that inappropriate staff conduct and / or behaviour, which breaches Council policies and procedures, legislative provisions or Council's Code of Conduct, is addressed in a timely and effective manner.

Develops own skills and knowledge within the team to meet organisational goals.

Workplace Health and Safety (WHS), Environment, Quality and Risk Management Ensures the safety of all employees and / or contractors engaged in works under this position’s

control, in accordance with Council’s WHS policies and WHS Management Plan.

Develops and implements quality, WHS and environmental plans and procedures.

Monitors work to ensure it conforms to regulations governing air, water and noise pollution.

Monitors work to ensure that it conforms to required safety standards, including the completion of risk assessments and site-specific safety training for employees and contractors, and implementation of Safe Work Method Statements and Traffic Control Plans.

Advises the Director of Development, Planning and Regulatory Services of any compliance issues in relation to safety policies, systems, procedures, regulations and standards.

Ensures that any vehicle / plant item used in area of control is operated in a safe manner, kept in a clean and tidy condition, and that daily and weekly maintenance is carried out as determined by the Plant and Fleet Coordinator and recommended in plant operating manuals.

Additional Duties include the following: The duties listed here are not essential for achieving the primary objectives of the job, but do form part of the job's function. Other duties may be assigned.

Performs the duties of environmental health, building and planning staff when required, including inspecting food premises, collecting water samples and performing other appropriate duties.

Trains and coaches relief staff to assist them to learn aspects of the job.




SUPERVISORY RESPONSIBILITIES

This position directly or indirectly supervises the following permanent positions within the Regulatory and Planning Services Section:

Building and Environmental Health Officer (1) Town Planner (1) Waste and Recovery Coordinator (1) Waste and Environmental Management Officer (1) Ranger (2) Technical Support Officer (1) Customer Service Officer (1) Building Maintenance Officer (1)

Carries out supervisory responsibilities in accordance with the organisation's policies and applicable laws. Supervisory responsibilities include:

planning, assigning and directing work; appraising performance; coaching and advising employees; approving overtime and leave; and authorising timesheets.

The employee may be required to initiate action or provide advice on rewarding and disciplining employees, addressing complaints and resolving problems, identifying training needs and appointing employees.

FINANCIAL AUTHORITYThis position manages and controls overall expenditure in the Planning and Regulatory Services Section within the established budget, including signing orders for services, goods and materials to a maximum of $10,000 per order. Items in excess of the delegated limit or approved budget must be referred to the Director of Development, Planning and Regulatory Services for approval.

PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit; talk and hear in a work environment with generally low to moderate levels of background noise; and use hands and arms to operate keyboards, office equipment and the controls of motor vehicles.

Sufficient personal mobility is required for the employee to occasionally enter building and construction sites and other commercial and private premises, for the purpose of performing regulatory inspections. These sites may have restricted access and may be rough, slippery and / or potentially hazardous. The employee may be required to stoop, kneel, crouch or crawl and may occasionally have to climb or balance on building structures.

The employee must occasionally lift and move objects of up to 20 kilograms in weight, using safe lifting techniques. Specific vision abilities required by this job include close vision for reading, writing and computer operation; plus distance vision, peripheral vision and depth perception necessary for the safe operation of motor vehicles.




WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts, high and / or precarious places, fumes or airborne particles of a non-toxic nature, outside weather conditions and UV radiation. There is a low risk of electrical shock. The noise level in the work environment is usually quiet to moderate.

SIGNATURES

__________________________ __________________________ __________________ Employee Name Date

__________________________ __________________________ __________________ Supervisor Name Date




PERSON SPECIFICATION

Position Title: Manager of Planning and Regulatory Services Position Number: DE01 Section: Planning and Regulatory Services

EDUCATION, SKILLS and EXPERIENCETo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and ExperienceDegree in Urban and Regional Planning or graduate qualifications in Building Surveying or Degree in Applied Science (Health and Building Surveying) plus graduate qualifications in Urban and Regional Planning, or equivalent qualifications / accreditations, with two to three years related experience; or the equivalent combination of education, experience and / or training.

Language SkillsAbility to read, analyse and interpret common scientific and technical journals, financial reports and legal documents. Ability to write reports, business correspondence, policies and procedure manuals. Ability to effectively present information and respond to complex enquiries or complaints from customers, regulatory agencies, senior management and / or elected members.

Mathematical SkillsAbility to accurately calculate figures and amounts involving proportions, percentages, ratios, area, circumference and volume, and apply these concepts to practical situations. Ability to work with mathematical concepts such as probability and statistical inference and apply basic algebra and fundamentals of plane and solid geometry and trigonometry. Ability to design and apply involved spreadsheet formulae.

Reasoning AbilityAbility to define problems, collect data, establish facts and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in written, mathematical or diagram form, solve practical problems and deal with a number of concrete or abstract variables in situations where there may be only limited standardisation.

Computer Skills Advanced skills in Microsoft Word, Excel, Outlook and Internet Explorer; intermediate skills in MapInfo Geographical Information Systems (GIS).

Certificates, Licences, Registrations The following licences and/or certificates are an essential requirement for the safe and competent performance of this job.

Class C driver's licence (Car Licence).

Other Skills and Abilities




SELECTION CRITERIA Applicants should carefully address all criteria in their applications. To be recommended for appointment, applicants must demonstrate that they meet the essential criteria.

Essential Degree in Urban and Regional Planning or graduate qualifications in Building Surveying or

Degree in Applied Science (Health and Building Surveying) plus graduate qualifications in Urban and Regional Planning, or equivalent qualifications / accreditations.

Thorough knowledge of NSW planning and development legislation, including the NSW Local Government Act and Regulations, NSW Environmental Planning and Assessment Act, NSW Protection of Environment Operations Act and Building Code of Australia.

Demonstrated practical experience in providing development and regulatory services in an urban and rural environment, including a thorough working knowledge of current issues and practices.

Demonstrated aptitude for management and administration of a departmental section, including:

budget development and administration; development of operational and strategic plans; excellent communication skills, including effective negotiation and conflict

resolution skills and ability to prepare clear and concise reports and relay information at all levels;

previous successful team building experience with the ability to motivate and enhance innovation.

Competent computer skills, particularly word processing and spreadsheet skills. Sound knowledge of and commitment to Equal Employment Opportunity (EEO) principles. Class C driver’s licence (car licence).

Desirable Accreditation with the Building Professionals Board Accreditation Scheme as a Category A2

Building Surveyor. Experience in waste management including landfill management, recycling services and waste

collection.

Form No:HR 011.1.0

Version No: 1.0Date: April 2011

Review Date:April 2013

Related Documents: Resp Officer:Pay Officer

Glen Innes Severn Council Human Resources

Application Checklist

Before you post your application, have you:

Carefully read all the contents of the information package?

Carefully read the position description and acquainted yourself fully with the selection criteria?

Completed the online application form at www.gisc.nsw.gov.au?

Uploaded a resume giving full details of your previous employment history?

Provided full details of at least two referees?

Uploaded cover letter, references, certificates, licences and/or qualifications in support of your application? (only 2 files can be uploaded)

Included your “Working With Children” Check application number? (Note: This item applies to child-related employment only) Important: If the position you are applying for is child-related employment, failure to provide the Working With Children Check application number with your application will exclude you from consideration at the short-listing stage.

Note: If you are running short of time to submit your application, please speak to the contact person nominated in the advertisement before the closing date. He or she may be able to assist you in this matter.

guide

to

applying for employment

with

GLEN INNESSEVERN COUNCIL

GLEN INNES SEVERN COUNCILEMPLOYMENT GUIDE

Table of Contents

Introduction ................................................................................Page 1

Equal Employment Opportunity......................................................Page 2

Position Description........................................................................... Page 2

The Contact Person.....................................................................Page 2

Introduction to Selection Criteria ............................................. Page 3

The Selection Process....................................................................... Page 3

Child-Related Employment......................................................... Page 4

Selection Criteria.............................................................................. Page 5

Your Interview ....................................................................... Page 6

Reference Checks ...................................................................... Page 7

Pre-Employment Medical Examination............................................Page 7

Probation Period .........................................................................Page 8

Confidentiality ............................................................................Page 8

1

Thank you for your interest in the recently advertised vacancywith Glen Innes Severn Council.

Council selects applicants by assessing their relative suitabilityand merit for employment in relation to the essentialfunctions of the advertised position, and specifically byassessing their ability to meet the selection criteria provided inthe position description.

This guide has been prepared to assist you with thepreparation of your application, and to give you a morecomplete picture of the advertised position. Basic informationis provided on how to apply for the position and how toprepare for your interview.

If you have any further questions, please do not hesitate tospeak to the contact officer specified in the job advertisement.He or she will be pleased to assist you with additionalinformation or will refer you to someone who has theinformation that you seek.

2

EQUAL EMPLOYMENT OPPORTUNITY

As part of its internal policies, and in accordance with Federal and State laws, GlenInnes Severn Council provides Equal Employment Opportunity (EEO) for allemployees and applicants for employment.

EEO reinforces merit-based selection in that it requires applicants and existingemployees to be selected, promoted, remunerated and trained on the basis of theirability to do the job. Merit based selection is an assessment of an applicant’s abilities,skills, knowledge, qualifications and potential, relative to other applicants, against theselection criteria set down in the position description. It is designed to eliminatereference to irrelevant information when assessing a candidate’s ability.

Important note: If you feel that at any stage of the recruitment or selectionprocess Council, or a representative of Council, has discriminated againstyou, you are encouraged to bring the matter to the attention of the GeneralManager and/or seek appropriate legal advice.

POSITION DESCRIPTION

The attached position description (PD) is the major source of information regarding theposition that you are applying for.

You should read this document very carefully. It includes the following information:

Details of the position, including title, location, grade, salary and specialemployment conditions and benefits;

Job summary, duties and responsibilities;

Organisational relationships, that is, who the position reports to and who itsupervises;

Financial responsibilities and limits to financial authority;

Representative qualifications, skills and abilities;

A summary of physical demands and the work environment;

SELECTION CRITERIA and other pre-employment conditions that must be met.

THE CONTACT PERSON

The advertisement for the position will nominate a contact person, which is usuallyCouncil’s Human Resources Manager. It is the responsibility of this person to answerall initial enquiries in regard to the position and ensure that applicants promptlyreceive a complete information package when they request it.

He or she will refer you to another appropriate contact, usually within the section inwhich the vacancy has occurred, if you require more specific information about theposition.

If you have an enquiry in regard to the vacancy or your application, at anystage of the recruitment or selection process, please feel free to speak tothe contact person. He or she is there to assist you and will treat allenquiries with respect and confidentiality.

3

INTRODUCTION TO SELECTION CRITERIA

You will note that this guide makes repeated references to ‘selection criteria’, whichcan be found in the Person Specification that forms part of the Position Description.

When completing your application, it is essential that you address the selection criteriafor the position that you have applied for.

If this is the first time that you have encountered selection criteria, you may beexperiencing some confusion over the term. Selection criteria are simply those work-related skills, abilities, experience, knowledge and/or qualifications that areconsidered to be necessary for the competent performance of the essential duties andtasks of the position. They are determined by reference to the job’s functions.

For more detailed information on selection criteria, refer to Page 8in this Guide.

Failure to adequately address the selection criteria in your application mayprevent the Selection Panel from accurately assessing your suitability forthe position and may exclude you from further consideration at the short-listing stage.

THE SELECTION PROCESS

The four stages in the selection process are as follows:

1. Shortlisting of ApplicantsThe Selection Panel will assess all applications for the position and will create ashortlist of those applicants that, based on their relative merit, will proceed to thenext stage of the selection process.

During the shortlisting stage, the Selection Panel will:

Read all applications for the position.

Compare the information provided in each application with otherapplications and the selection criteria.

Assess, using the selection criteria, applicants’ relative merit in relation to thevacant position.

Create a shortlist of applicants that will proceed to the next stage.

Shortlisted applicants will be contacted and invited to participate in furtherassessment. Unsuccessful applicants will be advised accordingly.

2. Final SelectionAt this stage of the selection process, the Selection Panel will use selectionmethods to reduce the shortlisted applicants to a single recommended applicant.Depending on the nature of the position and the quality of applicants, one or twodefault nominees may also be chosen. The default nominee(s) may be offeredemployment in the event that the recommended applicant does not take up duty.

4

The Selection Panel has a number of possible selection methods at its disposal.

These may include one or more of the following:

Structured interviews, where each applicant is asked the same set ofquestions relating to the selection criteria.

Work assessments, in which applicants are required to carry out task(s)similar to that required in the position.

Aptitude or ability tests, for example, typing tests, mathematical tests.

3. Verification of Prior Employment and QualificationsYou will be asked to supply the details of at least two referees with yourapplication. Preferably, these should be people that are able to comment on yourprevious work experience, although it is acknowledged that this will not bepossible if this is the first job that you have applied for.

The Selection Panel will conduct telephone reference checks before an offer ofemployment is made, and may also conduct checks with relevant educationalinstitutions and/or training providers to verify applicants’ qualifications and othercredentials.

4. Feedback on Your Application and InterviewThe convenor of the Selection Panel will be available for feedback and advice onapplications and/or interviews at the conclusion of the selection process.Unsuccessful applicants will be advised in writing of the convenor’s contactdetails. It is intended that this advice will assist all applicants with futureapplications and interviews, particularly in relation to merit-based selectionprocesses and selection criteria.

CHILD-RELATED EMPLOYMENT

Council has a number of positions that have been identified as child-relatedemployment in accordance with the NSW Child Protection (Prohibited Employment)Act. It is an offence for a person convicted of a serious sex offence to apply for thesepositions. Advertisements for vacant positions will advise applicants if a positioninvolves child-related employment.

Recommended applicants will be required to consent to and pass appropriateemployment screening, including referee and discipline checks, criminal recordchecks and certain apprehended violence order checks before an offer ofemployment will be made.

If you are applying for a position that involves child-related employment, you musthave a “Working With Children” Check application number, which can be applied foronline at www.kids.nsw.gov.au

All information gained through employment screening will be treatedwith the utmost confidentiality by Council and will be held in a secure file,which can be accessed only by the Human Resources Section.

5

SELECTION CRITERIA

It is essential that you are aware of the importance of addressing the selection criteriacorrectly. The selection criteria, particularly the essential criteria, are the mostimportant part of your application. The Selection Panel will refer to all of theinformation in your application when making decisions, but will concentrate primarilyon the selection criteria for an analysis of your suitability for the position

The selection criteria in the position description clearly document the qualifications,skills, abilities, experience and knowledge that are considered necessary for aperson to competently perform the duties of the position. By directly addressing thecriteria you are given an opportunity to demonstrate to the Selection Panel thatyou are the best person for the job.

The following guidelines are given to assist you with the preparation of yourstatement of selection criteria:

Ensure that you specifically address each of the selection criteria by outlininghow your qualifications, skills, abilities, experience and knowledge meet therequirements of the position. To do this properly, you must read the selectioncriteria carefully and determine what each one is asking.

When considering the length of your statement addressing the selectioncriteria, you should remember that it is quality, not quantity that counts.Critically analyse your statement and if a paragraph does not relatedirectly to the selection criteria, consider leaving it out. As a general rule,approximately half a typed A4 page should be sufficient for each criterion.Remember that the Selection Panel may have to read a considerable numberof applications, so try not to include unnecessary information or be repetitive.

The statement should consist of each of the selection criteria as a heading, withyour written response underneath.

Some hints for addressing the criteria are:

Make a clear statement of why you meet the criteria, then provide supportinginformation, preferably through examples of your personal experience thatreinforce your statement.

If possible, validate this with supporting evidence. For example, attach atestimonial, certificate, statement of qualifications, or other documentation thatsupports your claim.

• If selection criteria ask for ‘demonstrated’ experience, knowledge or skills, youare being specifically requested to draw on your previous work experience todemonstrate that you meet the criteria. If you don’t have previousexperience as a paid worker in the relevant field, don’t despair. Bear inmind that experience may be drawn from paid or voluntary work. Thinkcarefully about all previous experience that you have, both paid and unpaid,relating to the criteria.

6

YOUR INTERVIEW

The Section Panel’s task is to select the applicant that most closely fits therequirements of the position, as determined by the position description and selectioncriteria, or has the greatest potential to meet those requirements.

Your task is to determine whether the job is suitable for you and to convince theSelection Panel that you have displayed the greatest merit for appointment to theposition.

The best indicator of future success is past performance in related positions.Accordingly, the Selection Panel will use the interview to ask applicants a set ofspecific, job-related questions to investigate past achievements and test knowledge,skills and abilities. The questions will be based on the selection criteria and allapplicants who are interviewed will be asked the same set of questions.

Generally, all persons who are appointed to a Selection Panel will have receivedtraining in this area. If you feel that the Selection Panel, or a member of the SelectionPanel, has asked you an irrelevant or inappropriate question that you feel mayadversely affect your appointment to the position, it is your right to query this at theinterview. An example might be a question in relation to your age or marital status.

Preparing Yourself for the InterviewThe questions asked at the interview will relate to the selection criteria. You have thesame access to the selection criteria as the Selection Panel, so if you put thought intopreparing for the interview, there should be no surprises.

Some useful hints are:

Carefully read the position description and in particular the selection criteriaand role and functions of the position.

Identify the meaning and requirements of the above.

List key issues relating to each.Give some thought to likely questions that would directly apply to the positiondescription. Also prepare answers to some of the more general types of questionsthat you may be asked. For example; why did you apply for this position; what hasbeen your greatest achievement to date; how do you prioritise your workload? Youwill usually be given at least 15 minutes preparation time immediately prior to theinterview, so that you can familiarise yourself with the questions. Please feel free totake notes at this stage.

Remember that the Selection Panel’s task is to determine the best person for thejob, not to put you under undue pressure. Try to relax and prepare yourself in waysthat work best for you.

Answering and Asking QuestionsThis is a very important part of the selection process. It is important that you arehonest, and answer the questions succinctly and clearly. It is helpful to be able to giveexamples of what you have done. Act positively and be enthusiastic about what youhave to offer.

7

Listen carefully to the questions being put to you and query anything that you do notunderstand. If you have a ‘mental block’, ask the Panel if you can return to thequestion at a later point. Unless there are time constraints, this will usually beacceptable.

Remember that the interview is a two way process and that you may ask questions aswell. In fact, if you have a few carefully considered questions about the position itmay help to demonstrate your knowledge and enthusiasm.

Interview ExpensesCouncil may reimburse some of the expenses that you incur to attend the interview.This will vary from position to position. The contact person will be able to advise youin regard to this matter.

REFERENCE CHECKS

The checking of referees is a process used to confirm or clarify issues and claims thatyou have made in your application and interview. It is a requirement that informationprovided by applicants be verified by referees prior to an appointment being made.Referee checks will therefore be conducted on applicants that achieve the highestconsideration in the selection process.

In your application, nominate at least two referees that Council may contact bytelephone. These should be work referees, unless you are unable to provide workreferees due to insufficient previous experience. Include names, positions, contactnumbers and their relationship to you (e.g. supervisor).

You may wish to attach copies of written references in support of your application.This will help your application, however, telephone reference checks must still beconducted prior to an offer of employment being made.

You have a number of responsibilities to your referees:

Ask if they are prepared to act as your referee.

Notify your referees that you are applying for the position.

When you have been shortlisted, give your referees a copy of the positiondescription and selection criteria – this allows them time to prepare theirresponse.

You may want to give them a copy of your application as well.

PRE-EMPLOYMENT MEDICAL EXAMINATION

Before an offer of employment is made, you will be required to undergo a pre-employment medical examination carried out by Council’s doctor. Medicalexaminations are designed to assess the health and fitness of applicants against theessential physical requirements of the position, identified in the Physical Demands andWork Environment sections of the position description. Medical information that doesnot affect an individual’s ability to carry out the duties and responsibilities of theposition is considered irrelevant and is not taken into account when determining anapplicant’s suitability for employment.

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All information gained through medical examinations will be treatedwith the utmost confidentiality by Council and will be held in a secure file,which can be accessed only by the Human Resources Section.

In accordance with Council’s EEO policies, reasonable accommodationsmay be made to enable individuals with disabilities to perform the essentialfunctions of the position.

PROBATION PERIOD

Most employees will undergo a probation period. The probation period is used toensure that new employees are happy with their employment and have the capabilityto meet the requirements of the position. Supervisors will work closely with new staffat this stage to ensure that arrangements benefit both parties.

The length of the probation period will vary according to the position, but is usuallythree months (thirteen weeks). The letter of employment will outline the duration ofthe probation period and any conditions that apply. If for any reason the probationperiod is interrupted, this will be taken into consideration and the period will beadjusted accordingly.

During the probation period, new staff members are eligible for the same benefitsas all other employees. If both parties are in agreement at the end of the probationperiod, employment will be confirmed as permanent.

CONFIDENTIALITY

All information gathered during the recruitment and selection process is consideredconfidential. Once the selection process has concluded and an appointment(s) has beenmade, information is placed in either a confidential recruitment file or on thesuccessful applicant(s) personnel file. These files are held in a secure location and canonly be accessed by the Human Resources Section. Applications and all attachedinformation remain the property of the Glen Innes Severn Council.