CEO: INFORMATION PACKAGE
Regional Development Australia – Mid North Coast (RDAMNC) seeks a dynamic CEO to manage,
coordinate and implement all aspects of the RDAMNC business. The position will cover the Mid
North Coast, which includes the Local Government areas of Greater Taree City Council, Port
Macquarie-Hastings Council, Kempsey Shire Council, Nambucca Shire Council, Bellingen Shire Council
and Coffs Harbour City Council. This is a full-time contracted position for twelve months.
The Mid North Coast lies between the Great Divide and the east coast. The landscape is typified by
winding rivers that feed lush hinterland, and over one hundred kilometres of pristine beaches. It
benefits from a high rainfall and is considered by many to have the most ideal climate in Australia.
The region has a population of around 260,000 people. The largest centres are Coffs Harbour and
Port Macquarie. Both have significant airports and are less than an hour’s flight to Sydney or
Brisbane. The dual lane upgrade of the Pacific Highway also puts the region within a four hour drive
of the major centres of Sydney, Newcastle, the Gold Coast and Brisbane.
The Mid North Coast is home to an array of vibrant, modern and sometimes eclectic townships that
attract over 4.5 million visitors each year. The region boasts a full calendar of cultural and sporting
events, including international competitions like the Ironman triathlon and the World Rally
Championship.
A significant indigenous population lives here, principally represented by the local Aboriginal nations
of Gumbaynggirr, Dunghutti and Biripi. Indigenous art and culture is warmly embraced and each
year, on Australia Day, the Saltwater Freshwater Festival showcases modern Aboriginal culture to
the region in an open extension of friendship.
Combining some of Australia’s most beautiful coastline, with friendly communities and plenty of
business opportunities, gives the Mid North Coast its unique work life balance.
The region has an annual Gross Regional Product of over $11 billion. There are 20,000 registered
businesses and a workforce of 79,000 people, including some 25,000 managers and professionals. It
is currently the fourth ranked region in Australia for business confidence.
Health Care and Social Assistance is the leading employer, with industry growth of more than 15%
p.a. This has been bolstered by recent Government investment in public hospitals and medical
training facilities.
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The Manufacturing industry contributes the highest output for the region and is particularly strong
in food and metal manufacturing. The iconic Aussie centurion, Akubra Hats, proudly calls the Mid
North Coast home.
Education and Training is a growth area, with several world class universities, including a new
Charles Sturt University development in Port Macquarie that will eventually accommodate 5,000
students. The Mid North Coast also ranks 2nd in Australia for the percentage of people holding
technical qualifications.
The National Broadband Network is seen as a catalyst for future industry growth and the Mid North
Coast may soon be Australia’s most connected region. Coffs Harbour was an early release site for the
NBN and has already been named one of the world’s Smart21 cities for 2014.
The RDAMNC CEO is required to manage, coordinate and implement all aspects of the RDA business,
including regional planning, community engagement, community and economic development and
building business viability. They will be required to be self-motivated and able to work under limited
supervision, with a strong understanding of regional development. They will be required to be both
hands-on in delivering day-to-day work and provide management to staff and support to a
ministerially appointed Board. High level communication, problem solving, strategic planning,
project management, human resource management, contract management, financial accountability,
administration, facilitation, research and evaluation skills are necessary.
1. BACKGROUND
Regional Development Australia is a nation‐wide initiative based on building partnerships and
encouraging all governments and stakeholders to be responsive to local priorities and needs.
RDAMNC is one of a network of 15 Regional Development Australia committees in NSW established
as a joint initiative of the Commonwealth and NSW Governments on 1 July 2009. It has a pivotal role
in ensuring the long-term sustainability of the Mid North Coast region. A key focus is on the
economic, social and environmental issues affecting communities1, including:
regional business growth plans and strategies, which will help support economic
development, the creation of new jobs, skills development and business investment;
environmental solutions, which will support ongoing sustainability and the management of
climate change (including the impact of drought, flood or bushfires); and
social inclusion strategies, which will bring together and support all members of the
community.
Regional Development Australia Mid North Coast (RDAMNC) is a leadership voice for the region. We
support local economies, build dynamic communities and enhance liveability in the Mid North Coast
by: improving access to government funding and programs; facilitating partnerships and linkages
with all tiers of government and the community; and managing a diverse range of projects that
create economic, social and natural capital. We are a non-profit, community-based organisation.
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RDAMNC provides a conduit between governments and our regional communities. We enable our
communities to inform governments about the strengths and weaknesses of our region and:
improve community engagement;
contribute to regional planning;
enhance a whole of government approach;
increase awareness of government programs; and
enhance community and economic development.
RDA Chairs, Deputy Chairs and Board members are appointed jointly by the Commonwealth and
NSW Ministers responsible for Regional Australia or Regional Development. These Ministers oversee
the Commonwealth and NSW agencies responsible for the administration of the committees. The
RDAMNC Committee is known as the RDAMNC Board.
2. ROLES AND RESPONSIBILITIES
The CEO is the key staff position for RDAMNC, providing support and information to the Board and
ensuring that activities and priorities as determined by the Board are reflected in strategic and
operational plans. The CEO will provide executive and secretariat services to the committee to
facilitate its efficient and effective functioning.
Major Activities
Co-ordinate the Board’s strategic and business planning activities in consultation with the
Chair and members.
Develop and maintain financial management systems, including: account structures;
operating budgets; preparation of reports required under funding agreements; taxation
returns; and annual and audit reports.
Human resource management including: recruitment and performance management of
staff.
Support the Board to align its work program with State and Commonwealth regional
development strategies and priorities (e.g. State Plan). Co-ordinate all secretariat activities
for the effective and efficient operation of the Board. This includes: preparation of
correspondence, agendas and business papers; minute taking; event organisation; financial
and human resource management and management of project contracts.
Research and report on regional development issues identified as requiring intervention
and/or assistance.
Manage projects, including contract and budget management; supervision of contractors/
consultants; provision of administrative support to project teams.
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Develop stakeholder relationships with: Commonwealth, State and local government;
industry groups; other regional organisations, with a view to establishing regional priorities
and pursuing mutual regional development goals.
Coordinate community engagement, regional planning and community and economic
development activities.
Represent RDAMNC with stakeholder groups.
Core Competencies
Core competencies are developed in line with the vision and purpose of RDAMNC and are the
competencies that are common to all RDAMNC positions. For RDAMNC the following have been
identified as critical to the success of all positions.
Core Competencies Behaviours to Assess Performance
Building Effective Relationships:
Developing and maintaining
relationships that inspire trust and
respect. Building a network and
being able to influence others to
achieve outcomes.
Takes a structured approach to identifying stakeholders and understands the influence and importance of stakeholders in achieving organisational outcomes.
Builds a wide and effective network across their business area and invests time in building effective relationships.
Adapts style to inspire trust and respect from stakeholders.
Involves others in decision making and planning as appropriate to ensure achievement of outcomes.
Effectively negotiates conflicting requirements from different stakeholders without damaging relationships.
Develops external relationships that enhance their knowledge and bring best practice into the organisation.
Time and Output Management:
Establishes a systematic course of
action for self or others to ensure
achievement of set objectives. Sets
priorities, goals and time-tables to
achieve maximum productivity.
Plans organises, schedules and prioritises, including inputs from others and contributes to the planning, organising, scheduling and prioritising of team outputs.
Develops or uses systems to organise and keep track of information.
Keeps clear detailed records of activities related to accomplishing stated objectives.
Knows status of one’s own work at all times.
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Core Competencies Behaviours to Assess Performance
Professionalism:
Thinks carefully about the likely
effects of one’s behaviour and
actions on others. Conducts oneself
with a high level of ethic and
integrity. Mastery of specialised
knowledge applicable to the job role.
Leads by example and maintains high standards of intelligence, honesty, integrity, accountability and impartiality.
Demonstrates personal commitment and dedication to developing expertise in job role.
Understands how one influences and is perceived by others.
Works to develop and maintain positive and productive working relationships with all stakeholders.
Takes responsibility for mistakes and learns from them.
Uses skills, experience and discretion to achieve the best results.
Adaptability:
Changes method of approach when
necessary to achieve goals, adjusts
style as appropriate to the needs of
the situation. Responds to change
with a positive attitude.
Looks for ways to make changes work rather than only identifying why change will not work.
Adapts to change quickly and easily.
Shifts strategy or approach in response to the demands of the position.
Supports the team through change with a positive attitude.
Communication:
Communicates ideas and
information effectively, both verbally
and in writing. Uses language and a
style of communication that is
appropriate to the situation and
people being addressed. Makes sure
that others understand what is
going on.
Deals with issues directly.
Clearly communicates needs and instructions.
Clearly communicates decisions and the reasons behind them.
Communicates face to face wherever possible and if it is appropriate.
Speaks with authority and confidence.
Changes the style of communication to meet the needs of the audience.
Manages group discussions effectively.
Summarises information to check people understand it.
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Core Competencies Behaviours to Assess Performance
Supports arguments and recommendations effectively in writing.
Produces well-structured reports and written summaries.
Project Management:
Delivers and manages projects to
achieve business goals and
objectives.
Establishes project scope, sets objectives and develops project management plans to achieve outcomes.
Executes the work defined in a project management plan.
Oversees the progress and performance defined within a project management plan adapting the plan as required.
Acts as a reliable project manager, directing the work of other people and suppliers to deliver projects on time and within budget.
Teamwork:
Promotes cooperation and commitment within a team to achieve goals and deliverables.
Knows and supports teammates’ work and deliverables. Helps teammates who need or ask for support or assistance.
Acknowledges and celebrates the achievements of teammates. Praises the team and its achievement to others.
Encourages team unity through sharing information or expertise, working together to solve problems, and putting team success first.
Helps remove barriers to team productivity and success.
Ensures joint ownership of goal setting, commitments, and accomplishments. Involves everyone on the team.
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Position Specific Competencies
Position specific competencies are based on the nature of the Acting CEO work role and are unique
to this individual position.
Position Specific Competencies Behaviours to Assess Performance
Collaborative Team Leadership:
The ability to effectively manage and
guide group efforts. Includes
providing appropriate level of
feedback concerning group progress.
Creates broad ownership of organisational vision throughout
the organisation engendering energy and engagement to
help sustain it.
Builds consensus within the organisation.
Shares goals and priorities to increase alignment, co-
operation and opportunity to collaborate.
Creates a culture in which feedback is valued, sought out,
discussed broadly and acted upon.
Change Leadership:
The ability to manage, lead and
enable the process of change and
transition while helping others deal
with their effects.
Communicates a compelling vision and need for change
within the organisation that generates enthusiasm and
commitment to the process.
Obtains and provides resources to implement change
initiatives and works to make others feel ownership of the
change.
Clearly communicates the direction, required performance
and challenges to change to all stakeholders.
Identifies and enlists the support of key individuals and
groups to progress change.
Serves as a role model of the change that one expects of
others by demonstrating commitment to innovation and
continuous improvement in organisational performance.
Influence:
Asserts own ideas and persuades
others, gaining support and
commitment from others; mobilises
people to take action, using creative
Uses a range of approaches and strategies to gain support for
ideas.
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Position Specific Competencies Behaviours to Assess Performance
approaches to motivate others to
meet organisational goals.
Develops and effectively uses networks.
Able to make a good persuasive argument to
persuade/influence audience.
Seeks to convince others, rather than coerce compliance.
Identifies key decision-makers on issues of concern.
Makes concessions when required to enable agreement to be
reached.
Vision and Strategic Thinking:
The ability to support, promote and
ensure alignment with the
organisation’s vision and values. The
ability to understand how an
organisation must change in view of
internal and external trends and
influences.
Communicates vision for organisational success that sparks
excitement in others.
Influences others to translate vision into action.
Focuses on the organisation’s desired culture, work climate,
individual and group behaviours.
Collaborates with stakeholders to identify unique
opportunities to create value and drive organisational
direction.
Translates vision into a strategic plan to accomplish the
vision.
Coaching:
Works to improve and reinforce
performance of others. Facilitate the
skills development of others through
ability and willingness to delegate
responsibility, work with others and
coach them to develop their
capabilities.
Listens actively and effectively.
Provides feedback that is clear and direct. Describes the
impact of actions and checks for understanding.
Establish an effective, professional and positive relationship
with staff.
Establishes trust.
Focuses on staff member’s behaviours.
Creates and environment that enables staff to feel motivated
to work and interact.
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Position Specific Competencies Behaviours to Assess Performance
Demonstrates commitment to personal and professional
growth of each and every individual within the organisation.
Conflict Management:
The ability to prevent, manage, and
or resolve conflict.
Recognises conflict and identifies ways to help involved
parties work through conflict.
Identifies areas of agreement when working with conflicting
individuals or groups.
Maintains awareness of broad, longer term objectives and
works to ensure that all parties share this awareness while
seeking solutions.
Responds to opposing views in a non-defensive manner.
Ethics and Integrity:
The degree of trustworthiness and
ethical behaviour of an individual
with consideration for the
knowledge one has of the impact
and consequences when making a
decision or taking action.
Creates a culture that fosters a high standard of ethic and
integrity.
Behaves in a fair and ethical manner toward others.
Demonstrates a sense of corporate responsibility and
commitment to the organisation.
Questions decisions to determine whether they reflect the
values of oneself and the organisation.
Engenders mutual trust and confidence amongst all
stakeholders.
Demonstrates compliance with all legal and statutory
obligations.
Empowering Others:
The ability to convey confidence in
an employee’s ability to be
successful, especially at challenging
new tasks; share significant
responsibility and authority; allow
employees’ freedom to decide how
they will accomplish their goals and
Delegates responsibility, clarifies expectations and gives staff
authority in important areas of their work.
Encourages others to set challenging goals.
Holds others accountable for achieving results related to
their area of responsibility.
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Position Specific Competencies Behaviours to Assess Performance
resolve issues. Genuinely values all staff members’ input and expertise.
Shows appreciation and rewards achievement and effort.
Involves others when making decisions that affect them.
Action Management:
Designs and executes business-
driven strategy.
Builds an effective, sustainable organisation through
stewardship and governance
Creates, aligns, and integrates structures, systems, and teams
to better achieve objectives
Integrates the business plan into a transparent management
framework
Integrates legislation, regulations, and policies into
organisational practices
Fulfils obligations of management accountabilities
Applies and encourages strategic risk management practices
Integrates HR, Finance, IT, Information Management and
Communications issues into planning and actions
Revises goals and plans to reflect changing priorities or
conditions
Commits to a course of action
Makes decisions, initiates urgent actions, and remains calm
in crisis situations
Recognizes and acknowledges errors and makes corrections
People Management:
Leading people to achieve the vision,
mission and goals.
Ensures the workforce has the capacity and diversity to meet
current and future needs.
Provides clear direction on priorities and aligns the right work
with the right people; delegates tasks according to people’s
strengths and interests.
Ensures staff have the skills and resources to get things done.
Provides staff with coaching, training, and opportunities for
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Position Specific Competencies Behaviours to Assess Performance
growth to improve their skills.
Gives staff ongoing, constructive feedback on their
performance and progress in light of expectations and goals.
Holds timely discussions and performance reviews.
Builds accountability. Differentiates between high and low
performance. Rewards and recognises hard work and results.
Gives clear, honest feedback and manages non-
performance.
Works to create a strong team. Treats all staff fairly and
consistently. Shares accountability when delegating. Involves
staff in setting their performance goals.
Balances guiding the others’ actions with granting authority
for decision-making within set limits. Provides direction when
needed without micro-managing.
Financial Management:
Uses financial acumen to drive
sound financial management
processes.
Implements strategies to achieve operational efficiencies and
value for money.
Ensures that rigorous systems for financial information
management, internal audit and evaluation are in place and
regularly monitored and evaluated.
Fulfils obligations of accountabilities for organisational
finance and asset management.
Delegates authority, responsibility and accountability to
appropriate levels.
Acts on audit, evaluation, and other objective performance
information.
Manages stewardship issues actively, eg. audit and
evaluation committee findings
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Challenges
Working in a high volume environment where the range of stakeholder expectations can
result in competing priorities.
Exercising initiative, self-direction, and analytical and problem-solving skills to retain focus
on strategic and business plans.
Maintaining processes and systems to ensure State and Commonwealth contractual
obligations are met.
Establishing priorities to achieve outcomes/results that meet key performance indicators set
by the Commonwealth and NSW Governments.
Researching proposed initiatives to ensure the efficient use of limited time and resources.
Seeking and gaining support and collaborative partners in the public and private sectors for
new ideas and initiatives.
Supporting partners in the public and private sectors in developing new ideas and initiatives.
Ensuring high level of knowledge about government programs and supporting regional
communities to optimise access to appropriate funding.
Organising own work and meeting deadlines when working under considerable pressure
with large volumes of work.
Support improved co-ordination/delivery of regional development programs.
Knowledge, Skills and Experience
Excellent written communication skills, including the ability to prepare complex reports.
Demonstrated ability to maintain financial management and reporting systems.
Excellent interpersonal and persuasion skills to provide input and recommendation.
Well-developed skills in management of high level meetings.
An understanding of policy and program settings to align projects with Departmental and
Government priorities in relation to regional NSW.
High order organisation and project management skills.
Strong research and analytical skills
Knowledge of business issues and trends in relation to regional economic development.
Expertise in contract and human resource management.
Ability to exercise discretion in the use of commercially confidential and Government
information, and awareness of political issues.
Experience in the use of computer software programs such as word processing,
spreadsheets and databases.
Relevant tertiary qualifications or equivalent experience.
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Demonstrated understanding of Work Health & Safety, the principles of Equal Employment
Opportunity and the Charter of Principles for a Culturally Diverse Society.
3. SELECTION CRITERIA
Applicants’ suitability for the role will be assessed using the following criteria. Applicants are
required to demonstrate that they meet the following criteria as a minimum in their application.
Applications that do not address each of the essential selection criteria will not be considered.
Essential Criteria
1. Previous experience: Proven background and experience in similar positions, with a high level of
management experience.
2. Communication skills: Highly developed interpersonal, oral and written communication skills as
well as experience in public relations, including a demonstrated ability to communicate and liaise
with staff and external stakeholders as required.
3. Partnership development: The ability to develop partnerships and relationships with a range of
people within government, business, the media and the public to influence others to achieve
outcomes.
4. Project management and research skills: Sound analytical ability to identify, evaluate and analyse
problems and formulate and implement appropriate courses of action. High order project
management skills including the ability to handle numerous projects simultaneously.
5. Planning and time management: Excellent organisational and planning skills, high level of time
management and ability to prioritise and respond to changing demands in a professional manner.
This includes a proven ability to work under pressure, respond quickly to requests and achieve
effective results within given and at times tight time frames.
6. Financial management: Demonstrated ability to maintain financial management systems including
budgets, account structures and financial reporting.
7. Collaborative team leadership: Experience working with Boards and committees, including the
ability to effectively manage and guide group efforts and build strong organisational teams.
8. Contract management and administration: Expertise in negotiating agreements, administering
contract requirements, managing program and contractor relationships, and monitoring contract
performance for the effective delivery of consultancy services.
9. People management: Applies workforce planning and human resource development to manage
staff and lead people to achieve the vision, mission and goals.
10. Business development: Capacity to identify and develop new business opportunities.
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11. Policy and development expertise: Knowledge of government policy and decision making
processes, and regional development issues.
12. Understanding of and commitment to equal employment opportunity (EEO), ethical practice,
Work Health & Safety and the Ethnic Affairs Priority Statement.
13. A current driver’s licence.
Desirable Criteria:
1. Relevant tertiary qualifications.
2. Knowledge of the region and its stakeholders.
4. OTHER INFORMATION
This is a full-time contracted position for twelve months. The successful applicant may be entitled to
apply for further employment subject to Government policy on the future role of RDAs. Applicants
should note that the position will be based in Port Macquarie and will require regular travel
throughout the Mid North Coast region.
The total salary package will be based on the successful applicant’s skills and will be in the range of
$95,000 - $105,000 (pro rata) plus annual leave loading and Employer’s compulsory 9.25%
superannuation Contribution. The total benefit will include private use of a motor vehicle and
payment by the Employer of the FBT on vehicle use. The position will commence ??
5. APPLICATIONS
Applications close on Friday 2nd May 2014 and should be emailed to:
[email protected] with Subject: RDAMNC CEO Application
Applications must be submitted electronically and must include the applicant’s resume/CV and a
statement describing the applicant’s skills and experience in relation to each of the selection criteria
listed in item 3. Applications that do not address the selection criteria will not be considered.
For further information, contact Kelly on 0411 139 036