INFORMATION PACKAGE FOR APPLICANTS

Transcription

Position Information Package for Senior Advisor HR Systems MO Full Time
HOBART CITY COUNCIL
INFORMATION
PACKAGE
FOR
APPLICANTS
Position
Employment Status
Unit
Division
Applications Close
:
:
:
:
:
Senior Advisor HR Systems
Full Time
Human Resources
Deputy General Manager
Monday October 27, 2014
Thursday, 09 October 2014
CONTENTS OF THIS PACKAGE INCLUDE
1. An Introduction to the City of Hobart
2. Hobart City Council at a Glance
3. Hobart City Council Vision, Mission and Values
4. Hobart City Council Organisational Structure
5. Position Description and Selection Criteria
6. Conditions of Employment
7. Advice to Applicants
8. Submitting your application
INTRODUCTION TO THE CITY OF HOBART
Hobart is Australia's southern most Capital and second oldest settlement in Australia.
Resting on the shores of the River Derwent with Mt. Wellington as a backdrop, the City
boasts the best natural setting of any of the Nation's capitals.
Hobart is served by the Port of Hobart, one of the finest deep water harbours in the world. Its
airport is located on the eastern shore of the Derwent River, 22 kilometres from the City.
Hobart's residential suburbs are all in close proximity of the central business district with an
efficient transport infrastructure providing easy access throughout the City and environs.
The natural, physical splendour of the City of Hobart is one of the most precious assets that
we possess. Environmental awareness within the community has never been greater and
the Council is committed to a policy of environmental friendly development.
The Hobart City Council promotes an ethic of quality customer care and seeks to ensure that
the needs and aspirations of our community are met at all times.
We see the City of Hobart entering the 21st Century with a clear understanding of its place
amongst the great "livable" cities in the world.
Led by a dynamic Council, with a visionary strategic plan and a keen sense of purpose, and
an unbreakable unity with the community, Hobart is and will continue to be a city promising
real quality of life for this, and future generations.
HOBART CAN OFFER YOU:
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Affordable housing
Stress free travelling
Quality Educational opportunities
Multiplicity of recreational opportunities
Community events & festivals
Diverse cultural, entertainment & dining opportunities
Quality Tasmanian produce and seafood
Excellent community facilities
Beautiful physical setting
Fine harbour and protected waterways for boating
Easy access to popular, coastal holiday areas
Proximity to world class wilderness areas and experiences
The sense of history associated with Australia’s second oldest city
Renowned heritage architecture
CITY OF HOBART AT A GLANCE
Population
(Hobart Metropolitan area):
Mean Daily Max. Summer Temperature:
Mean Daily Max. Winter Temperature:
Average Annual Rainfall:
211, 656 (ABS Census 2011)
21.2C (Bureau of Meteorology 2013)
12.3C (Bureau of Meteorology 2013)
615.2mm (Bureau of Meteorology 2013)
Key industries:
 9,082 (19.7%) workers employed in “Public Administration & Safety” largest employer by
industry
 7,472 (16.2%) workers employed in “Health Care and Social Assistance”
 4,576 (9.9%) workers employed in “Education”
 4,145 (9%) workers employed in “Retail”
Housing costs:
As at March 2013 (provided by Real Estate Institute of Australia 2013) the median housing
price in Hobart is currently $360,000.
HOBART CITY COUNCIL AT A GLANCE
Total Expenditure - 2011/2012:
$100.3M
No. of voters on 2013 roll:
34,745 approx
No. of rateable properties:
23,803 approx
No. of equivalent full time employees (as at 30/03/13): 618
Further information on the City of Hobart and the Hobart City Council can be found on the
Council’s website at:
http://www.hobartcity.com.au
HOBART CITY COUNCIL VISION, MISSION & VALUES
VISION FOR THE CITY OF HOBART
In 2025 Hobart will be a city that:
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offers opportunities for all ages and a city for life;
is recognized for its natural beauty and quality of environment;
is well-governed at regional and community levels;
achieves good quality development and urban management;
is highly accessible through efficient transport options;
builds strong and healthy communities through diversity, participation and empathy;
and
is dynamic, vibrant and culturally expressive
THE MISSION
Our mission is to ensure good governance of our capital city.
HOBART CITY COUNCIL VALUES
At the Hobart City Council:
We're about people
We value people - our community, customers and colleagues
We're professional
We take pride in our work
We're enterprising
We look for ways to create value
We're responsive
We're accessible and focused on service
We're inclusive
We respect diversity in people and ideas
We're making a difference
We recognise that everything we do shapes Hobart's future
CONTINUOUS IMPROVEMENT
The Hobart City Council is building a corporate culture of quality and customer care that is
responsive to business and community expectations, encourages a supportive and
participative work environment for its employees and promotes improvement of its work
practices.
In support of these principles of continuous improvement, the organisation has introduced
quality assurance across all areas of activity and is currently expanding that certification to
include environmental management and occupational health and safety through an
integrated approach. The Council has also adopted the Business Excellence Framework, a
leadership and management approach to creating an environment for continuous
improvement.
In 2008 the Hobart City Council was the proud recipient of the SAI Global Business
Excellence Gold Award and Excellence Medal recognizing its success and performance at a
national level.
Hobart City Council is committed to improving its performance well into the future.
WORK HEALTH & SAFETY
The health and safety of its employees, contractors, volunteers and visitors is a priority issue
for the Hobart City Council. The Council is committed to providing a safe and healthy work
environment and to taking all reasonable steps to ensure that all employees and contractors
of the Council are safe from injuries and risks to health whilst they are at work. The Hobart
City Council is also committed to ensuring that volunteers and visitors are safe from harm
when in Council workplaces.
The Council makes available the appropriate resources to ensure that it complies with
relevant work health and safety legislation and that the workplace is a safe and healthy one.
The Council has in place a comprehensive system of work health and safety committees
covering all of its workplaces.
EMPLOYER OF CHOICE & GENDER EQUITY
The Hobart City Council is committed to being an employer of choice. To support this
objective the Council provides contemporary conditions of employment, competitive pay and
maintains a committed and a proactive approach to the following key areas:
Equity and Discrimination
The Hobart City Council is committed to the principles of equity and equal employment
opportunity, to the elimination of inappropriate and unlawful discrimination, all forms of
harassment (including sexual harassment) and bullying in the workplace. The Council aims
to create and sustain a work environment which supports mutual trust and respect and will
take all reasonable steps to ensure that:
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All employees are able to enjoy a workplace that is free from inappropriate and
unlawful discrimination, harassment and bullying;
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principles of equity and equal employment opportunity are reflected in the Council’s
policies and procedures in respect of employees and employment; and
There are effective procedures in place for the resolution of the genuine concerns
and grievances of employees.
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Family-friendly Policies
The Hobart City Council has in place a range of family-friendly policies and flexible working
arrangements which will assist both male and female employees in meeting their family
obligations.
Opportunities for Women
The Hobart City Council is committed to gender equity and is an equal opportunity employer.
Female candidates are encouraged to apply for vacancies with the Council and selection of
the successful candidate in any recruitment is based on merit and suitability for the role
without regard for gender.
In employment, the Council’s policies and actions will reflect the notions of equal opportunity
for both genders, including equal pay for the same work.
HOBART CITY COUNCIL ORGANISATIONAL STRUCTURE
Nick Heath
General Manager
Philip Holliday
Director Community
Development
 Community Inclusion
 Equal Access
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Coordination
Youth Programs
Aged Services
Cultural
Development
Events and
Marketing
Summer Events
Markets
City Marketing
Heather Salisbury
David Spinks
Neil Noye
Rob Mather
Mark Painter
Deputy General Manager / Director
Corporate Services
Director
Financial Services
Director
Development &
Environmental
Services
Acting Director
Parks & Customer
Services
Director
Infrastructure Services
 Human Resources
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 Legal Services
 Integrated
 Information
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Management
System and Risk
Management
Economic
Development
Tasmanian Travel
and Information
Centre (TTIC)
Corporate
Governance and
Performance
Management
Strategic and
Corporate
Planning
General Managers
Office
Management
- Information
Management
& Services
- Records
Management
- Library
Services
- Information &
Communication
Technology
- GIS
 City
Government
 Administrative
Services &
Support
 Hallkeeping
 Strategic Financial
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Planning
Financial and
Management
Accounting and
Reporting
Budgets
Rates
Investments
Management
Debt Management
Central
Procurement Unit
 Strategic Land
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Use Planning
Planning
Schemes
City Design
Environmental
Planning
Heritage & Urban
Design
Development
Permits
Compliance
Environmental
Health
Immunisations
Premises
Registration
Environmental
Nuisances
 Engineering Services
 Open Space
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Group
Group
- Parks and
Recreation
- Bushland and
Reserves
- Open Space
Planning
Customer
Services
Parking
Operations
The Hobart
Aquatic Centre
(THAC)
Media
Management
Health and
Wellness
Animal Control
City Inspectorate
-
Environmental
Engineering
Road Engineering
Traffic Engineering
Civil Works
Emergency
Management
 Professional & Support
Services Group
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Asset Services
Surveying Services
Architectural
Projects
Engineering
Projects
 Environment &
Operational Support
Group
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Fleet & Fabrication
Services
Environmental
Services
Position Information Package for MO Full Time
POSITION DESCRIPTION
POSITION DETAILS:
POSITION:
POSITION NO:
EMPLOYMENT STATUS:
DIVISION:
UNIT:
LOCATION:
CLASSIFICATION:
RESPONSIBLE TO:
PD LAST UPDATED:
Senior Advisor HR Systems
4583
Full Time
Deputy General Manager
Human Resources
Town Hall
MO Level 4
Manager Human Resource Operations
30 June 2014
OBJECTIVES:
UNIT OBJECTIVE:
To provide an effective, contemporary and valued Human Resource service to the Council,
its Divisions, management and employees in relation to all aspects of Human Resource
Management, including recruitment, industrial relations, remuneration and benefits, HR
planning and strategy, learning and development (including training), workplace health and
safety, workers compensation, HR policies, payroll, equity and diversity, performance
management, the disciplinary process and employment issues and employee welfare; so as
to create an environment that provides for staff to maximise their potential and contribution to
the organisation in a workplace that is safe and free from harassment and discrimination.
POSITION OBJECTIVE:
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Ensure the effective administration of the Council’s TechnologyOne Human Resource
Information System (HRIS), including the implementation and configuration of new
system modules, development of reports, and maintenance of system data to ensure
Council can optimise the HR system capability and functionality;
Supervise payroll processes and staff including the delivery of Council payrolls and
employee leave and entitlement systems;
Support the Manager Human Resources Operations in the delivery of effective HR
services to the Council.
KEY FUNCTIONS AND RESPONSIBILITIES:
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Administration, maintenance and effective operation of the Council's TechnologyOne HR
information system (HRIS), including maintenance and integrity of data in the system.
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Further development and improvement of the HRIS, including testing & implementation of
new versions and patches with minimum disruption to delivery of services and capability.
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Provision of data and the preparation of reports from the HRIS as required.
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Liaise with the Information Services Unit and the supplier of the HRIS as necessary with
respect to the effective operation, development and advancement of services including
the resolution of any problems associated with the HRIS.
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Supervise payroll staff and associated processes so as to ensure accurate and timely
preparation and delivery of all Council payrolls including employee leave and
entitlements.
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Management of position information and the production and maintenance of Council’s
organisation charts.
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Monitor and audit work rosters, attendance registers and local work arrangements.
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Administer Council’s superannuation and workers compensation obligations.
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Contribute to development of the Council's position on remuneration practices and
employee benefits.
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Involvement in other general HR processes and issues consistent with the background,
skills and capability of the successful candidate.
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Contribute to the development of the Unit’s Business Plan and operating budget, and be
accountable for expenditure within the prescribed level of delegation for the position in
accordance with the budget.
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Undertake any HRIS, human resource or payroll projects or any other duties as may be
required by the Manager Human Resources Operations.
Work Health & Safety: To take reasonable care that your acts or omissions do not
adversely affect the health and safety of yourself or others in the workplace, to comply with
any reasonable instructions given to you by the Council and to comply with the requirements
of any and all WHS policies and procedures.
To implement and maintain Council’s WHS Management System, to ensure that the work for
which you are responsible is carried out in accordance with this System and the WHS
legislation and to provide appropriate WHS information, instruction, training and supervision
to workers for whom you are accountable.
Note: Whilst the key functions and responsibilities for the role are set out above, the Council
may direct an employee to carry out such duties or tasks as are within the limits of the
employee’s skill, competence and training.
ORGANISATIONAL RELATIONSHIPS:
INTERNAL:
Directors, Managers, Supervisors, HR Unit staff and employees of the Council. The Senior
Advisor HR Systems reports to Manager HR Operations.
The following positions report to the Senior Advisor HR Systems:
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Payroll Coordinator – MO Level 3
Payroll Officer – MO Level 2.
EXTERNAL:
TechnologyOne (HRIS provider), superannuation fund administrators, workers compensation
insurer, unions, government agencies, in particular the Australian Bureau of Statistics and
the Australian Tax Office.
SELECTION CRITERIA
QUALIFICATION AND/OR EXPERIENCE
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Appropriate tertiary qualifications with significant practical experience as a Systems
specialist, in an HRIS environment at a senior level.
ROLE SPECIFIC/ TECHNICAL SKILLS AND KNOWLEDGE
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Specific and relevant experience and skills in the technical administration, configuration,
implementation, use and enhancement of a contemporary HRIS and the management
and use of the data in the system.
An understanding of and experience with payroll systems and their organisational
deployment including associated leave and entitlement systems.
An understanding of contemporary human resource management and organisational
issues, systems, practices, policies and relevant legislation.
Strong computer skills, including a high level of competency in Excel, experience in
Microsoft environments and the ability to utilise and optimise the use of HR systems
GENERAL SKILLS AND KNOWLEDGE
Planning & Monitoring:
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Act with a level of autonomy and self-management within the framework of day-to-day
operations and the defined responsibilities for the role.
Ability to solve complex operational problems using a proactive approach.
Can prepare and implement short-term (operational) and long-term (strategic) plans.
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Strong skills and experience in project management including the ability to develop
implementation plans for new system enhancements and the coordination of activities
during delivery.
Able to effectively supervise the work of others to achieve desired outputs and targets.
Communication:
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Capacity to communicate and negotiate effectively with employees at all levels of the
organisation.
Good interpersonal skills and the ability to develop and maintain effective working
relationships within a team environment and with staff generally across the organisation.
Preparation of written reports, memos, discussion papers and procedures that can be
easily understood and acted upon.
Generate HRIS reports and analyse operational procedures to identify and recommend
opportunities for the advancement of HR initiatives.
CONDITIONS OF EMPLOYMENT
AGREEMENT:
The provisions of the Hobart City Council Enterprise Agreement 2012 apply to this position.
SALARY:
This position is classified as a Level 4 within the Municipal Officers classification structure.
The salary range is from $72,374 to $82,910 per annum. The salary paid will be within that
range according to the employee’s qualifications and experience.
LEAVE ENTITLEMENTS:
Annual Leave:
For each full year of service, an employee accrues an entitlement to 152 hours annual leave
exclusive of public holidays.
Purchased Leave Scheme:
The purchase leave scheme allows an employee to purchase an additional 4 weeks leave
per year by an appropriate reduction in salary for a period of 12 months.
Long Service Leave:
An employee’s long service leave entitlement of 488 hours becomes available after 10 years
of service. Employees will be entitled to payment of pro-rata long service leave on
termination after 7 years of service.
Personal Leave:
An employee is entitled to 101.5 hours of personal leave on commencement. Further
personal leave accrues thereafter at the rate of 101.5 hours per year. Personal leave may
be used when the employee is:
 absent due to personal illness or injury; or
 required to provide care to a member of the employee’s immediate family or
household who is ill or injured and requires such care.
17.5% of any unused personal leave will be paid to the employee on retirement or
resignation.
Parental Leave:
Under the HCC Enterprise Agreement paid maternity leave (13 weeks) and paid paternity
leave (2 weeks) is available to employees after 9 months of service. Employees are also
entitled to unpaid parental leave. In addition to entitlements to paid parental leave under the
Agreement, employees are also entitled to paid parental leave under the Federal
Governments National Paid Parental Leave (NPPL Scheme)
Annual Leave Loading:
Annual leave loading is paid in early December each year. Payment is 17.5% of salary for a
4 week period.
HOURS OF WORK:
The spread of ordinary hours under the Agreement is from 6:00 am to 6:00 pm Monday to
Friday. For a full-time employee, the normal hours of work will be 38 per week and will be
worked in accordance with the prevailing arrangements for this position within the Corporate
Services Division. Most employees however, work to either a 9 day/ 2 week cycle, with 1
rostered day off every 2 weeks or a 19 day/ 4 week cycle with 1 rostered day off every 4
weeks.
SUPERANNUATION:
The Hobart City Council will make employer superannuation contributions on the employee’s
behalf at a level of 12.5% of the employee’s ordinary time earnings (as per the Australian
Taxation Office definition).
Employer contributions may be directed to either Quadrant Superannuation or Tasplan Super
or any other complying superannuation fund of the employee’s choice. If no choice is made
by the employee the Council will direct the employer contributions to Quadrant
Superannuation, as the default fund for Council employees.
Employees may make voluntary personal superannuation contributions to their chosen fund,
either by salary sacrifice out of pre-tax income, or out of post tax income.
REMOVAL AND RELOCATION EXPENSES:
When a person residing interstate or beyond daily commuting distance from Hobart is
appointed to a permanent position with the Council, the reimbursement of removal expenses
relating to the appointee, partner and any dependent children (if applicable) may be paid
subject to the conditions contained within the Council’s Removal Expenses policy.
TRAINING AND DEVELOPMENT:
It is the Council's desire that every employee be given the opportunity to develop. The
Council's commitment to this aim is seen through:
a)
b)
Provision of fully funded training for in-house and external training courses.
Study assistance, for employees undertaking relevant qualifications
HEALTH, FITNESS AND WELFARE:
The Council offers employees the opportunity to access lower cost private health insurance
cover through:
 The Local Government Employees Health Plan; or
 The Bupa Corporate Health Plan.
Staff discounts are provided for all employees for aquatic and gymnasium membership at
The Hobart Aquatic Centre. Employees are also entitled to free gymnasium membership of
the HCC Health and Wellness Centre located in the Hobart Council Centre.
Independent counselling services are provided if needed by a Council sponsored “Employee
Assistance Program”, which is also available to immediate family. This confidential service is
available 365 days a year.
An active Staff Social Club conducts regular events for members and staff.
MEDICAL ASSESSMENT:
Comprehensive pre-employment medical examinations including drug and alcohol testing for
candidates are an integral step in the recruitment and selection process.
PROBATION PERIOD:
The appointment to this position is subject to a probationary period of 3 months.
ADVICE TO APPLICANTS
Thank you for giving consideration to applying for a position with Hobart City Council. Please
read the following information before applying.
THE SELECTION PROCESS
Hobart City Council positions are filled in accordance with suitability for the position, the
relative merits of the candidates and relevant legislative requirements. Merit and suitability
are assessed through a selection process that comprises the written application, the
applicant's performance at interview, any assessment tools that are utilised and referee
reports.
YOUR APPLICATION
Job applications need to be clear and concise as this is the first step in demonstrating your
relevant knowledge, skills, qualifications and experience. All applications will be considered
based on the essential and desirable requirements of the positions (the selection criteria is
sometimes referred to as required attributes). The selection panel reviews all written
applications and short-listing for the interview is based upon statements addressing the
selection criteria. Many applicants do not proceed past this first stage of assessment due to
failing to provide sufficient information in their applications.
Your application should provide information that demonstrates the following:
 Your knowledge and skills against each of the selection criteria citing relevant
examples.
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Your experience and qualifications and/or ability to develop the skills required.
Presentation
Please do not use a presentation folder when submitting your application. Simply secure
your application with a paper-clip in the left-hand corner. As your application will not be
returned to you, it is important that you keep a copy for your reference, making sure that you
do not include original documents.
THE FORMAT FOR YOUR APPLICATION IS:
Covering letter
It is recommended that you include a short covering letter that introduces yourself and details
the reason that you are applying for the position.
Current resume/curriculum vitae
A resume is a history of your employment and work experience and should cover the
following areas:
 Your employment history in reverse chronological order, starting with your current
employment.
 Details of the positions that you have held, including employment dates, capacity in
which you were employed (e.g.; full-time, part-time, casual), where you were
employed and brief outline of the main duties and responsibilities.
 Your educational qualifications. This should include the title of your qualification, the
year awarded and the title of the institution attended. Copies of your academic
qualification should also be attached.
 Information regarding training courses or developmental programs that you have
attended should also be included.
Selection Criteria
A statement addressing the selection criteria must be included with your application.
The selection criteria represent the minimum level of knowledge and skills that individuals will
need in order to satisfactorily perform the duties of the position. You must address each
criterion in your application citing relevant examples on how you believe you meet or have
the potential to meet the requirements. The criteria should also be addressed in terms of the
major duties of the position for which you are applying.
Applications are rated against the selection criteria in order to short-list candidates for
interview and then to select the most suitable and meritorious applicant form the field of
candidates interviewed.
In addressing the selection criteria you should consider the following guidelines:
 Read the selection criteria carefully and identify the major factors in each selection
criterion.
 Determine how you meet each criterion.
 When making a statement on how you meet the criteria, cite relevant examples that
detail how you were involved in a process, or how you applied a relevant skill or
ability. In providing evidence or support your achievements, explain how you were
successful.
 Check that you have addressed the major factors.
 It is not sufficient to simply state that you meet the criteria without explaining how.
 The suggested length of response should be approximately half-one page per criteria.
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As a general rule, the more senior the role, the more complex the selection criteria
and the more detailed your response should be.
Please note:
accepted
Applications that do not address the selection criteria will not be
Referees
Details of at least two referees should be included with your resume. It is desirable for at
least one referee to have been a supervisor or manager from your past employment.
You should:
 Supply each referee's name, position, organisation, business address and contact
telephone number/s.
 Contact your referees with the details of the position that you are applying for in the
event that they may be contacted to provide a verbal report about your skills and
abilities and suitability for the position for which you are applying.
SUBMIT YOUR APPLICATION
Applications can be submitted either by:
Mail
Group Manager Human Resources
Hobart City Council
PO Box 503
Hobart TAS 7001
Or
Email
[email protected]
Further Information:
For further information regarding this position please contact: Jayne Lockley – Manager
Human Resource Operations on telephone number (03) 6238 2153 or via email at
[email protected].
Closing Date for Applications: Monday October 27, 2014
Please note: Applications that are not received by the closing date will not be accepted.
N.D Heath
GENERAL MANAGER

INFORMATION PACKAGE FOR APPLICANTS

Transcription

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