RECRUITMENT & INDUCTION

Transcription

1 Document uncontrolled when printed Policy ID no: HR 12 RECRUITMENT & INDUCTION This policy is applicable to: all Focus ACT employees. DOCUMENT CONTROL Managed by: Project Officer Version: 2 Approved by: Policy ID No: Focus Board of Directors HR12 REVISION RECORD Date Version Revision description June Human Resource policies moved into new templates in 2014 during organisation s rebranding no substantial changes made. 1 of 6

2 Recruitment Focus ACT is committed to recruiting employees: to ensure the organisation is adequately and effectively staffed at all times; who possess the qualities and qualifications relevant to the position; and who possess the attitudes, values & philosophy consistent with the purpose of Focus Focus employees are recruited and appointed in accordance with standard employment procedures. Procedures Induction Induction or orientation is the process by which a new staff member learns about and becomes part of the organisation. The purpose is to provide the necessary information about people that Focus assists as well as information about the organisation. An orientation plan will be developed and completed by Focus staff and may include the following: An introduction to the organisation s goals and governance model Definition of the terms of employment, employment conditions, organisation policies and procedures and expected work standards Explanation of occupational health and safety procedures and practices Acquainting the staff member in detail with the requirements of the job (including required training) so that proficiency in the job is achieved Specific accommodation support information Establishing a commitment by the employee in achieving organisational goals and objectives Employee Personnel File Each employee has a personnel file that is maintained by Focus. Personal information will be collected and maintained by Focus to comply with information privacy principles. Employment personnel information is considered confidential. The file includes: letter of application, resume and letters of reference copy of the letter of appointment signed job description and terms and conditions of employment police record clearance remuneration details income tax form and superannuation details performance management and appraisal information 2 of 6

3 employee training record any job related personnel correspondence and information A personal information form (summary of employee personal, medical and emergency contact information) Focus uses standardised employment practices to ensure that employees are recruited and appointed on merit, and that the organisation adheres to relevant employment legislation. Advertisement The job vacancy should contain the following: job title brief description of the position role of the organisation essential job requirements application requirements closing date remuneration contact officer details the statement that Focus ACT is an equal opportunity employer on all recruitment advertising Allow adequate time to prepare and proof the advertisement to ensure that Focus maintains a high level of professionalism. Position Statement and Selection Criteria Review and/or approve the current duty statement and selection criteria. Prepare an Applicant Information Package: duty statement and selection criteria Annual Report any other relevant information Processing Enquiries record applicant enquiries about the position record contact details of all applicants Applications All applications are post-dated and considered confidential. 3 of 6

4 Interview Selection determine interview panel determine the process of selecting applicants for an interview and appointing a candidate to the position all interview panel members to record skill and experience log of all applications select suitable candidates and arrange interviews inform other candidates that they were not selected for an interview Interview Preparation determine the format of the interview develop interview questions based on the duty statement, selection criteria and key requirements for the position determine how questions will be rated Interviews determine the role of each member of the interview panel describe the interview process to the candidate, including the requirement to undertake a police clearance determine the start date for the position inform the candidate when a decision will be made Post Interview Each interview panel member will rate each applicant and discuss suitability for the position and complete an interview summary for each applicant. Referee Check Prepare specific questions related to the job and Focus requirements. Include questions which provide evidence of skills and abilities outlined by the candidate during the interview process. complete referee form inform interview panel of referee comments Offer of Employment If desired, an informal second interview may be conducted in the case where there are two suitable candidates, or where further information is required by a potential candidate. An informal process allows both the employer and candidate to ensure that a suitable job match has been made and provides an opportunity to clarify the employment conditions and expectations. After the selection process is complete, the panel will compile recommendations regarding the suitable candidate. Recommendation for appointment will be approved by the Chief Executive. Notify the successful candidate by phone and seek verbal acceptance. If candidate declines position, consider other suitable candidates. 4 of 6

5 Prepare letter of appointment outlining the following commencement date remuneration probationary period terms and conditions of employment orientation schedule any additional benefits and/or entitlements the timeframe for acceptance of the offer of employment The offer of employment will be contingent upon a police check that indicates no previous history of any offence(s) that would jeopardise the safety of people with a disability. Two copies of the terms and conditions of employment and the duty statement will be posted to the candidate to consider and sign as an offer of employment. Post Offer of Employment After the candidate has accepted the position, inform the other candidates that they were not successful. If any person requests feedback about their interview, refer to the interview summary information. Induction (Orientation) develop a training and induction schedule list prior to the employee commencing employment the Chief Executive and/or senior staff will provide information about Focus governance and organisational policies and procedures other staff members will be asked to provide an orientation and/or training related to administration and accommodation support the timeframe for the induction and training period varies depending on the position but will be completed within the probationary period Recruitment Forms and Templates selection criteria position statement interview selection interview format referee check form police check form letter of offer terms and conditions of employment probation termination letter probationary review template orientation, training and appraisal checklist 5 of 6

6 Other relevant policies and procedures related to recruitment and induction: Accommodation and Disability Service Standards policies and procedures Human Resource manual Focus ACT Enterprise Agreement of 6