Staff recruitment, induction and performance appraisal procedure. Link to National Regulations and National Quality Framework

Transcription

1 Staff recruitment, induction and performance appraisal procedure Policy Number 2.2 Link to National Regulations and National Quality Framework o Quality Area 7: Leadership and service management Standard 7.1 Effective leadership promotes a positive organisational culture and builds a professional learning community. Element 7.1.2: The induction of educators, co-ordinators and staff members is comprehensive. National Quality Framework (October 2011) Aim To ensure staff are acquainted with and become familiar with the centre practices. To provide procedures when selecting and recruiting staff according to the centres current needs and regulatory requirements. To provide a framework for achieving high quality work performance and high job satisfaction. Implementation Recruitment Sound selection procedures will be in place when recruiting all staff, the following broad principles will provide a guide to the staff recruitment process: applicants will be assessed on merit, ability, skills and experience. English language ability will be assessed against the requirements of the position the ability to speak another language other than English can be an advantage. the required experience and qualifications will be directly related to the tasks and duties of the position. Chilverleigh will strive to be an Equal Opportunity Employer. Chilverleigh complies with the NSW Anti-Discrimination Act (1977), therefore nondiscriminatory language will be used in reference to all positions. This involves Issued 29 th December 2005, reviewed October

2 avoiding reference to characteristics such as ethnicity, gender, marital status, and age (unless a characteristic is essential to doing the job properly). The following steps will be adhered to when selecting and employing staff: CLARIFYING THE NEED FOR THE POSITION Change of staff will be used as a time to review the purpose of the vacant position. The following questions will be considered: - Has our service changed in any way? - What plans do we have for change? - Do we need a new member to do the same position as the person who has left? - What level of experience does this position hold? An exit interview will be provided with the staff member who is leaving. The interview will be used as a tool to clarify the need for the position. DEVELOP A POSITION DESCRIPTION Provide a clear and concise position description to provide to new applicants. The position description will outline the main duties, responsibilities and what is expected from the employee and the position. Job descriptions will vary depending upon the position. The following positions will be of need; - Early Childhood Teacher / Bachelor of Education. - Child Care Worker / Associate Diploma. - Child Care Assistant / Untrained. - Cook. As a guide, each position description will contain the following information: Position title, location, program, qualifications, and position level. An overview of the main purpose of the job. Reporting and accountability. A list of essential criteria including; knowledge and skills, education and training, work experience, personal attitude requirements and physical requirements. These skills and experience are necessary to perform the job. A list of selection criteria that is desirable. Contact details for further information. ADVERETISE Advertising will take place where quality job seekers are looking, this may include; newspapers, noticeboards, universities, TAFE, Centrelink and professional journals. The following will be included in the advertisement; Position Title. Brief description of the position. Issued 29 th December 2005, reviewed October

3 Name of the organisation, size and type of care. The essential and desirable qualities. Specific information: hours of work, reference to an award. Contact numbers for further information. Closing date. Address to send application. BRIEFING MATERIAL AND SHORTLISTING APPLICATIONS Initial job seekers will need to apply in writing, including a covering letter, resume, referees names and copies of qualifications. A shortlist of acceptable applications will be developed; these applicants will be called for an interview. Briefing material will be sent to these applicants. The material will cover; position description, selection criteria and information about the service, such as, philosophy and aims of the service and relevant policies. Chilverleigh complies with the Commonwealth Privacy Act 1988 Privacy Amendments (Private Sector) Act 2000, all applicants will be treated in strict confidence. INTERVIEWING A standard format for each individual will be applied in the interview. The interview will be used as a tool to gain as much information about the applicant as possible; this assists when comparing applicant s qualities with the selection criteria. Interviews will be planned at allow approximately 30-40minuts for each interview, with 15 minutes in between applicants. Six applicants will be the maximum interviews in one day. Points to consider when interviewing; Ensure that the interview room is quiet, private, well lit and ventilated. Seating needs to be comfortable. Ask prepared questions in the same way for each applicant. Ask open-ended questions. These questions need to relate back to the position description and the selection criteria and need to be clear, concise and standardised. Be fair, equitable and non-discriminatory as an interviewer. Phrase questions as objectively as possible and judge applicants on the same basis. SELECTION OF APPLICANT Referees will be contacted verbally (two referees will be needed) and questions will be asked that relate to the selection criteria. Re-interviewing may need to take place if there are no suitable applicants. Issued 29 th December 2005, reviewed October

4 Once a decision has been made contact the successful applicant and offer them the position by phone and in writing, provide a firm starting date, before contacting the unsuccessful applicants. When the position has been accepted, a letter of appointment will be written to the successful applicant. The letter will include: The title of the position. The name of the relevant award. The classification under the Award. Rate of pay. The expected duties and responsibilities. Specific hours of employment. Any annual close down period. Outline of superannuation benefits. Starter Pack, containing a contract, all necessary employment forms. Induction An induction program is set up for new staff, and all staff will be provided with in-house training by management. The training will cover the items in the Employee Induction Checklist which will be completed by the Director with the new staff member. A photograph will be requested by each staff member, this will be put on display in each room. Staff are welcome to visit the centre before their actual work start date commences. Performance Review / Appraisals Appraisals are part of Staff Development, and are used to monitor and assess staff performance. They are important, as they: - increase staff motivation through personal recognition and development. - provide constructive feedback to staff on their work performance. - clarify individual staff goals. - identify training and development needs. All staff have a three month probationary period, during this period staff will be given regular feedback from their supervisor. At the conclusion of the probationary period staff will undertake a performance review. The performance review will be structured and more formal. It will provide opportunity for Issued 29 th December 2005, reviewed October

5 discussion in each area of work. These areas of work will be based on the employee s main duties and responsibilities outlined in their job description. Appraisals take place annually and are used as a tool to reflect upon their work practices and used as a way to encourage growth in staff skills and knowledge. An appraisal is a formal interview between each employee and the Director. It allows for identification of individual staff training needs and career development goals. An agreed action plan will be developed as a result of the annual interview process, to be written and signed by both parties and implemented over the next year. Issued 29 th December 2005, reviewed October