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INFORMATION FOR APPLICANTS

Please read this information before dispatching your application.

Applying for a Position with Upper Hunter Shire Council

Thank you for your enquiry regarding the recently advertised position with Council.

These notes have been developed to assist you to prepare your application and to provide information on Council as an organisation.

The following information is to be provided in your application:

• A covering letter.
• A written assessment of your skills/competencies, with examples of your experience, in relation to each of the skills, competencies and major tasks of this position.
• A resume.

The covering letter is to be addressed to the General Manager. It should be a brief letter -  one page or less. You may wish to outline one or two major "selling" points.

Council's job description contains Essential Skills and Competencies, Desirable Competencies and Major Tasks. Council appoints staff on merit and wishes to appoint the best people, based on an assessment of their skills, experience and potential to meet the future needs of the organisation. It is important for you and Council to get a good "match" between the person and the position.

To assist with selecting interviewees, you are required to provide a written assessment of your skills/competencies, with examples of your experience, in relation to each of the skills, competencies and major tasks of this position (as outlined in job description and competency matrix). This will also provide an opportunity for you to consider your suitability for the position.

The resume will cover education, work history, specialist skills or personal qualities along with telephone numbers for yourself and two (2) work-related referees. Upper Hunter Shire Council expects that one of the referees will be your current supervisor.

Applications to be received by 4pm on the due date. Council accepts no responsibility for applications that are not received by the due time. Late applications may be excluded from the initial cull.

Applications may be mailed, faxed or emailed, and are to be addressed to the General Manager:

PO Box 208                                Fax: (02) 6545 2671            council@upperhunter.nsw.gov.au
SCONE NSW 2337

Applications will be acknowledged on receipt.

If your application is short listed, you will be contacted by telephone to arrange an interview.

The interview will be carried out by a panel of three (3), and may include a person other than a Council employee.

Interviews

Questions will be based around the Major Tasks and Critical Skills. You should bring documents that support your competency in these areas.

Testing may be undertaken in skills required for the position.  Prior advice will be given for any tests that are required to be undertaken.

Advice of Appointment or Non-Appointment

Following:-

• interviews, reference checks and a medical examination (including a drug and alcohol test) of the preferred applicant(s), the interviewing panel prepares a recommendation for consideration by the General Manager;
• approval of the proposed appointment, the preferred applicant is provided with a "letter of offer" of appointment to the position;
• written acceptance of the position by the preferred applicant,
• then unsuccessful applicants will be advised of the outcome of the recruitment process.

Conditions of Employment*

Consultative Committee: Council has a Consultative Committee in accordance with award requirements which deals with consultation on industrial and structural reform matters between Council and staff.

Code of Conduct: The code details the conduct requirements of Councillors and staff, and must be adhered to. The code is based on the standard code which has been adopted by the vast majority of NSW councils. It is available electronically on every PC in the office, on Council's website (www.upperhunter.nsw.gov.au) and in hard-copy format.

Corporate Uniform: Council's policy provides for a $500 (excl GST) subsidy on initial purchases of the approved staff uniform and $250 (excl GST) per annum  thereafter. Arrangements may be made to repay any additional purchases over 6 months through payroll deductions.

Equal Employment Opportunity: Upper Hunter Shire Council has adopted an EEO Policy and Plan, with all recruitment and selection based on merit. All staff at Council are expected to uphold the Council's EEO Policy, and to ensure that the intention and spirit of that policy is followed in their work, including the work of others for whom they are responsible. It is available electronically on every PC in the office, on Council's website (www.upperhunter.nsw.gov.au) and in hard-copy format.

Higher Duties Allowance: Employees who are required to perform higher duties outside their stated duties shall be remunerated appropriately in accordance with Council's Higher Duties Allowance policy.

Hours Of Work: Will alter, depending upon the position being applied for.  A rostered day off (RDO) system is available for applicable positions.

Occupational Health & Safety: All employees of Council must be committed to the employment obligations of the Occupational Health and Safety Act 2000 and related regulations.

Occupational Health and Safety Committee: This important committee operates in accordance with the Occupational Health and Safety Act 2000 and related regulations. It has representation from a full cross section of the organisation. It aims to encourage employee participation and assistance to the organisation to develop and maintain a safe place of work.

Policies and Procedures: Council's policies and procedures must be adhered to. They are available electronically on every PC in the office, on Council's website (www.upperhunter.nsw.gov.au) and in hard-copy format. The policies and procedures are subject to constant review. The review process includes staff consultation.

Pre-Employment Medical Assessment: This is a requirement for all positions and appointments and includes a drug and alcohol test. It is consistent with Council's desire to ensure that employees have the capability to perform their job function without exposing themselves and other employees to injury.

Office employees may arrange to have a medical assessment by a doctor of their own choice, using Council's "Pre-Employment Medical Examination" form. Field employees are medically assessed by the Joint Coal Board, at Singleton.

Probation: The appointment is not subject to a probationary period, unless otherwise specified.

Reimbursement Of Telephone Expenses: Certain employees of Council are entitled to assistance with telephone expenses. This depends on the requirement to be a regular "on call" employee, or if the employee possesses specialist knowledge which may be required in times of emergency. This position will receive reimbursement of telephone rental and claims may be made for telephone calls made on behalf of Council.

Smoke Free Workplace: Council has a smoke-free workplace policy within its buildings and plant.

Study Assistance: Study assistance is available in accordance with Council's Training Policy and annual Training Plan. Where study is a requirement of the position, Council will meet all reasonable expenses. The application of this clause for individuals who are continuing with or commencing studies, must be determined prior to acceptance of the position.

Superannuation: Immediate membership (or continuation) to the State Superannuation scheme is available. This is an optional contributory scheme that also handles Council's contribution of the compulsory Superannuation Guarantee Charge on your behalf.

Training and Education: Council may require the employee to attend job relevant seminars or training schools from time to time for which Council will bear all reasonable travel, sustenance and accommodation expenses, along with course fees, in accordance with the Training Policy and annual Training Plan.

Staff Organisations

Social Club:  Council has social clubs available for outdoor and indoor staff to join. 

Staff Association:  All administrative staff below the level of Directors are eligible to join the staff association which brings together the members of the various unions and associations within the organisation to deal with industrial and other matters, for reference to the Consultative Committee or for negotiation with the organisation (ie the General Manager and Directors). 

Contact details
Melanie Caban - Human Resources Officer
02 6540 1116 (ph)
02 6545 2671 (fax)
council@upperhunter.nsw.gov.au

© 2008 Upper Hunter Shire Council
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