CALD Liaison Officer Job Description - Relationships Australia Victoria

CALD Liaison Officer
Job Description
Position Title:
Location:
Salary:
Tenure:
CALD Liaison Officer (0.6EFT)
Central Office
$60,156 - $62,719 + 9% Superannuation (pro-rata)
Part Time Permanent (0.6 EFT)
OUR ORGANISATION
Relationships Australia Victoria (RAV) is a leading provider of relationship support services. Our aim
is to help Victorians achieve positive and respectful relationships. As a community-based not-forprofit
organisation, we have no religious affiliations, and aim to help all members of the community,
regardless of their religion, age, gender, sexual orientation, lifestyle choice, cultural background or
economic circumstances. RAV provides client services from 12 locations in metropolitan Melbourne
and regional Victoria. We employ about 250 professional and support staff who are focused on
meeting our clients’ needs.
POSITION SUMMARY
The position reports directly to the Manager Social Inclusion & Diversity (MSI&D) and requires the
provision of high level internal consultancy to the organisation to help facilitate the provision of
culturally appropriate services and improved CALD community engagement. RAV has completed a
comprehensive audit of its services and culture to significantly improve its engagement of, relevance
to and commitment to CALD communities and clients. RAV is committed to provide ongoing
support to sustain and extend improvements that are achieved. Key roles undertaken by the CALD
Liaison Officer will involve internal and external consultation, project management, input to policy
and procedure development, representation of the agency in relevant forums and the coordination,
or delivery of training. Highly developed skills in organisational development projects and the ability
to work at all levels are critical to this role.
REPORTING
Reports to:
Manages:
Key liaison:
External Liaison:
Note:
Manager Social Inclusion & Diversity
Nil
RAV Social Inclusion Reference Group, Centre Managers, RAV Community
Liaison Officers, all staff across RAV.
CALD Community Organisations, Subject matter experts as required
Reporting arrangements may change from time to time depending on
business requirements.
CALD Services Liaison Officer Updated by HR 5/7/2012 Approved by Sue Yorston

FOCUS ON VALUES
Relationships Australia is a voice for relationships in the community. We believe that relationships
can grow and change. We promote the ideal of equitable, safe, cooperative and nurturing
relationships in families, workplaces and social organisations.
As a values driven organisation, RAV aims to have organisational values embedded in the functions
and systems of the organisation. All RAV employees are required to understand these
organisational values, integrate the values into their work and demonstrate behaviours, which reflect
the values.
At RAV the following values inform the work we do:
Respect
We respect diversity in its various personal, cultural and gender expressions. We advocate
relationships free from judgement, blame and abuse.
Integrity
We promote justice and equity; endeavour to live our ethical standards consistently within our
practice; and make our services as accessible as possible without discrimination or judgement.
Transparency
We promote open, safe, effective and honest communication at organisational and client levels.
Responsibility
We value the responsible use of resources – people, money, time and technology. All individuals
and the organisation have rights, responsibilities and authority, which need to be clearly
articulated and respected.
High Quality
We aim to provide high quality service and maintain the highest professional standards in all
aspects of our work. As a part of this process, we foster self-reflection, creativity, innovation and
improvement. Keeping an eye on the future, we energetically embrace positive change.
Enrichment and Celebration
We seek to enrich our lives and the lives of our clients. We celebrate contributions,
achievements and courageous acts of change in relationships.
KEY RESULT AREAS
All RAV employees are required to understand these organisational values, integrate the values into
their work and demonstrate behaviours, which reflect the values.
1. To model the organisation’s values and play a role in raising the profile of these values and
associated behaviours across the organisation. This includes a positive contribution to workplace
harmony displaying cooperative team behaviour
2. To represent RAV on relevant networks.
3. To manage and or support special projects.
4. To improve the overall cultural competence of the organisation in relation to engaging and
meeting the needs of CALD communities.
5. To actively support organisational change initiatives by engaging staff across all levels of the
organisation as required.
6. To develop any documentation or resources identified through project work. For example,
training materials, procedures, policies.
7. To produce detailed, accurate and comprehensive reports relevant to project work that allow for
informed decision making by senior management.
8. To undertake research that explores a range of responses and solutions to issues and challenges
relating to the appropriate engagement of CALD communities by the organisation.
CALD Services Liaison Officer Updated by HR 5/7/2012 Approved by Sue Yorston

9. To source professional development training for staff that will help support strategies emerging
through the work.
10. To work independently or collaboratively as required and ensure that project milestones are
achieved within set timeframes.
11. You may be required to perform additional duties from time to time.
KEY SELECTION CRITERIA
The recruiting panel will need to feel confident that the successful candidate will understand the
organisational values, integrate the values into their work and demonstrate behaviours that reflect
the values.
In addition, candidates are asked to respond to the following key selection criteria, preferably
offering examples from previous roles.
Visibly ethical - able to engage and influence others as a credible professional
Organisational awareness – able to contribute to linking professional practice with the
organisation’s strategic directions, business outcomes and client satisfaction in regard to
CALD community engagement
Complexity – able to understand and negotiate the complexity of working within a
mainstream agency and developing an interface with CALD organisations and communities.
Training – able to source workforce training programs that support the implementation of
organisational change initiatives to promote relationships with the CALD community.
Professional expertise – demonstrated knowledge of CALD community issues and
experience and expertise in consultation, research, project work and report writing.
Communication – able to communicate effectively with a diverse range of people, to
develop and share concepts, information and ideas successfully.
Client service – an understanding of client needs and the ability to link these needs with
project outcomes that build staff awareness, expertise and motivation to respond
appropriately addressing these needs.
Self awareness – able to understand oneself, to appreciate difference and to build
sustainable professional relationships with stakeholders at various levels, encouraging and
supporting workplace harmony
Flexibility – Always developing – able to work successfully in a changing environment, accept
new challenges and continually strive for improvement. Able to forward plan and support
the CSI to prepare for the implications of new challenges.
Cultural awareness – demonstrated ability to build and manage relationships with the CALD
community, engaging and engendering confidence in stakeholders, maintaining productive
professional relationships.
Mandatory KSC:
Qualifications or extensive experience in community engagement with CALD communities
that demonstrate high level communication, negotiation, problem solving and conflict
management skills.
Current driver’s license.
Successful applicants must undergo a police check.
CALD Services Liaison Officer Updated by HR 5/7/2012 Approved by Sue Yorston