RECRUITMENT AND SELECTION - City of Vincent

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CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1Employers have an obligation to use any information obtained regarding aprospective employee in an appropriate and competent manner. Should aperson’s police record indicate a previous criminal conviction, then theemployer would need to make a judgement as to whether the conviction relatesto the requirements of the job in question. In this instance, it may beappropriate for the employer to discuss the details of the police record with theprospective employee prior to making a judgement.Working With Children ChecksThe City of Vincent will require all future employees, who are appointed topositions providing services to youth and/or children to eligible to obtain aWorking With Children Check.The Chief Executive Officer may, at his/her discretion, determine a position tohave a pre-requisite of a Working With Children Check. The requirement tobe eligible to apply for a Working With Children Check will be indicated onthe Position Descriptions of relevant positions and will also be included in theSelection Criteria.The cost of the Working With Children Check is to be borne by the employeeand will be required to be renewed on expiry.Refer to Policy 5.2.4 – Working With Children and Police Checks forcomprehensive details1.19 TEMPORARY (MAXIMUM TERM) APPOINTMENTSThe City is often required to make temporary (maximum term) appointmentsto staff new/specific projects, for a specific period or meet seasonal demands.It is important that temporary (maximum term) appointments are identifiedand administered appropriately. It is essential to provide a clear indication tothe employee in a fixed term position that the employment contract is not of acontinuing nature. Temporary (maximum term) employees should be advisedin writing of the terms and nature of their employment. Information whichshould be included:• The position.• The salary to be paid for the period e.g. an hourly, weekly or fortnightlyrate of pay.• The duties to be performed (the amount of details will depend on the typeof position).• The specific period of employment, i.e. the commencing and cessationdates.• The hours to be worked. If the hours are to be flexible, this should beindicated.Page 26 of 38
CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1• No indication of ongoing employment should be mentioned.• If the position is subject to permanent recruitment the temporary employeewill be able to apply for the permanent position on the same basis as allother applicants.• Even if there may be a further period of temporary employment theemployee should not be given the expectation that they will automaticallymove into this position.Some Industrial Awards contain provisions dealing with maximum termcontracts and/or temporary employment. Such provisions should be consultedprior to any temporary appointment. Care should also be taken to distinguishbetween temporary employees and casual employees who are generally hiredon an hourly or daily basis.1.20 PARENTAL LEAVE (Maternity, Paternity and Adoption Leave -Maternity Relief)In accordance with the Local Government Industry Award and the Fair WorkAct (NES), all employees on the completion of 12 months continuous serviceor more including eligible casuals, whether full-time or part-time, whobecome pregnant are entitled to parental leave.Any employee engaged as a relief/temporary contract to replace an employeeduring a period of maternity leave should be informed of the reason for thenature of the relief/temporary contract, including the right of the employee onmaternity leave to return to the position at any time during such leave, and thatthis may cause termination of the contract before the completion of its term.1.21 INDUCTIONInduction is a structured and consistent process to ensure the effectiveintegration of employees into the Local Government.It is important that all new employees be advised of the Council’s policies andprocedures and the employee be trained to ensure they have the skills andknowledge to carry out their job effectively. By providing early familiarizationof new employees with their position, colleagues, conditions, physical workenvironment and the standards expected of them, they have a firm base fortheir employment with the City. A sound induction process makes it easier andfaster for the new employee to be familiar with the City, their position andrights and responsibilities as an employee. They also have a clearunderstanding of their new employer’s expectations of them.Page 27 of 38
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RECRUITMENT AND SELECTION - City of Vincent

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