ROLE DESCRIPTION - Cerebral Palsy Alliance
  • No tags were found...

ROLE DESCRIPTION - Cerebral Palsy Alliance

ROLE DESCRIPTIONRole:Reports to:Manager, Flexible Support OptionsBusiness Transformation ManagerRole Family: Management Level: 3Organisational Context:Cerebral Palsy Alliance’s corporate offices are based at Allambie Heights. Their primaryfunction is to provide the organisation with the necessary resources and support that willassist all operational areas to achieve Cerebral Palsy Alliance’s overall mission andstrategic direction. Cerebral Palsy Alliance has three Divisions, each headed up by aDivisional Manager: Accommodation and Packforce; LifePoints; Community Access &Respite.Cerebral Palsy Alliance is the largest non-government provider of disability services inNSW, providing a range of services to people with cerebral palsy and other disabilities.These include accommodation, therapy, technology, employment, community access,respite and support. Services currently operate in a highly decentralised model through 55separate outlets.Purpose, Nature and Scope of the Role: Establish a new flexible care service (Flexible Support Options) in response to DisabilityCare Australia’s individual support packages in the Hunter Engage with potential and existing clients of Flexible Support Options and match themwith an appropriately competent staff Provide a strategic approach to the management of recruitment, induction and trainingof all staff engaged in Flexible Support Options Be responsible for the entire recruitment process for the Flexible Support Optionsservice including, advertising, interviews, reference checking, induction training, sixmonthly probationary review and competency checks, in line with procedures developedby the (Allambie Based) Manager, Relief Pool and Recruitment Pivotal in the formation of a customer-centred culture of service delivery amongst allrecruits In conjunction with the Manager, Relief and Recruitment, the role supports members ofthe CPA staff relief pool, including performance management, for roles that may includedirect carers, therapy assistants and child carers In conjunction with the Manager, Relief and Recruitment, the role will work with variouslevels of management to identify recruitment needs, skill requirements and co-ordinatethe rostering of the staff relief pool in the HunterOutcomes identified for the role are: Customers with DCA funding receive a quality service through the Flexible SupportOptions service that meets their needs A workforce of skilled and committed staff is developed for the Flexible Support Optionsservice in response to demand

Support the Manager, Relief and Recruitment to recruit to and manage the CPA CasualRelief Pool staff in the HunterOrganisational RelationshipsThe role reports directly to the Manager, Business Transformation, who reports to theDivisional Manager LifePoints, who reports to the General Manager Client Services whoreports to the Chief Executive Officer. The role forms part of the Hunter Leadership Team.Manager,Flexible SupportOptionsManager,BusinessTransformationDivisional Manager,LifePointsManager, ReliefPool andRecruitmentCore Competencies of the Role:Organisational KnowledgeLeadership/TeamworkInterpersonal Skills/CommunicationProblem Solving/Decision MakingLegislation/Standards/PracticeService DeliveryProfessional Learning & Development:Cerebral Palsy Alliance has a strong commitment to providing our employees withevidence–based, responsive professional development which includes the delivery ofnationally accredited courses through its Registered Training Organisation.It is compulsory for all new employees to complete Cerebral Palsy Alliance’s, Orientationand Induction Program in accordance with the current requirements of the role as reflectedby the action PACT Learning Calendar. For further information please visit is each employee’s responsibility to also ensure that learning and development, asoutlined in the Annual Performance Appraisal, including knowledge of current CerebralPalsy Alliance policies and procedures, is maintained.

Interpersonal Relationships:InternalManager, Business Transformation (Direct report)Manager, Relief Pool and Recruitment (Indirect report)Divisional ManagersCustomer Service Consultant- HunterCorporate services – People & Culture, Organisational Development, Marketing etcLifePointsOther Hunter ManagersExternalPeople with DisabilitiesFamilies/Carers/AdvocatesDisability Service ProvidersCommunity ServicesRole Dimensions:StaffingDirect Reports:Indirect Reports:Fluctuating number of staffHouse staffBudget: Nil

Core Competencies Competency Descriptors Performance OutcomesOrganisational Knowledge Has a sound understanding of the missionand values of Cerebral Palsy Alliance Has a sound understanding of CerebralPalsy Alliance’s Key Result Areas andstrategies. Has a good understanding of other stateand national issues and services Has a working knowledge and applicationof, Cerebral Palsy Alliance policies andprocedures. Demonstrates and evidences the practicalapplication of the core values in theworkplace Abides by Cerebral Palsy Alliance code ofconduct Understands the relationship between theOperational Plan and Cerebral PalsyAlliance strategic plan Established working relationships withexternal bodies Positive relationships with keyinternal/external partners Documentation of participation in relevantorientation programs Able to locate and explain relevant policiesLeadership/Teamwork Manages staff group Delegates/allocates work to staff,monitoring performance. Determines learning & developmentrequirements. Leads and supports change May have budgetary and HR relatedresponsibilities Supports other team members, activelydriving and contributing to team goals.Assists higher-level staff with projectsand procedures as required Guides, supports, supervises and mentorsstaff as required, supporting their area ofwork Undertakes staff support sessions andconducts staff appraisals Meets budget as agreed with manager Responsibilities and deadlines met Actively participates in team meetings,team days and cross regional staffprofessional development days Is a cooperative and supportive teammember Recognition and use of other team memberskills

Core Competencies Competency Descriptors Performance OutcomesInterpersonal Skills/Communication Has sufficient interpersonal skills to advisemanagers and staff on routine policies andsystems issues. Works on establishing effectiverelationships. Can assist others to resolveconflict. Builds a network of contacts with otherrelevant organizations. Advice given/sought on client HR/IRmatters, training and accreditation issuesas well as other disability concerns andimpacts Communication undertaken in aprofessional manner, which enhances thecore values of Cerebral Palsy Alliance Demonstrated ability to consider “global’implications of day-to-day work practicesand communicates items that are relevantto accommodation staff Acts as a positive role model, relates wellto staff, service partners and customers Participation in training and disabilitynetwork meetings, conferences andProblem Solving/Decision Making Identifies operational and/or work relatedissues requiring innovative or creativesolutions. Assists with the timely development andimplementation of solutions around morecomplex issues. Proficient in making appropriate decisionsrelevant to area of expertise.seminars as agreed with Manager A solution focussed approach to practiceand professional behaviour isdemonstrated Proactive in resolving conflicts before theybecome major issues Staff empowered to generate their ownsustainable solutions Has ability to think “outside the square”with a customer focus Initiate and share research into solutionsthat may benefit others

Core Competencies Competency Descriptors Performance OutcomesLegislation/Standards/Practice Maintains a detailed working knowledge ofall standards and relevant governmentlegislation eg WHS, Disability ServicesStandards and Disability Services Act. Understands the importance of sharing thisinformation across the organization. Assists with the management andalignment of changes in practice orstandards. Demonstrated compliance to PersonCentred Practice, Disability Services Actand Service Standards, Child Protectionand domestic violence legislation Promotes and adheres to safe workpractices in accordance with CerebralPalsy Alliance & WH&S, and WorkCoverrequirementsQualifications/Experience Frontline Management Certificate IV orequivalent level work experience. Certificate III in Disability Work orequivalent level work experience. Demonstrates ongoing professionaldevelopment. Relevant qualifications and/ or experiencedemonstrated Skills and qualifications upgraded asneeded in consultation with the ProjectManager

Core Competencies Competency Descriptors Performance OutcomesService Delivery Management Ensure the customers’ are met by competent staffwithin the service. Has a sound working knowledge of the range ofcustomer needs and uses these to develop theservice Assists with the development and evaluation ofprograms and adopts a continuous improvementapproach to service delivery. Is able to deal with the resolution of more complexproblems/issues. Supports and presents a positive image of in thecommunity. Effectively manages HR matters with respect torecruitment, payroll, WH&S, performancemanagement. Has delegated signing authority for controllableservice expenses. Is actively involved in budget preparation.Monitors monthly expenses and identifies,investigates and reports on any variances tobudget. Produces a regular monthly report for immediatemanager. Demonstrated understanding of the support needsof individual customers Staff trained and monitored in delivering careaccording to agreed plans/instructions Employee relations, pay & benefits, recruitment,WH&S, performance management andadministration tasks completed within agreedtimeframes Annual competency checklists are undertaken withall staff• Ensures staff are trained and performing accordingto the WHS and WSHIM guidelines• Actively participates in collating necessaryinformation and contributing to decision making.• Undertakes ongoing review and monitoring ofservice delivery in pursuit of best practice

Summary of Knowledge, Skills, Experience and Values:Essential: Commitment to the rights of people with disabilities Custom and sales focus Commitment to learning and development Understanding of, and commitment to Workplace Health & Safety principles Current Senior First Aid Certificate within three (3) months of commencement Unrestricted drivers licence Well developed skills in time management, conflict resolution, negotiation and decisionmaking Excellent verbal and written communication skills Intermediate/Excellent computer skills – Word, Excel, PowerPoint, Internet andOutlook Extensive experience working with, and providing for the day to day support of peoplewith physical disabilities and complex health needs Knowledge of, and ability to implement person centred planning, the DisabilityServices Act and Standards Knowledge and experience in the disability field equivalent to Certificate III in DisabilityWork Experience in the recruitment, inducting/training and performance management ofdirect care staffDesirable:Knowledge and/or experience in issues relating to Health Care monitoring, Aged CareExperience in leading a teamManagement qualifications (e.g. Certificate IV Frontline Management)Ability to think outside the square in relation to service delivery and potentialCertificate IV Training and AssessmentSTATEMENT OF DUTIESPeople & Culture do not require a Statement of Duties, however where duties varyamongst employees with the same (or generic) role description, the manager maychoose to attach a detailed statement of duties to this document.

KEY FACETS OF THE ROLE:1. Customer Relationships & Sales Establish a new flexible care service (Flexible Support Options) in response to DisabilityCare Australia’s individual support packages in the Hunter Engage with potential and existing clients of Flexible Support Options, understand theirneeds and match them with appropriately competent staff2. Recruitment of Flexible Support Options & CPA Casual Relief Pool staff (Hunter)Prepare and co-ordinate, in accordance with CPA policy and procedure, therecruitment process of Flexible Support Options staffCollaborate with the Manager, Relief & Recruitment and People & Culture’sRecruitment team on the appointment of new staff, documentation etcLiaise with new employees re commencement, requirements and training datesBook corporate orientation and essential skills training ensuring new employees attend3. Induction of Flexible Support Options & CPA Casual Relief Pool staff (Hunter)In collaboration with the Manager, Relief & Recruitment, deliver a comprehensiveinduction program with all new recruitsCo-ordinate trainingProvide physical demonstration of care support tasks with clients as part of inductionprocessMentor new recruits, providing guidance and support as they integrate into their newrolesEvaluate staff induction and competence prior to end of their six month probationaryperiodProblem solve with relevant managers issues arising for new staff4. Training of Flexible Support Options & CPA Casual Relief Pool staff (Hunter)In collaboration with the Manager, Relief & Recruitment, book and co-ordinateinduction training of all new recruitsCo-ordinate training needs and booking of all Flexible Support Options staff, includingrefresher trainingMaintain training records and follow up anyone who does not attend planned sessionsAssist staff to assimilate class room training and hands on induction into their workpractice5. Performance Management of Flexible Support Options & CPA Casual Relief Poolstaff (Hunter)In collaboration with the Manager, Relief & Recruitment, co-ordinate and lead the firstperformance appraisal of all new recruits prior to the end of the 6 month probationaryperiod.Undertake relevant checklists with all staff annuallyAddress any performance concerns related to staff

More magazines by this user
Similar magazines