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STANDARD 11                      Staff Recruitment, Employment and Training

 

This policy formally recognises that each staff member employed to deliver services to consumers has relevant skills and competencies.

 

Dandenong Valley Job Support Inc. will ensure that it only recruits staff who have the skills and competencies required to deliver effective services to consumers via?

 

1. Competency Based System

 

DVJS has developed a Competency Based System (CBS) as part of its Human Resource Management process that encompasses the use of competency standards, which underpin assessment processes, learning and development and curriculum development. 

 

The CBS is used to improve organisational effectiveness through more focused recruitment and selection, induction, learning and development, career planning, succession planning and workforce management.

 

Competency is the specification of knowledge, skills, behaviors and attributes and the application of these to the performance standard required in the workplace.

 

The skills, knowledge, behaviors and attributes that are required to perform a range of jobs in DVJS were identified. These jobs include:

 

Ø  The Team Leader (Program Co-ordinator)

 

Ø  The Employment Consultant (Case Manager)

 

Ø  The Business Services Manager

 

Ø  Administration / Payroll Services.

 

Competency Units

 

Thirteen Competency Units were identified as relevant to the DVJS work environment and each competency unit has from one to three levels?

(level 1 = basic, level 2 = intermediate, level 3 = advanced).

 

 

Core Competencies

 

Unit 1:                     Apply Effective Communication Skills

 

Professional Competencies

 

Unit 2:                     Apply Effective Computer Skills.

Unit 3:                     Apply Effective Assessment Skills

Unit 4:                     Apply Effective Counselling Skills

Unit 5:                     Apply Effective Case Management Skills.

Unit 6:                     Apply Effective Sales and Marketing Skills.

Unit 7:                     Apply Effective Job Placement Skills.

Unit 8:                     Apply Effective Administration Skills.

 

Personal Competencies

 

Unit 9:     Apply Personal Effectiveness Skills.

Unit 10:   Contribute to Team Effectiveness.

Unit 11:   Manage Own Development.

 

Management Competencies

 

Unit 12:   Manage Business to Achieve Company Objectives.

Unit 13:   Develop Team to Achieve Company Objectives.          

 

2. Staff Recruitment

 

DVJS makes every effort to ensure that staff employed to provide services to its job seekers are skilled, competent, qualified and have relevant experience to work with people with disabilities within an open labour market capacity.

 

When required, in order to meet the needs of certain client groups, DVJS will seek EEO exemption to advertise for specific types of people for specific positions such as by gender or nationality.  For example, if seeking a male case manager to work with an all-male caseload etc.

 

All staff vacancies are advertised in newspapers.

 

The program co-ordinator and CEO will short-list applicants and arrange the interview schedule.

 

The selection process consists of 2 separate interviews.

 

1.       A preliminary interview panel consisting of 1 Committee Member, Program Co-ordinator and Job Seeker representative.

Applicants are asked the same questions.

Applicants that are considered suitable will then be referenced checked.

 

2.       A second interview consisting of the CEO and Program co-ordinator.

 

3.       Staff Training & Development

 

DVJS encourages staff to undertake additional training and attend various workshops and conferences to ensure that they continue to develop their career paths and have greater understanding of events and changes within the industry.

 

Staff training needs are usually determined, but not limited to the staff members annual performance appraisal conducted with their senior supervisor.

 

Ø  All training course information must be supplied to the CEO and Program Co-ordinator for them to assess the worthiness and relevance of the training.

 

Ø  All training courses must be approved by the Program Co-ordinator and authorised by the CEO.

 

Ø  Attendance at training courses is recognised as part of the staff?s normal working hours.