A first letter of warning to an employer who is a company who has gone into voluntary liquidation - failure to pay wages and entitlements could constitute dismissal which could allow the employee to sue for unfair dismissal.
This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for Sales and Marketing Manager employed to perform services within the Marketing and Events Unit and reporting to the general manager. (For example, in the ANZIC Group 301 House Construction industry.) It is designed to be sent to the potential applicant along with an application form. It is based on the position profile that was completed when the new position was designed and approved, prior to advertising the new position.
Visio. An interesting example. This is a marketing bureau. Does the organisation chart have to be boring and structural? Or can the dynamism of the operations of the bureau be reflected in the way the bureau is organised? This org chart sees everything as a project. The key to the life of this bureau is creativity and good ideas. Its org chart is dominated by this. It gets a potential customer and interrogates the customer about needs and aspirations and then does a brainstorming event or series of events that come up with the marketing plan.
A resume format for a key personal assistant to a manager. This is a standard resume; a completely blank form in questionnaire format.
This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Electrical Engineer employed to perform services for a company's Building Unit. (ANZIC Group 692 Architectural, Engineering and Technical Services.) It is a generic document and requires more specific detailing; but a good place to start. It is designed to be sent to the potential applicant along with an application form.
The Work Unit Profile describes in basic terms the reason for the unit, who controls it, all the people in the unit, the responsibilities it has undertaken and how its performance is to be measured. It is usually only a small document but a very powerful one. This includes a work unit profile in questionnaire format and a worked example. (International planning document)
This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Cost Clerk employed to perform skilled duties within the ANZIC Group 149 Other Wood Product Manufacturing industry. It is designed to be sent to the potential applicant along with an application form. It is based on the Job profile that was completed when the new position was designed and approved, prior to advertising the new position. It emphasises the skills and experience required by the new position, etc.
A detailed description of a particular position, viz. an Accounting clerk employed. This includes the overall objects of the position, relationships with others in the unit and outside, and a detailed task analysis. An important document when you are preparing for recruitment. It provides the basis for the Job Description and is the basic document for evaluating the applicant's suitability for the position. The questionnaire format assists in that evaluation process.
This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a on-site construction labourer employed to perform skilled duties within the Tradesperson Industry on a casual basis. (ANZIC Group 329 Other Construction Services Industry.) It is designed to be sent to the potential applicant along with an application form. It is based on the Job profile that was completed when the new position was designed and approved, prior to advertising the new position.
This reference check is a FORM (using the [TAB] key) built by the recruitment agency, and implies we are simply 'checking on what has been told to us', although none of this information is revealed. It seeks a reference from someone who the candidate has offered as a 'possibe referee'. In 'relationship', it applies to a Director, an Employer, a Team Leader, a Mentor, a Peer, an Underling, or an 'Other'. It discusses confidentiality, Privacy Act 2008, passing on, and then asks key questions.
