A useful record for controlling 14 steps in the appointment process. This simple document contains a place for recording every step taken in relation to 15 applicants for trades being recruited into safety critical work.
This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Bar Attendant/Bartender employed to perform customer service duties who will be assigned important tasks within the Bar/Beverage Industry. (ANZIC Group 452 Pubs, Taverns and Bars 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.
A detailed description of a particular position, viz. an interior decorator. 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.
Permanent office (or any) staff - Full time, Regular hours. Employed by a Company. Signed by Director(s)/Secretary. Any State. This contract of employment is a common law contract designed for a regular, permanent, labourer in any State in Australia. It assumes monthly pay payable half in arrears and half in advance. It assumes yearly review. It assumes no overtime but time off in lieu.
This code of conduct describes the activities and standards expected from a local government councillor. It is a public declaration directed at both the general public (so that they know what to expect from a councillor) and at the councillor (so that they know what is expected of them and what to expect if they fail to comply). Because councillors operate in a complex legal framework, it makes clear a broad spectrum of legislation that could impact on the conduct of a councillor.
The Changes to Employee Record is extended to include everything that is needed to bring about the Termination and/or Redundancy of the employee. It is built over the process of Termination/Redundancy and needs to be completed before the end of the Day of Termination. It is useful to get the employee to sign off. It can be used in conjunction with Termination Contract or Redundancy Contract or on its own.
A detailed description of a particular position, viz. a hair dresser/stylist. 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 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 book editor employed to perform skilled duties in the publishing Industry. (ANZIC Group 541 Newspaper, Periodical, Book and Directory Publishing 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.
This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a General Manager employed to perform services within the Productive entity (3 divisions) unit for an on-site construction company. (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.
This annual performance review is for a team member. It tries to concentrate on things that can be measured and is less reliant upon how the manager feels about the team member. The annual performance review is based on two basic planning documents, the job profile and the work unit profile. To properly understand this document you need to understand these first. These two documents were used to generate personal and unit objectives, against which performance can then be measured.
