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.
Certificate of wages/salaries provided by employee. It declares under a Cth statutory declaration earnings over the last five years. Provided to back up a tender or corporate requirement or for stamping by Dept of Foreign Affairs as required by UN or foreign government.
One "danger - stop - go back!" sign per A4 sheet.
A detailed matrix describing seven possible levels of leadership (corporate, NOT co-operative) and their associated authority profiles. The profiles include the role of management, the role of the subordinates, decision making processes, implementation processes, evaluation processes and change management processes and associated legal documents for each of the seven levels. These days levels 4, 5 and 6 are preferred as they are more inclusive.
An example of a detailed testimonial given by a third party, which because of its impartial nature and enthusiasm can be considered to be quite valuable and useful in increasing the chances of employment. It is especially useful to those people who find it difficult to get a positive reference from the current employer or fear that they will not get one because of lack of impartiality on the part of the current employer.
