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.
An 'entry' sign, green letters on white background designed for use on AVERY J8171 200mm*60mm - 4 signs per A4.
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.
A white arrow on red background designed for use on AVERY J8171 200mm*60mm - 4 arrows per A4.
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.
A first letter of warning to an employer who is a sole trader who has been declared bankrupt - failure to pay wages and entitlements could constitute a repudiation of the contract of employment.
This set of interviewer evaluation guides assumes there are three interviewers in a panel. It shows two different weight schemas for critical factor weighting (one where each interviewer has his/her own and one where the requisition manager sets them in advance). It reminds us of possible distortion factors. It also takes the Job Profile and allows the Interviewers to assess each line in the Job Profile. It makes a recommendation based on the critical factors and other factors that emerged during interview. It identifies eight possible recommendations.
