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► Information About the Job
This information has been prepared to give you information about the Council to enable you to decide whether you think you would be suited and happy to become part of this team. Cobar Shire Council's recruitment and selection procedures are guided by legislation and standards common to all councils. The sole basis of selection is merit and is gauged by how well you satisfy the selection criteria listed in the Position Description. Merit is described as the relationship between the qualities required to do the job and the qualities that applicants bring to the job. Regarded by many as the gateway to the accessible Outback, Cobar can boast a central location - the geographic centre of NSW is located in the adjoining Bogan Shire, and the demographic centre of Australia is just south of Cobar. Located on the crossroads of the Kidman Way (Melbourne to Darwin via Mt Isa) and the Barrier Highway (Sydney to Broken Hill), Cobar is situated within a day's drive of five capital cities (Sydney, Melbourne, Canberra, Adelaide and Brisbane). Cobar Shire Council is an equal employment opportunity employer and applies merit-based selection techniques. Please read this Guide to Applying for a Job with Cobar Shire Council carefully as it is designed to help you understand the selection process and put forward your best case for appointment to the job. Cobar Shire Council aims to provide effective, safe, environmentally responsible, customer-oriented services to the community and to achieve a high standard of staff commitment and productivity. When you apply for a job with Cobar Shire Council, the key to gaining an interview is your written application, in particular the Application Form. As many jobs will attract a number of applicants, you need to ensure you make your application clear, concise, well presented and explain how you meet the selection criteria and specific job requirements.
Information about the JobGather all the information about the job that you can. All vacant job information can be found on Council's website http://www.cobar.nsw.gov.au/news-and-info/employment. You could go to the website at www.cobar.nsw.gov.au, then click on ‘News and Info', 'Employment' then ‘Positions Vacant'. Here you will find the Position Description, Skills Matrix and Application Form. For those people without access to the Internet, you may obtain an Information Package from Council's Administration Office in Linsley Street. To obtain additional information about the job, you may speak to the supervisor or manager of the job whose contact telephone number appears in the job advertisement.
Completing your ApplicationTo be eligible for consideration as an applicant for a job, a person MUST meet ALL essential criteria. Short listing of applicants to attend an interview is based on how well your skills, knowledge and experience meet the selection criteria. As an applicant, it is your responsibility to demonstrate how well you meet the selection criteria. When preparing your written application use statements that describe how you meet each selection criterion, and provide examples of your skills, knowledge and experience wherever possible. You should include details of your licences, certificates and other qualifications that are relevant to the job. When you are putting your application together remember that all applications are assessed against the selection criteria using only the information supplied by you. Please try to keep your responses to no more than half a page per criterion. Please provide current daytime contact details. If you give work telephone numbers you will be contacted with discretion. Please include mobile telephone numbers, email addresses or phone numbers where messages may be left. If you are unavailable for any period of time after the closing date of the advertised job, please provide an alternative contact number. You can include a resume/curriculum vitae or additional documents, such as copies of qualifications, references, attendance at training courses and any other relevant information. Please do not attach original documents. Presentation folders, plastic sleeves or binders containing applications are not necessary and will not be returned. Make sure that you include the job title as stated in the job advertisement, and tell us where you saw the advertisement.
Check your Application before sending itMake sure you:
Sending your ApplicationApplications should be mailed to: The General Manager OR, can be delivered in person to Council's Administration Office located at 36 Linsley Street, Cobar. Applications can also be emailed to This e-mail address is being protected from spambots. You need JavaScript enabled to view it or faxed to: (02) 6836 5889.
Short listing ApplicationsA panel of people (usually three) is given the responsibility of selecting the successful applicant and making a recommendation to the General Manager. As the first stage of the selection process is based on your written application, it is important that you provide the panel with information that demonstrates your ability to meet the selection criteria. After the closing date, the selection panel assesses the applications received. The applications are ranked against the selection criteria and only the top ranked applicants will be short listed and invited to attend an interview. All applications will be acknowledged by Council in writing following the closing date. If you are successful in being invited for an interview, you will be contacted by telephone to make the necessary arrangements. If you are not successful in being invited for an interview, no further contact will be made with you.
The InterviewAll interviewees will be asked the same series of questions. These questions will have been developed from the selection criteria and job requirements, and are designed to help the selection panel assess how well your skills, knowledge and experience match the job requirements. Selection panel members may wish to seek additional information or ask questions to clarify and confirm your experience, skills or employment history to ensure the fullest information has been gathered. It is suggested that you give some thought to the type of questions that might reasonably be asked and also to give answers that accurately reflect your skills, knowledge and experience relevant to the job you are applying for. If you are invited for an interview you will be contacted by phone and informed of the date, time, location and anticipated length of time the interview will take. You will usually be given three working day's notice to attend an interview. You may also be required to complete other activities/tests as part of the interview that will help us to assess applicants against the selection criteria for the job you are applying for. You will be advised of this when you are invited to attend the interview. When answering interview questions remeber:
Working with Children CheckFor some positions it is an offence under the NSW Child Protection (Prohibited Employment) Act 1998 (the Act) for a person convicted of a serious offence involving children to apply for or perform the job. This will be stated in the job description if it is a requirement and a reference to this will appear in the job advertisement. After the interview you will be required to give consent for a Working with Children Check to be completed. In this case you will be required to complete and sign a Prohibited Employment Declaration. Employment is conditional on satisfactory checks being completed and you not being identified as a prohibited person under the Act.
Reference ChecksTelephone reference checks are carried out on the preferred applicant(s) for the job after the interviews have taken place. You should advise your referees that you have applied for the position and provide them with an understanding of what the position entails in order that they may respond appropriately to the questions the Selection Panel may ask them. Normally, at least two referees will be contacted and asked questions relevant to the selection criteria and the job requirements, and they will be asked to validate information provided in the written application and at the interview. Ensure you have provided names and contact details of at least two referees who have supervised your work. Preferably one of the two should be your current supervisor. You should be sure to advise the Selection Panel if you wish to be informed prior to referees being contacted. For positions at Manager level and higher, Council may engage an employment screening company to verify details in the preferred candidate's application, such as identify verification, referee checks, qualifications and education verification and memberships or other status that the applicant claims to hold with professional bodies. Consent to verify information given is required, and forms part of the application process.
Special RequirementsIf you have any special requirements, such as wheelchair access, the provision of translation services, including signing for people with hearing impairment, please advise us when you are invited for an interview so that the necessary arrangements can be made in advance and you will not be disadvantaged in any way.
Notification of DecisionThe successful applicant will be contacted by telephone and a verbal offer of employment will be made. A written offer including conditions of employment will then be forwarded by mail. If you attend an interview and you were unsuccessful, you will be forwarded written notification within 10 working days of the interview.
Pre-employment MedicalPre-employment medical examinations are carried out, at Council's expense, with Council's preferred service provider. Details of this process will be conveyed to short listed applicants following interviews.
Probationary periodsIf you are successful in your application, ongoing employment will be subject to the successful completion of a three-month probationary period for operational staff and a six-month probationary period for more senior positions. During this period, reviews will be carried out by your supervisor and you will be given feedback on your work performance.
FeedbackAll applications are dealt with strictly on the merits of the information in them, compared to the selection criteria and job requirements outlined in the job description. Unsuccessful internal applicants should refer to the NSW Local Government (State) Award with regard to post interview feedback. Unsuccessful external applicants seeking post interview feedback may be provided with a response from the Convenor of the Selection Panel.
OHS and Employment with CouncilThe NSW Occupational Health and Safety Act 2000 aims to protect the health, safety and welfare of people at work. It lays down general requirements which must be met at places of work in New South Wales. The provisions of the Act covers every place of work in NSW. The act places certain legislative requirements on employers as well as employees.
EmployeesEmployees while at work, must take reasonable care for the health and safety of people who are at the employee's place of work and who may be affected by the employee's acts or omissions at work. Must while at work, co-operate with his or her employer or other person so far as is necessary to enable compliance with any requirement under this Act of the regulations that is imposed in the interests of health, safety and welfare on the employer or any other person.
Employers
All persons must not...
OR
Equal Employment Opportunity (EEO)Equal Employment Opportunity (EEO) is about ensuring that workplaces are free from all forms of unlawful discrimination and harrassment. This means having workplace rules, policies, practices amd behaviours thatare fair and do not disadvantage people because thay belong to particular groups. |
Employment