Position Vacant - Manager

We are seeking to recruit a Manager to join our friendly and committed team.

The successful applicant will have demonstrated experience in coordinating a community service, demonstrated leadership and supervision skills, and an understanding of specific challenges facing women and families.

Please contact Marie on 4979 1456 or email whealth@bigpond.net.au for an application package and specific enquiries.

Applicants must forward their responses to the selection criteria with a current resume, including two referees by close of business 28 January 2007.

Salary packaging arrangements are available. Sac’s award.

Position Description and Key Selection Criteria

POSITION DESCRIPTION


Position Title: MANAGER

Location: WOMEN'S HEALTH CENTRE, GLADSTONE

Purpose of Position: To manage the day to day operation of the Centre which promotes the well being and empowerment of women.

To work in close collaboration with the Management Committee in order to achieve organisational goals.

To assess and respond to the needs of women.

To establish networks and liaise with existing services.



Accountable to: The Management Committee.

Salary and Conditions: Fulltime/maximum 75 hours per fortnight
In accordance with SACS Award
Level 6 (CSW 6 )


DUTIES AND RESPONSIBILITIES

1. Management - Centre
• Comply with accountability requirements of State-wide Non-Government Health Services as per the Service Agreements.
• To manage the day-to-day operation of the Centre, including responsibility for coordination and development of staff work areas, so as to achieve the objectives and long-term goals of the organisation.
• Maintain and promote a service which reflects the needs of the Gladstone region.
• Encourage an environment supportive of, and conducive to teamwork, and be responsive to client’s needs.
• Liase with and support Management Committee.
• Responsible for budget preparation in consultation with the Treasurer, and for ensuring that all conditions for financial management and accountability are met.
• Responsible for coordinating, planning and the evaluation of Centre programs and service provision. This includes the incorporation of analytical skills for the continuance of the Centre’s development.
• Provide assistance to management committee in the development of the Strategic Plan.
• Responsible for the implementation and ongoing reporting in reference to the said Strategic Plan.
• Ensure that an effective resource library and a comprehensive lending library, which meet the needs of the community, continues to be developed and maintained.
• Ensure that up to date Centre records, statistical data and information systems are maintained and backed up.
• Responsible for the development, implementation and support of Centre policies, procedures and work practices.
• Investigate opportunities, make recommendations and prepare application for funding, in consultation and collaboration with Staff and Management Committee.
• Represent the organisation as required to funding bodies, media, public forums and on relevant committees.
• Responsible for negotiating employment of relief and casual staff and program facilitators.

2. Management – Staffing Responsibilities and Decision Making
• Participate in staff recruitment, selection, review, appraisal, grievance and dismissal in consultation with Management Committee.
• Responsible for the supervision, support and development of staff.
• Responsible for the supervision of students on field placement.
• Responsible for the development and implementation of the Volunteer Staff Training Program and management of Volunteer Staff.
• Responsible for coordinating weekly staff meetings.
• Represent staff to the Management Committee.

3. Response to Clients and on Behalf of Clients
• Respond to telephone calls, welcome women to the centre and assess and respond to their needs.
• Support and advocate on behalf of women.
• Provide information on a wide range of issues to service users.

4. Community Development
Address women’s health issues at community level by:
• Liasing, networking and promoting the service within the Gladstone Region through the media, potential Service users, other Services, Agencies and Groups.
• Liasing with other welfare/health workers and women to determine health issues which need to be addressed or reinforced.
• Participating in relevant/appropriate groups and networks to represent the Centre and promote women’s health issues.
• Initiate response to local issues and expressing women’s needs in outlaying communities.


5. Other Duties
• Attending meetings of other Women’s Health Centre Mangers in Queensland.
• Other duties as required for the effective fluid operation of the Centre.

6. Training and Professional Development
• Undertake regular external supervision.
• Attend workshops, conferences and training in areas of relevance to the position of manager negotiated with the staff and management group. All manager attendance at such, should be negotiated with the staff and Management Committee.

7. Accountability
• Attend and participate in weekly staff meetings.
• Attend and provide regular reports to the monthly Management Committee Meetings.
• Responsible for preparation of the Quarterly and Annual Reports as is required by the funding body.
• Participate in annual Staff Development and Performance Reviews.
• Complete data collection forms for statistical purposes and maintain these as records.
• To be committed to quality improvement of the Women’s Health Centre of Gladstone.
• Perform other duties as may be negotiated from time to time by the Management Committee for the effective operation of the Centre.







WOMEN’S HEALTH AWARENESS GROUP OF GLADSTONE INC

MANAGER

ASSESSMENT CRITERIA


AC 1 Possession of a relevant tertiary qualifications or relevant experience attained through previous appointments, service and/or study at an equivalent level of experience and expertise to undertake the range of activities required.

AC 2 Experience or the ability to demonstrate an understanding of and commitment to, working within a feminist framework that promotes the well-being and empowerment of women. Knowledge of current issues and trends relevant to women.

AC 3 Ability in the management of human resources, including skills in recruitment and selection, training, supervision and performance management of a team of staff and volunteers and ability to work in accordance with policies and procedures.

AC 4 Ability to work in close collaboration with a management committee and staff team to coordinate the day-to-day operations of a small human service organisation, including duties relating to funding submission applications and management of a budget.

AC 5 Demonstrated high level of written and communication skills and interpersonal skills including conflict resolution and negotiation, and assessment and intervention skills in response to the needs of women.

AC 6 Ability to establish and maintain networks and consult and liaise with other services in the Gladstone region to promote the services of the centre.

Application Package

APPLICATION PACKAGE


A GUIDE TO APPLYING FOR VACANCIES

Position Description:
A Position Description is available for each advertised vacancy. As a first step in applying for a position, you should acquire the relevant Position Description. This can be obtained by telephoning the Manager at the Women’s Health Centre or via email whealth@bigpond.net.au

The Position Description should be read carefully, as it may describe:
• The purpose and major duties;
• Primary delegations, accountabilities and responsibilities;
• Selection criteria;
• The organisational environment which shows the position in relation to supervisors and subordinates;
• Additional factors which indicate unique requirements specific to the position, eg, the need for travel, irregular working hours, the period of employment if the job is temporary, educational requirements, etc.
• Closing date
• The name and telephone number of the contact person who you may contact if you need further information about the position.

YOUR APPLICATION

Written Application:
The following documentation is required when applying for an advertised vacancy:

• A covering letter of application;
• Responses to each Selection Criteria in the form of a written account of your qualifications, experience and skills and how they relate to each of the criteria;
• A resume of curriculum vitae;
• The names, positions and telephone contact numbers for two work-related referees (current supervisor preferred wherever possible);
• Supporting documentation considered relevant to the position, eg, copies of documents that demonstrate your ability to meet the stipulated mandatory levels of education or professional qualifications outlined in the Position Description.

The wording of the Selection Criteria reflects the required level of qualifications (if applicable), competency level, knowledge and skills to successfully fill the position. More attention is paid to an applicant’s response to the Selection Criteria than to the details presented in a resume. Applicants should ensure that they provide a full response to every Selection Criteria, be concise, yet informative. A full response would generally be between 1 page for each criteria.

Merit is the sole basis of selection; wherever possible, give evidence of your merit. In other words, don’t simply state that you meet particular qualifications, but provide specific examples that demonstrate how you meet the criteria.

For each criterion:
1. State in WHAT way you meet this selection criterion;
2. Demonstrate HOW you do this; and
3. State WHY this is important (make links from past experience, knowledge, skills etc to the position you are applying for. Tell the selection panel WHY this will make you the ideal person for this position).

Example:
Selection Criteria: Ability to work in teams

WHAT:
I have worked in small groups/teams _______________________.
HOW:
I have always been an effective team member because ___________________.

Remember that the job market is a competitive one and therefore your application will have more chance of attracting interest from the selection panel if it is well presented, concise and relevant. It is worth stressing that the primary purpose of any application is to obtain the opportunity for an interview in order to substantiate your claims for appointment to that position.

*** You must submit your application and two (2) additional copies by 4.00pm of the closing date recorded on the Position Description.

THE SELECTION PROCESS

The Selection Panel will consist of three members.

The process that the panel adopts in reaching a selection decision will be based on individual merit. This process includes:

• Consideration of all applications against the Selection Criteria for the position and short-listing of applicants who demonstrate in their application sufficient merit to warrant interview;
• Other assessment techniques if required, eg, in-basket or work samples test, aptitude test;
• Interviewing of short-listed candidates;
• Reference checking of candidates with the highest ratings as perceived by the Selection Panel;
• Recommendations for appointment made and confirmed and notification of appointment made;
• Advice to unsuccessful applicants; and
• Feedback to applicants (if requested).

SHORT-LISTING

The short-list for interview is decided through a systematic process of comparing information by each applicant against each of the Selection Criteria. Those who most closely match the criteria will be interviewed. As a general rule, panels will often interview between three and six candidates. If you are unsuccessful in making it to the short-list you can seek feedback from the Panel Chairperson. This feedback will indicate only how the application was rated in relation to the Selection Criteria, and not how the application fared in comparison to other applications.

WEIGHTING OF CRITERIA

Prior to short-listing of applications taking place, selection panel members will decide on the weighting of the Selection Criteria. Weighting is determined by considering each criterion relative to its overall importance to the position and being allocated an appropriate percentage. For example, if it is decided that one of the criteria is critical to the successful performance of the function, then that criteria will be weighted accordingly, by being allocated a higher percentage. Note that you will be advised before an interview as to how the weightings have been allocated.

THE INTERVIEW

The interview provides candidates with the opportunity to demonstrate that they possess the greatest overall merit to succeed in the position advertised. The body of the interview will be structured, in that each candidate will be asked a series of prepared questions based upon the Selection Criteria contained in the Position Description. This type of approach helps the panel to make an equitable decision based on merit. All applicants will be asked the same core questions. The panel may also ask you several follow-up questions for each criterion to ensure that they obtain the information they require. Your answers will be rated according to how well the panel feel you meet each criterion. If you are short-listed for interview, you will also be given 15 minutes to peruse the interview questions prior to the interview commencing.

Each interview will normally take between 45 and 60 minutes, during which time you will be given the opportunity of asking any questions or seeking clarification from the panel on any points, and of tendering any additional information or documentation which you may feel will assist your application. At the end of this process, panel members will discuss and reach a consensus on the relative merit of each candidate, based on the quality of the application and performance at interview.

REFERENCE CHECKS

Reference checks are carried out in relation to the candidate with the highest score across all elements used in the selection process. In situations where there is only a marginal difference in final scores, reference checks may be conducted on several candidates. The purpose of these checks is to verify that the information provided by the candidate in both applications and interview is accurate.

NOTIFICATION OF APPOINTMENT

All applicants will be advised in writing of the outcome of the selection process following approval of appointments.

Resignation

Recently Marie MacDougall, the Manager of Gladstone Women's Health Centre, announced her resignation in order to pursue her interest in diabetes.

Marie's devotion to sharing knowledge, advocacy for women's groups and needs, providing timely and quality counselling and medical services, maintaining a professional and welcoming centre that caters for the needs within this area has been greatly appreciated by the women of Gladstone.

Her support to individuals, families and groups have been invaluable to this community and it is very difficult to imagine the centre without her at the helm.

But - imagination is an integral part of this service! Seeking a suitable person to fill this position!

Marie's last working day will be the 10th January 2008 and she will be available to assist any enquiries on 4972 1456 or email mmwhag@bigpond.net.au