Human Resources

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*Advertorial - Workplace Relat Law -Desktop Annotate Version

The latest (Jan 2009) edition of the eComPress® Workplace Relations Law and its associated Acts and Regulations is available to download immediately. It contains the multitude of legislative Acts and Regulations commonly referred to as 'Workplace Relations law' or 'OH&S law', including: Workplace Relations, Building and Construction Industry Improvement, Accreditation Schemes, Independent Contractors, Occupational Health and Safety, Tradesmen's Rights, Remuneration, Remuneration Tribunals, Remuneration and Allowances, Rehabilitation and Compensation, Safety, Seafarers Rehabilitation and Compensation, Annual Leave, Long Service Leave, Maternity Leave, etc. If Workplace Relations law is important to your business, there are a number of real benefits that you will obtain by downloading this version. Here you can download a docDownload detailed advertorial which Australian supplier EIS asked us to prepare to explain the huge benefits of this tool to lawyers, accountants, company lawyers, company secretaries, and corporate managers/operators heavily involved with Workplace Relations law. This we were happy to do as we consider this to be an excellent interactive tool that you can use in your everyday legal work. If you like it, you can then download the Workplace Relations Acts and Regs.

*Confidentiality Agreement between Employer & Employee (QLD)

A separate deed of confidentiality, specifically designed for the employer and employee, to be signed at recruitment. This one allows execution even before employment (for those who are to reveal important information in the recruitment process (say, in second stage interviews)) but works even if this is not an aspect of this particular recruitment. Australia. Queensland. (H-3075)

*Confidentiality Agreement between Employer & Employee (Tas.

A separate deed of confidentiality, specifically designed for the employer and employee, to be signed at recruitment. This one allows execution even before employment (for those who are to reveal important information in the recruitment process (say, in second stage interviews)) but works even if this is not an aspect of this particular recruitment. Australia. Tasmania. (H-3078)

*Confidentiality Agreement between Employer and Employee

A separate deed of confidentiality, specifically designed for the employer and employee, to be signed at recruitment. This one allows execution even before employment (for those who are to reveal important information in the recruitment process (say, in second stage interviews)) but works even if this is not an aspect of this particular recruitment. Australian. NSW, Vic., ACT, WA, SA, NT. (H-3077)

*Delegation of powers to HR Manager by the Board

Instrument of delegation between the Board and the Human Resources Manager under s. 198D of the Corporations Act to recruit and sign Employment contracts on behalf of the Board. (C-0061)

*Job Description

This Job Description is designed to be sent to the applicant to inform him/her of the nature of the job being applied for. It is closely linked to the Work Unit Profile and the Job Profile. It needs to provide a clear indication of what is contained in these two planning documents to encourage a clear response from the applicant when filling in the Job Application. (H-2002)

*Job Description 1 - the new position on offer

This job description is the one that describes a new job on offer that is 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2007)

*Job Description 2 - your role

This job description is the one you issue the new recruit at the time of appointment. It is based on the position profile that was completed when the new position was designed and approved, prior to advertising the new position. It usually accompanies the letter of appointment and describes in more detail the role and the tasks that make up the role, the expected performance levels, the measures of performance, relationships, etc.; things that don't need to be emphasised at the application stage, but are fundamental to the ongoing performance of the position, the measurement of performance and the negotiation of changes to the role over time. International human resources record. (H-2008)

*Letters to applicants - possible variants

THIS IS NOT A LETTER. A diagram highlighting the possible variants that follow an external Vacancy advertisement, about 25 variants including LEVEL 1 pre-consideration rejection letters (wrong job, failure to comply with basic requirements), LEVEL 2 interview acceptance and interview rejection letters (underqualified / overqualified / underqualified following initial investigation), and LEVEL 3 post interview letters including letters to the successful interviewee containing offer documents, and rejection letters to unsuccessful interviewees telling them that they have been unsuccessful for a range of reasons. (H-0021)

1. Annual Performance Review - Team member (Detailed)

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. These objectives are formal even though some can only be subjective and others are more scientific. The first section assesses time-based performance monitors and much of the assessment is already achieved when these are complete. Some basic assumptions are necessary: Every team member takes part in the pursuance of both personal and unit goals (if they cannot be assigned a percentage of at least one of the goals of the unit, then they are not part of the unit). These goals can only be achieved by the completion of tasks. The total of a team member's tasks can only add up to 100%. By applying these few simple assumptions, much of the annual assessment can be performed. At the end a more subjective evaluation is made according to a high level model of performance indicators (which could be agreed formal KPIs or more informal indicators agreed at the start of the year) with 5 levels of performance possible. This 8-page template also contains a 9-page example. International planning document. (H-2009)

1A. Annual Performance Review - Team member (High Level)

This annual performance review is for a team member. The review assumes that calculations of performance are done elsewhere and the review takes place at a very high level with performance being assessed on a standard five levels of performance model. This model can also be used for a quicker, more subjective assessment of performance. It includes an overall performance rating based on 6 methods of general assessment, each assigned a value under the model. It includes a weighted competency model. International planning document. (H-2010)

2. Annual Performance Review - Work Unit

This annual performance review is for the work unit as a group.The annual performance review is basically focused on the work unit profile and the work unit goals (5) that were agreed upon at the beginning of the year against which performance of the unit can then be measured at the end of the year. These goals are formal even though some can only be subjective and others can be measured. Much of the reason for the performance of the unit is understood by adding up the performance of each of the individual players and this annual performance review contains detailed tables for adding up individual indicators. There is a 7 page template and an 8 page example. This annual performance review needs to be completed before individual goals (4) can be set for the coming year, which is why there is a separation between annual review and the setting of personal goals. This also means that annual performance review needs to happen prior to the end of the year, not afterwards. International planning document. (H-2011)

3. Annual Performance Review - Unit Leader

This is a more personal look at the performance of the work unit from the point of view of the unit leader. It must therefore be completed after the annual performance review of each of the team members (1) and the annual performance review of the work unit as a whole (2) is complete.

4. Annual Performance - Personal Goals Review - Team member

After the annual performance review, a formal review of personal goals for the coming year. This one is for a team member.

5. Annual Performance - Work Unit Goals Review

After the annual performance review, a formal review of work unit goals for the coming year. This one is put together after the team members' annual performance review (1) is complete, and after the work unit annual performance review (2) is complete, but before the personal goals of each team member (4) have been agreed, because it will impact on what share each of the team members will take of the overall goals for the coming year.

6. Annual Performance - Personal Goals Review - Unit leader

This translates the work unit goals into some personal goals for the unit leader, so that the unit leader is not simply being evaluated on the performance of others. It happens after the completion of the work unit goals review (5).

7. Annual Performance Review - Sales Unit

A detailed analysis of the reason for success of the sales team. A simple but powerful document. Includes 'get out of bed rates', 'door knock rates', 'hit rates' and 'average sales rates', which sounds like it would only be applicable to "door-to-door" salespersons but it actually can be used to analyse the performance of (almost) every sales team . (M-1008)

ANY - *Contract of Employment (Basic) O/TIME F/N

This contract of employment for a permanent employee is designed for any State in Australia by making general reference only to Common law. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. (H-3002)

ANY - *Contract of Employment (Basic) T/OFF F/N

This contract of employment for a permanent employee is designed for any State in Australia by making general reference only to Common law. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It assumes three month probationary period. It assumes flexible annual leave but forces annual leave to be taken within 3 months of the end of the year. (H-3000)

ANY - *Contract of Employment (Basic) T/OFF MON

This contract of employment for a permanent employee is designed for any State in Australia by making general reference only to Common law. 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. It assumes three month probationary period. It assumes flexible annual leave but forces annual leave to be taken within 3 months of the end of the year. (H-3065)

ANY - Code of Conduct - any employee (legalistic)

Any State. The code of conduct is a document designed to influence the behaviour of employees and to establish an agreed set of minimum requirements that are placed upon an employee by the workplace they work in or the position that they hold. This version is detailed and legalistic and has learned from other States. You may wish to use it to create a simpler version using this as a guide. (H-3104)

ANY - Contract of Employment (PermF/T) TIM/OFF Co1 F/N

Permanent office (or any) staff - Full time, Regular hours. Employed by a Company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, labourer in any State in Australia. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3018)

ANY - Contract of Employment (PermF/T) TIM/OFF Co1 MON

Permanent office (or any) staff - Full time, Regular hours. Employed by a Company. Signed by HR Manager. 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. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3024)

ANY - Contract of Employment (PermF/T) TIM/OFF Co2 F/N

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 fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3021)

ANY - Contract of Employment (PermF/T) TIM/OFF Co2 MON

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. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3028)

ANY - Contract of Employment (PermF/TLabourer) O/TIME Co1

Permanent labouring position - Full time, Regular hours. Employed by a Company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3070)

ANY - Contract of Employment (PermF/TLabourer) O/TIME Co2

Permanent labouring position - 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 fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3030)

ANY - Contract of Employment (PermF/TLabourer) O/TIME Partne

Permanent labouring position - Full time, Regular hours. Employed by a Partnership. Signed by the Partners. Any State. This contract of employment is a common law contract designed for a regular, permanent, labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3080)

ANY - Contract of Employment (PermF/TLabourer) O/TIME SoleTr

Permanent labouring position - Full time, Regular hours. Employed by a Sole Trader. Signed by the Sole Trader. Any State. This contract of employment is a common law contract designed for a regular, permanent, labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3081)

ANY - Contract of Employment (PermP/T) O/TIME Co1

Permanent part time position. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. (H-3067)

ANY - Contract of Employment (PermP/T) O/TIME Co2

Permanent part time position. Employed by a Company. Signed by Director(s)/Company Secretary. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. (H-3039)

ANY - Contract of Employment (PermP/TLabourer) O/TIME Co1

Permanent labouring position - Part time, Regular hours. Employed by a Company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, part-time labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3076)

ANY - Contract of Employment (PermP/TLabourer) O/TIME Co2

Permanent labouring position - Part 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, part-time labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3040)

ANY - Contract of Employment (PermP/TLabourer) O/TIME Partne

Permanent labouring position - Part time, Regular hours. Employed by a Partnership. Signed by the Partners. Any State. This contract of employment is a common law contract designed for a regular, permanent, part-time labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3083)

ANY - Contract of Employment (PermP/TLabourer) O/TIME SoleTr

Permanent labouring position - Part time, Regular hours. Employed by a Sole Trader. Signed by the Sole Trader. Any State. This contract of employment is a common law contract designed for a regular, permanent, part-time labourer in any State in Australia. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3082)

ANY - Contract of Employment (Permanent) O/TIME Co2

BEING RE-WRITTEN. Permanent position. Employed by a Company. Signed by Director(s)/Secretary. Overtime. Any State. The best "any State" option is to rely on awareness of federal minimum requirements. This is especially useful for Employers employing workers in more than one State. This contract of employment is designed for the administrator and/or office staff in any State in Australia, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), and Workplace Relations Act 1996 (Cwth), a broad-ranging and comprehensive option. It assumes monthly pay payable half in arrears and half in advance. It assumes yearly review. It assumes overtime. It assumes three month probationary period. It includes entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave. (H-3031)

ANY - Contract of Employment (Senior) Hiring Fee

This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3037)

ANY - Contract of Employment (Senior) Hiring Fee Co1

Employed by a Company. Signed by HR Manager. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3026)

ANY - Contract of Employment (Senior) Hiring Fee Co2

Employed by a Company. Signed by Director(s)/Secretary. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3017)

ANY - Contract of Employment (Senior) Hiring Fee Co2 FX

Employed by a Company. Signed by Director(s)/Secretary. Fixed Term Contract (say 7 years). Payout in full if terminated early without cause. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. Apart from its fixed term this contract works like any permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3103)

ANY - Contract of Employment (Senior) Hiring Fee Partn

Employed by a Partnership. Signed by Partners. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3022)

ANY - Contract of Employment (Senior) Hiring Fee SoleTr

Employed by a Sole Trader. Signed by the Sole Trader. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3085)

ANY - Contract of Employment (Senior) Poaching&Hiring Co1

Employed by a Company. Signed by HR Manager. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This particular example also assumes that the recruit has had one of these contracts before (an assumption that might apply in special circumstances or special professions, such as a sport team, etc.) and therefore needs a special "poaching fee" which is an amount required to "pay-off" the previous employer. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3038)

ANY - Contract of Employment (Senior) Poaching&Hiring Co2

Employed by a Company. Signed by Director(s)/Secretary. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This particular example also assumes that the recruit has had one of these contracts before (an assumption that might apply in special circumstances or special professions, such as a sport team, etc.) and therefore needs a special "poaching fee" which is an amount required to "pay-off" the previous employer. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3036)

ANY - Contract of Employment (Senior) Poaching&Hiring Co2 FX

Employed by a Company. Signed by Director(s)/Secretary. Fixed Term Contract (say 7 years). Payout in full if terminated early without cause. This contract of employment is designed for an important recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This particular example also assumes that the recruit has had one of these contracts before (an assumption that might apply in special circumstances or special professions, such as a sport team, etc.) and therefore needs a special "poaching fee" which is an amount required to "pay-off" the previous employer. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. (H-3102)

ANY - Contract of Employment - Accounts Receivable Clerk F/T

Permanent staff - Accounts Receivable Clerk. Full time, Regular hours. Employed by a Company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, accounts clerk in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a clerk working in the sales and accounts receivable organisational unit. (H-3088)

ANY - Contract of Employment - Accounts Receivable Clerk P/T

Permanent part time position for an accounts receivable clerk. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for an accounts receivable clerk employed within ANZIC group 229 Other Fabricated metal Product Manufacturing industry to be responsible for bookkeeping and administration duties. (H-3088a)

ANY - Contract of Employment - Bar Attendant/Bartender F/T

Permanent staff - Bar Attendant/Bartender. Full time, Regular hours. Employed by company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, bar attendant/bartender in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a bar attendant/bartender employed within ANZIC group 452 Pubs, Taverns and Bars, to prepare, mix and serve drinks to patrons while creating a perfect guest experience . (H-3095)

ANY - Contract of Employment - Bar Attendant/Bartender P/T

Permanent part time position for a bar attendant/bartender. Employed by a Company. Signed by HR Manager/Licensee. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. *Note: This contract of employment includes a 3 page job description for bar attendant/bartender employed within ANZIC Group 452 Pubs, Taverns and Bars industry to prepare, mix and serve drinks to patrons while creating a perfect guest experience. (H-3095a)

ANY - Contract of Employment - Casual (Company2)

Casual position. Employed by a Company. Signed by Director(s)/Secretary. Any State. The best "any State" option is to rely on awareness of federal minimum requirements. This is especially useful for Employers employing workers in more than one State. This contract of employment is designed for a casual office worker or other worker in any State in Australia, as defined in s.170CBA (1) (d) of the Workplace Relations Act 1996 (Cwth) and includes what will happen if this definition is not adhered to or ceases to apply. If it does apply the employee has no right to seek protection from unfair dismissal. It assumes weekly pay payable by the following Thursday. It assumes different rates depending upon the time of day and the type of day. It assumes no entitlements to annual leave, annual leave loading, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, although it does require the Employer to take bereavement into account when planning hours of employment. It details requirements for superannuation support under Superannuation Guarantee 2005/1. (H-3043)

ANY - Contract of Employment - Commercial Cleaner Perm F/T

Permanent staff - Commercial Cleaner. Full time, Regular hours. Employed by a Company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, labourer in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a commercial cleaner. (H-3087)

ANY - Contract of Employment - Commercial Cleaner Perm P/T

Permanent part time position for a commercial cleaner. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a commercial cleaner employed in ANZIC Group 731 Building cleaning, Pest Control and Gardening Services. (H-3067)

ANY - Contract of Employment - Dental Assistant F/T

Permanent staff - Dental Assistant. Full time, Regular hours. Employed by a Company/dental care team. Signed by Dental Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, counsellor in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a dental assistant employed within ANZIC Group 851 Medical Services industry to prepare patients for dental examinations and assists dentists in providing care and treatment. (H-3104)

ANY - Contract of Employment - Dental Assistant Perm P/T

Permanent part time position for a dental assistant. Employed by a Owners. Signed by Dental Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a dental assistant employed within ANZIC Group 851 Medical Services industry to prepare patients for dental examinations and assists dentists in providing care and treatment. (H-3104a)

ANY - Contract of Employment - Drug/Alcohol Counsellor F/T

Permanent staff - Drug/Alcohol Counsellor. Full time, Regular hours. Employed by a Company/multi-disciplinary care team. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, counsellor in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a clerk working in the sales and accounts receivable organisational unit. (H-3089)

ANY - Contract of Employment - Drug/Alcohol Counsellor P/T

Permanent part time position for a drug/alcohol counsellor. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. *Note: This contract of employment includes a 3 page job description for a drug/alcohol counsellor employed within ANZIC group 229 879 Other Social Assistance Services industry to provide assessment, support and treatment for people and to assist them to set goals and maintain change. (H-3089a)

ANY - Contract of Employment - Electrical(Field) Engineer FT

Permanent staff - Electrical (Field) Engineer. Full time, Regular hours. Employed by company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, electrical (field) engineer in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for an electrical (field) engineer employed within ANZIC group 580 Telecommunications Service Industry. (H-3099)

ANY - Contract of Employment - Electrical(Field) Engineer PT

Permanent part time position for an electrical (field) engineer. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. *Note: This contract of employment includes a 3 page job description for an electrical field engineer employed within (ANZIC group 580 Telecommunications Service industry. (H-3099a)

ANY - Contract of Employment - Florist Perm. F/T

Permanent staff - Florist. Full time, Regular hours. Employed by company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, florist in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal. *Note: This contract of employment includes a 3 page job description for a florist employed within ANZIC group 011 Nursery and Floriculture Production to provide excellent shop presentation, conidtiong and flower maintenance, customer service duties, corporate displays and prepare and sell floral arrangements. (H-3094)

ANY - Contract of Employment - Florist Perm. P/T

Permanent part time position for a florist. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. *Note: This contract of employment includes a 3 page job description for an electrical field engineer employed within (ANZIC group 580 Telecommunications Service industry.
*Note: This contract of employment includes a 3 page job description for a florist employed within ANZIC group 011 Nursery and Floriculture Production, to provide excellent shop presentation, conditioning and flower maintenance, customer service duties, corporate displays and prepare and sell floral arrangements. (H-3094a)

ANY - Contract of Employment - Hair/Beauty Assistant PermF/T

Permanent staff - Hair/Beauty Salon Assistant. Full time, Regular hours. Employed by company. Signed by Salon Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, beauty/hair salon assistant in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a hair/beauty salon assistant employed within ANZIC group 951 Personal Care services to assist hairdressers/beauticians and preform routine tasks in a hair/beauty salon. (H-3093)

ANY - Contract of Employment - Hair/Beauty Assistant PermP/T

Permanent part time position for a hair/beauty salon assistant. Employed by a Company. Signed by Salon Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a hair/beauty salon assistant employed within ANZIC group 951 Personal Care services to assist hairdressers/beauticians and preform routine tasks in a hair/beauty salon. (H-3093a)

ANY - Contract of Employment - Hair/Beauty Salon Mngr PermFT

Permanent staff - Hair/Beauty Salon Manager. Full time, Regular hours. Employed by company. Signed by Salon Owner(s). Any State. This contract of employment is a common law contract designed for a regular, permanent, beauty/hair salon manager in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.

ANY - Contract of Employment - Hair/Beauty Salon Mngr PermPT

Permanent part time position for a hair/beauty salon manager. Employed by a Company. Signed by Salon Owner(s). Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a hair/beauty salon manager employed within ANZIC group 951 Personal Care services to organise and control the operation of a salon. (H-3092a)

ANY - Contract of Employment - Hotel/Motel Receptionist F/T

Permanent staff - Hotel/Motel Receptionist. Full time, Regular hours. Employed by a Company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, receptionist in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a hotel/motel receptionist employed to provide outstanding customer service to all guests by ensuring effective operation of the front office and all policies and procedures. (H-3090)

ANY - Contract of Employment - Hotel/Motel Receptionist P/T

Permanent part time position as hotel/motel receptionist. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. (H-3090a)
*Note: This contract of employment includes a 3 page job description for a hotel/motel receptionist employed in ANZIC Group 453 Clubs (Hospitality) to provide outstanding customer service to all guests by ensuring effective operation of the front office and all policies and procedures. (H-3090a)

ANY - Contract of Employment - On-Site Labourer - Casual

Casual position. A on-site Construction Labourer employed casually. Signed by Director(s)/Secretary. Any State. The best "any State" option is to rely on awareness of federal minimum requirements. This is especially useful for Employers employing workers in more than one State. This contract of employment is designed for a casual office worker or other worker in any State in Australia, as defined in s.170CBA (1) (d) of the Workplace Relations Act 1996 (Cwth) and includes what will happen if this definition is not adhered to or ceases to apply. If it does apply the employee has no right to seek protection from unfair dismissal. It assumes weekly pay payable by the following Thursday. It assumes different rates depending upon the time of day and the type of day. It assumes no entitlements to annual leave, annual leave loading, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, although it does require the Employer to take bereavement into account when planning hours of employment. It details requirements for superannuation support under Superannuation Guarantee 2005/1.
*Note: This contract of employment includes a 3 page job description for a casual on-site construction labourer. (H-3086)

ANY - Contract of Employment - On-Site Labourer Perm P/T

This contract of employment is a common law contract designed for a regular, permanent, part-time labourer in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay payable by the following Thursday. It includes many possibilities including such things as yearly review, overtime, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a permanent part-time on-site construction labourer working in ANZIC Group 329 Other Construction Servces Industry)

ANY - Contract of Employment - Quality Systems Engineer F/T

Permanent staff - Quality Systems Engineer. Full time, Regular hours. Employed by company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, quality systems engineer in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a quality systems engineer employed within ANZIC group 692 Architectural, Engineering and Technical services Industry. (H-3097)

ANY - Contract of Employment - Quality Systems Engineer P/T

Permanent part time position for a quality systems engineer. Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave. *Note: This contract of employment includes a 3 page job description for an electrical field engineer employed within (ANZIC group 580 Telecommunications Service industry. *Note: This contract of employment includes a 3 page job description for a quality systems engineer employed within ANZIC group 692 Architectural, Engineering and Technical services Industry. (H-3097a)

ANY - Contract of Employment - Technical Writer-Job Card F/T

Permanent staff - Technical Writer (Maintenance Job Card). Full time, Regular hours. Employed by company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, technical writer in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a technical writer (maintenance job card)employed within ANZIC group 692 Architectural, Engineering and Technical services Industry. (H-3098)

ANY - Contract of Employment - Technical Writer-Job Card P/T

Permanent part time position for a technical writer (job cards). Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a technical writer (maintenance job card)employed within ANZIC group 692 Architectural, Engineering and Technical services Industry. (H-3098a)

ANY - Contract of Employment - Tow Truck Driver (Agency) F/T

Permanent staff - Tow Truck Driver. Full time, Regular hours. Employed by an Agency. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, tow truck driver in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a tow truck driver employed within the tow truck agency unit to provide reliable and punctual pickup and delivery of broken down and damaged vehicles. (H-3090)

ANY - Contract of Employment - Tow Truck Driver (Agency) P/T

Permanent part time position for a tow truck driver (agency). Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a tow truck driver employed within the tow truck agency unit to provide reliable and punctual pickup and delivery of broken down and damaged vehicles. (ANZIC Group 529 Other Trasnport Support Services) (H-3091a)

ANY - Contract of Employment - Tow Truck Driver (Fleet) F/T

Permanent staff - Fleet Tow Truck Driver. Full time, Regular hours. Employed by company. Signed by HR Manager. Any State. This contract of employment is a common law contract designed for a regular, permanent, fleet tow truck driver in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes fortnightly pay in arrears. It assumes yearly review. It assumes no overtime but time off in lieu. It includes many possibilities including such things as yearly review, a three month probationary period, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, work tools, clothing, boots, protective gear, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: This contract of employment includes a 3 page job description for a fleet tow truck driver employed within ANZIC group 529 Other Transport Support Services to provide reliable and punctual pick up and delivery of broken down and damaged vehicles. (H-3096)

ANY - Contract of Employment - Tow Truck Driver (Fleet) P/T

Permanent part time position for a tow truck driver (fleet). Employed by a Company. Signed by HR Manager. Overtime. Any State. This contract of employment for a permanent part-time employee is designed for any State in Australia by making general reference only to Common law. It is a single contract that ignores the requirements of current IR legislation and will not be registered as an AWA. It assumes fortnightly pay payable by the following Thursday. It assumes overtime. It assumes entitlements to annual leave, annual leave loading, superannuation, long service leave and sick leave.
*Note: This contract of employment includes a 3 page job description for a fleet tow truck driver employed within ANZIC group 529 Other Transport Support Services to provide reliable and punctual pick up and delivery of broken down and damaged vehicles. (H-3096a)

ANY - Employment Contract (Senior) Amusement Manager F/T

This contract of employment is designed for an important Amusement Centre/Park Manager recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: Included in this employment contract is a 3 page job description for a Amusement Centre/Park Manager working in (ANZIC group 913 Amusement and Other Recreational Activities Industry. (H-3101)

ANY - Employment Contract (Senior) Dental Technician F/T

This contract of employment is designed for an important Senor Dental Technician recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: Included in this employment contract is a 3 page job description for a Senor Dental Technician employed within ANZSIC Group 184 Pharmaceutical and Medicinal Product Manufacturing industry to manufacture dentures, bridges, crowns, fillings and orthodontic apparatus. (H-3105)

ANY - Employment Contract (Senior) Finance Manager F/T

This contract of employment is designed for an important Finance Manager recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: Included in this employment contract is a 3 page job description for a Finance Manager working in ANZIC 694 Advertising Services Industry. (H-3100)

ANY - Employment Contract (Senior) PR Manager F/T Hiring Fee

This contract of employment is designed for an important Advertising and PR Manager recruit in any State of Australia. It pays a special (significant) hiring fee to the new recruit to "come on board". Because this is a large amount, it expects certain benefits to the employer, including extended loyalty, confidentiality and restraint of trade, and it needs certain remedies if these are not delivered. It must also therefore talk clearly about unfair dismissal, in case the dismissal of the employee is simply an attempt to engage one of these remedies. This contract assumes restraint of trade is possible, and therefore speaks clearly about the employer's right to demand it from the employee during the contract and for two years afterwards. The hiring fee is made up of a "signing fee" and a "loyalty fee", both payable up-front. This is a permanent position - full time, regular hours, any State. This contract of employment is a common law contract designed for a regular, permanent, employee in any State in Australia. It specifically chooses to opt out of Workplace Relations Amendment (Work Choices) Act 2005 and intends not to register the contract as an AWA. It assumes monthly pay. It includes many possibilities including such things as yearly review, time off in lieu, entitlements to annual leave, annual leave loading, superannuation, long service leave, personal leave (sick leave and family care), bereavement leave, and maternity/paternity/adoption leave, etc. It names an arbitrator trusted by both parties to be called upon in the case of claims of unfair dismissal.
*Note: Included in this employment contract is a 3 page job description for a Advertising/PR Manager working in ANZIC 694 Advertising Services Industry. (H-3100)

ANY - Stat dec re change of name - Two way verification EMPL

A simple statutory declaration (any State) required for change of record after change of name of an Employee for changes to the Employee's record. This one contains both signatures, the old signature that can be checked against an existing record and the new signature that can be checked against the new record. This contains a suggested letter from the HR Manager to the Employee requesting the required documentation. (L-0104)

Advance Against Next Pay

The advance on next pay shows application, maximum available, approval and refund from next pay. (H-0008)

Anti-discrimination checklist

A checklist for preparing for the recruitment process. It has 27 types of discrimination to look for in 7 steps in the recruitment process amongst 6 different types of contract. A simple checklist but much of Equal Employment Opportunity EEO and Anti-Discrimination is covered by these simple headings. (H-5000)

Appointment schedule - internal recommendation letter

This letter of recommendation comes from HR and goes to the requisition manager following the completion of the recruitment process. It chooses from 8 possible recommendations and provides comment explaining the reason for choosing this recommendation. It provides detailed analysis of critical factors and other factors emerging from the interview for the successful applicant and offers other detailed analysis of unsuccessful applicants if required. (H-0023)

Appointment schedule - office worker

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 a single office job. (H-0016)

Appointment schedule - prepare for and exit the interview

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. This is detailed but may give you good ideas for how you can design your own assessment process to achieve a less personal evaluation following interview. (H-0022)

Appointment schedule - trades

A useful record for controlling 13 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 onto a project (such as a building site). (H-0017)

Appointment schedule - trades (safety critical workers)

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. (H-0018)

Appraisal

Arrows

Nine box arrows for use in signs in the workplace. (H-1056)

Arrows

Eight stick arrows for use in signs in the workplace. (H-1057)

Arrows

A white arrow on red background designed for use on AVERY J8171 200mm*60mm - 4 arrows per A4. (H-1093)

Arrows - Delivery

Eight stick arrows with the word 'delivery' for use in signs in the workplace. (H-1060)

Arrows - Enter

Eight stick arrows with the word 'enter' for use in signs in the workplace. (H-1058)

Arrows - Reception

Eight stick arrows with the word 'reception' for use in signs in the workplace. (H-1059)

Audio loop sign

Two "audio loop" symbols per A4 sheet as per AS 1428. AS-1428. AS1428. Symbol only. (H-1107)

Australian Workplace Agreement

An individual agreement between an employer and employee about the employee’s terms and conditions of employment. For a template for an AWA Click here. The Employment Advocate must approve AWAs. (Australian legal agreement)

Authority Matrix

Authority matrix

Award at Retirement

Free certificate! An 'award at retirement' awarded to a member of staff at retirement usually accompanying a gift in recognition of years of dedicated service. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4004)

Award at Retirement

Free certificate! An 'award at retirement' awarded to a member of staff at retirement usually accompanying a gift in recognition of years of dedicated service. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4005)

Briefing (all personnel) - Changes to ethical environment

Ethics change over time. Briefing sessions are required to keep us up to date.

Briefing (executive) - Changes to the law

The law has changed. This may mean significant changes to policy, procedures and work instructions that may impact on sensitive areas that key managers are responsible for.

Briefing (key personnel) - Changes to current best practice

Breakfast. Excellent time to update thinking in response to recent changes in 'current best practice'.

Briefing (key personnel) - Changes to product & process

Seminars. New products and processes can often involve large numbers who have varied involvement but who all need to understand changes that are on their way, and maybe how these changes will impact on others as well. Often best to get them all together to discuss.

Briefing (key personnel) - Changes to the market

Breakfast. Excellent time to update marketing and sales personnel on recent changes in 'the market'.

Certificate of Achievement

Free certificate! A certificate of achievement is one which is awarded at the end of a particular event, such as a training course, usually awarded to all participants who successfully completed the event. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4011)

Certificate of Achievement

Free certificate! A certificate of achievement is one which is awarded at the end of a particular event, such as a training course, usually awarded to all participants who successfully completed the event. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4010)

Certificate of Appreciation

Free certificate! A certificate of appreciation is one which is awarded to a member of staff (usually accompanying a gift in appreciation) because of particular effort outside the call of duty. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4006)

Certificate of Appreciation

Free certificate! A certificate of appreciation is one which is awarded to a member of staff (usually accompanying a gift in appreciation) because of particular effort outside the call of duty. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4007)

Certificate of Attendance

Free certificate! A certificate of attendance is one which is issued to all attendees of a particular event, such as a meeting or a conference, when there is no issue related to excellence or level of achievement. It is often issued for administrative reasons, such as for proof regarding claims for related costs or pay or time-off-in-lieu, etc. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4012)

Certificate of Attendance

Free certificate! A certificate of attendance is one which is issued to all attendees of a particular event, such as a meeting or a conference, when there is no issue related to excellence or level of achievement. It is often issued for administrative reasons, such as for proof regarding claims for related costs or pay or time-off-in-lieu, etc. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4013)

Certificate of Excellence

Free certificate! A certificate of excellence is one which calls attention to a member of staff's participation in a particular project or initiative in which the participant's excellence has been clearly demonstrated. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4000)

Certificate of Excellence

Free certificate! A certificate of excellence is one which calls attention to a member of staff's participation in a particular project or initiative in which the participant's excellence has been clearly demonstrated. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4001)

Certificate of Merit

Free certificate! A certificate of merit is one which contains a declaration of a particular level of achievement, following some formal method of assessment of performance, such as a measurement, a test or an examination. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4008)

Certificate of Merit

Free certificate! A certificate of merit is one which contains a declaration of a particular level of achievement, following some formal method of assessment of performance, such as a measurement, a test or an examination. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4009)

Certificate of Personal Achievement

Free certificate! A certificate of personal achievement is one which is awarded to a person for a particular achievement, one which has not been achieved by others. This certificate is built in MSPublisher and therefore can be modified and/or completed on the screen. (H-4002)

Certificate of Personal Achievement

Free certificate! A certificate of personal achievement is one which is awarded to a person for a particular achievement, one which has not been achieved by others. This certificate is in .jpg format designed to be imported into a .doc file, printed out and completed with a pen. (H-4003)

Certification (External) - Part of a Personal Development Pr

Certification when obtaining a certificate is seen as a way of providing an employee with a career path and an agreed programme of personal development.

Certification (Internal) - Essential part of Induction

Certification when achieving a qualification is required to perform an assigned role.

Changes to Employee Record (Form)

The Changes to Employee Record include all the items on the Employee Card that could change over time, including Personal details and contract status. It is useful to get the employee to sign off on every change made to the employee record. (H-0015)

Code of Conduct - Bribery - Corporate enterprise

This code of conduct describes extortion and bribery for a corporate enterprise operating internationally. It lays down the rules for operators who may be offered a bribe or who may wish to offer a bribe or be operating in an environment in which bribes are considered 'normal' and 'required' to do business. This code of conduct is based on the ICC's Rules of Conduct on Extortion and Bribery in International Business Transactions 1999, a very useful place to start when formulating new codes of conduct on bribery. It provides the basic rules at the enterprise level and encourages divisional managers to get involved and give it depth. International Chamber of Commerce. (H-3101)

Code of Conduct - Company Secretary (Proprietary)

This code of conduct describes the minimum legal requirements placed upon the Company Secretary by the Directors of a proprietary limited company by their appointment of the secretary under the Corporations Act 2001 (as amended). It is a very legalistic document that mentions key requirements under the Act of the secretary as a special officer of the company with special legal duties and responsibilities. It does not attempt to discuss other matters related to the secretary as an employee of the company, but it could be revised to include such matters. It refers to only normal company operations and does not talk about the secretary's responsibilities under special conditions, such as change of type, administration, liquidation, etc. (H-3044)

Code of Conduct - Company Secretary (Public)

This code of conduct describes the minimum legal requirements placed upon the Company Secretary by the Directors of a public company by their appointment of the secretary under the Corporations Act 2001 (as amended). It is a very legalistic document that mentions key requirements under the Act of the secretary as a special officer of the company with special legal duties and responsibilities. It does not attempt to discuss other matters related to the secretary as an employee of the company. It refers to only normal company operations and does not talk about the secretary's responsibilities under special conditions, such as change of type, administration, liquidation, etc. (H-3045)

Code of Conduct - Council CEO

A Council CEO has special responsibilities for the conduct of others. This code of conduct describes the activities and standards expected from local government councillors and council employees from the point of view of the CEO of a local council. It is a public declaration directed at (a) the general public (so that they know what to expect from the CEO), (b) at the CEO (so that (s)he understands his/her role and function in his/her own conduct the conduct of others) and (c) at the councillors and council employees (so that they know the role of the CEO and what to expect from the CEO if they fail to comply). It also explains the special way that the employee code of conduct applies to the CEO. Because Council CEOs operate in a complex legal framework, it makes clear a broad spectrum of legislation that could impact on the conduct of a councillor, a council employee and the council CEO. (H-3006)

Code of Conduct - Council employee

This code of conduct describes the activities and standards expected from an employee of a local government council. It is a public declaration directed at both the general public (so that they know what to expect from a council employee) and at the employees (so that they know what is expected of them and what to expect if they fail to comply). Because council employees operate in a complex legal framework, it makes clear a broad spectrum of legislation that could impact on the conduct of a council employee. (H-3003)

Code of Conduct - Councillor

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. (H-3005)

Code of Conduct - Employee (General)

This code of conduct describes the activities and standards expected from a particular group within the work force. Some code of conduct documents are prepared with the outside world in mind and some are directly linked to the contract of employment. This one is directed at the employee. It contains requirements placed on the employee regarding lawful activities, discrimination, sexual harassment, health and safety at work, equal opportunities, cultural sensitivities, privacy, and free and fair competition. (C5072)

Code of Conduct - Employee (hotels)

This code of conduct describes the activities and standards expected from an employee of a five star hotel or ski resort. It is a private declaration signed by a new employee at the moment of recruitment and is to be read in association with their contract of employment. It concentrates on matters such as customer goodwill, appearance, manner, health and safety, discrimination, sexual harassment, etc. (H-3007)

Code of Conduct - Laser Eye Surgeon

The Code of Conduct is a document designed to influence the behaviour of employees and to establish an agreed set of minimum requirements that are placed upon an employee by the workplace they work in or the position that they hold. This version dictates acceptable principles of ethical practice for laser eye health care employees (specifically surgeons) in accordance with the Australian Medical Association's Standards. You may wish to use it to create a simpler version using this as a guide. (H-3105)

Code of Conduct - Market Researcher

The Code of Conduct is a document designed to influence the behaviour of employees and to establish an agreed set of minimum requirements that are placed upon an employee by the workplace they work in or the position that they hold. This version dictates acceptable principles of ethical practice for market researchers in accordance with the Marketing Research Association and the MRS Professional Standards and Guidelines. You may wish to use it to create a simpler version using this as a guide. (M-4113)

Code of Conduct - Public (General)

This Code of Conduct describes the activities and standards expected from a particular group within the work force. Some code of conduct documents are prepared with the outside world in mind and some are directly linked to the contract of employment. This one is directed at the public.

Code of Conduct - public employee (NSW)

This code of conduct describes the activities and standards expected from an employee of a public sector or semi-government organisation or NGO, TAFE or University, at the state level. It is a private declaration signed by a new employee at the moment of recruitment and is to be read in association with their contract of employment. This code of conduct is for an employee of an organisation bound principally by NSW state law. Because public sector and semi-government employees operate in a clear legal framework, it derives its codes from such law as the Anti Discrimination Act 1977, the Occupational Health and Safety Act 2000, the ICAC Act 1988 and relevant Federal law such as the Human Rights And Equal Opportunity Commission Act 1986. (H-3008)

Code of Conduct - public employee (Queensland)

This code of conduct describes the activities and standards expected from an employee of a public sector or semi-government organisation or NGO, TAFE or University, at the state level. It is a private declaration signed by a new employee at the moment of recruitment and is to be read in association with their contract of employment. This code of conduct is for an employee of an organisation bound principally by Queensland state law. Because public sector and semi-government employees operate in a clear legal framework, it derives its codes from such law as the Public Sector Ethics Act 1994, the Anti Discrimination Act 1991, the Workplace Health and Safety Act 1995, the Equal Opportunity in Public Employment Act 1992, the Whistleblowers Protection Act 1994, and relevant Federal law such as the Human Rights And Equal Opportunity Commission Act 1986. (H-3011)

Code of Conduct - public employee (Victoria)

This code of conduct describes the activities and standards expected from an employee of a public sector or semi-government organisation or NGO, TAFE or University, at the state level. It is a private declaration signed by a new employee at the moment of recruitment and is to be read in association with their contract of employment. This code of conduct is for an employee of an organisation bound principally by Victorian state law. Because public sector and semi-government employees operate in a clear legal framework, it derives its codes from such law as the Equal Opportunity Act 1995, the Whistleblowers Protection Act 2000, the Occupational Health and Safety Act, 1985, and relevant Federal law such as the Human Rights And Equal Opportunity Commission Act 1986, the Sex Discrimination Act 1984, and the Racial Discrimination Act 1975 . (H-3010)

Coffee here sign

Two "coffee cup" symbols per A4 sheet as per AS 2899. AS-2899. AS2899. Symbol only. (H-1109)

Contract of Employment (Basic) - OfficeStaff O/TIME

This contract of employment is designed for the administrator and/or office staff in the State of New South Wales, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), Annual Holidays Act (NSW) 1944, and Long Service Leave Act (NSW) 1955. (H-3032).

Contract of Employment (Basic) - OfficeStaff O/TIME

This contract of employment is designed for the administrator and/or office staff in the State of Queensland, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth) and Industrial Relations Act (Qld) 1999. (H-3033)

Contract of Employment (Basic) - OfficeStaff O/TIME

This contract of employment is designed for the administrator and/or office staff in the State of South Australia, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), Industrial & Employee Relations Act (SA) 1994, and Long Service Leave Act (SA) 1987. (H-3034)

Contract of Employment (Basic) - OfficeStaff O/TIME

This contract of employment is designed for the administrator and/or office staff in the State of Victoria, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), and Workplace Relations Act 1996 (Cwth). (H-3035)

Contract of Employment (Basic) - PermanentLabourer

This contract of employment is designed for a permanent labourer in the State of New South Wales, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), Annual Holidays Act (NSW) 1944, and Long Service Leave Act (NSW) 1955. (H-3019)

Contract of Employment (Basic) - PermanentLabourer

This contract of employment is designed for a permanent labourer in the State of Queensland, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth) and Industrial Relations Act (Qld)1999. (H-3020)

Contract of Employment (Basic) - PermanentLabourer

This (federally-oriented) contract of employment is designed for a permanent labourer in the State of Victoria, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), and Workplace Relations Act 1996 (Cwth). (H-3025)

Contract of Employment (Basic) - PermanentLabourer

This contract of employment is designed for a permanent labourer in the State of South Australia, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), Industrial & Employee Relations Act (SA) 1994, and Long Service Leave Act (SA) 1987. (H-3027)

Contract of Employment (Basic) - Sales Staff T/OFF

This contract of employment is designed for sales staff in the State of Victoria, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), and Workplace Relations Act 1996 (Cwth). (H-3050)

Contract of Employment (Basic) - Sales staff

This contract of employment is designed for a permanent labourer in the State of New South Wales, with specific reference to Superannuation Guarantee (Administration) Act 1992 (Cwth), Annual Holidays Act (NSW) 1944, and Long Service Leave Act (NSW) 1955. (H-3048)

Contract of Employment (Senior) Sales - Hiring Fee

BEING RE-WRITTEN. (H-3051)

Contract of Employment (Senior) Sales - Hiring Fee

BEING RE-WRITTEN. (H-3052)

Contract of Employment (Senior) Sales - Hiring Fee

BEING RE-WRITTEN. (H-3055)

Contract of Employment (Senior) Secure site-Hiring Fee

BEING RE-WRITTEN. (H-3056)

Curriculum Vitae

FREE. Here is an empty Curriculum Vitae organised as a "fill-in form". Very useful. (P-0128)

Curriculum Vitae - Academic - Doctorate level

A resume format for an academic at the doctorate level. This is a completely blank form in questionnaire format. (P-0109)

Curriculum Vitae - Architect

A resume format for a professional architect. This is a completely blank form in questionnaire format. (P-0116)

Curriculum Vitae - Barrister

A resume format for a barrister. This is a completely blank form in questionnaire format. (P-0121)

Curriculum Vitae - Manager

A resume format for a manager in a traditional trade or profession. This is a completely blank form in questionnaire format. (P-0126)

Curriculum Vitae - Medical Practitioner

A resume format for a medical practitioner or medical specialist. This is a completely blank form in questionnaire format. (P-0119)

Curriculum Vitae - Solicitor

A resume format for a solicitor. This is a completely blank form in questionnaire format. (P-0120)

Danger - combustible liquids

Free! One "danger - combustible liquids - no smoking" sign per A4 sheet. Standard danger sign. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1041)

Danger - go back!

Free! One "danger - go back!" sign per A4 sheet. Standard danger sign. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1039)

Danger - no entry

Free! One "danger - no entry" sign per A4 sheet. Standard danger sign. Only use when there is the danger of physical injury in the area being entered. For normal "no entry" signs see below. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1042)

Danger - no smoking

Free! One "danger - no smoking" sign per A4 sheet. Standard danger sign. Only use when there is danger of explosion. For standard "no smoking" sign see below. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1040)

Danger sign - blank message

Free! One "danger - blank message" sign per A4 sheet. Standard danger sign. Use when there is danger and no time to build sign. Have sign printed and ready for contingency. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1102)

Detailed Testimonial - Third Party

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. (P-0002)

Disabled

One disabled sign. Can be used as input for other purposes. (H-1051)

Disabled access sign with text

Free sign. Disabled symbol with "access" text (1sign per A4 sheet). Designed for AVERY J8167 (289.1mm*199.6mm). (H-1103)

Disabled sign with text

Disabled sign with text (6 signs per A4 sheet). Designed for AVERY J8166 (99.1mm*93.1mm). (H-1055)

Disabled sign with text

Disabled sign with text (4 signs per A4 sheet ). Designed for AVERY J8169 (99.1mm*139mm). (H-1049)

Disabled sticker - no words

The disabled sticker, designed for AVERY J8560 (63.5mm*30.1mm*21) i.e. 21 stickers per A4 sheet. (H-1052)

Disabled toilet sign with text

Free sign. Disabled symbol with "toilet" text (1sign per A4 sheet). Designed for AVERY J8167 (289.1mm*199.6mm). (H-1104)

Eat here

Two "knife & fork" symbols per A4 sheet as per AS 2899. Symbol only. (H-1112)

Emergency Telephone

One 'emergency telephone' symbol and 'emergency telephone' text per A4 designed for AVERY J8167 (289.1mm*199.6mm). (H-1069)

Emergency exit only

One "emergency exit only" per A4 sheet. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1020)

Emergency exit only

Two "emergency exit only" signs per A4 sheet. Designed for AVERY J8168 (199.6mm*143.5mm).(H-1024)

Emergency exit only - alarm will sound

One "emergency exit only - alarm will sound" sign per A4 sheet. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1021)

Enterprise Bargaining Agreement

The Enterprise Bargaining Agreement is a legal agreement negotiated for a particular workplace. It contains the terms and conditions of employment for the various types of employees involved at that workplace. It is normal for a union or a number of unions to be involved in this process but it is not essential. (Australian legal agreement between the employer and the union(s)).

Entry

An 'entry' sign, green letters on white background designed for use on AVERY J8171 200mm*60mm - 4 signs per A4. (H-1094)

Entry exit

One "enter - exit" sign per A4 sheet. (H-1032)

Entry exit

An 'entry' sign (green on white), and an 'exit' sign (red on white), designed for use on AVERY J8171 200mm*60mm - two sets per A4. (H-1097)

Exit

One standard "exit" sign (white on green) per A4 sheet. (H-1046)

Exit

An 'exit' sign, green letters on white background designed for use on AVERY J8171 200mm*60mm - 4 signs per A4. (H-1096)

Exit left and right

One "exit-leftarrow" and one "exit-rightarrow" per A4 sheet. (H-1031)

Exit up

One "exit" sign per A4 sheet. (H-1030)

Experience Certificate (Employee declares)

Certificate of experience provided by employee. It declares under a Cth statutory declaration the attached CV (from say LinkedIn to be a true account of my experience. Provided to back up a tender or corporate requirement or for stamping by Dept of Foreign Affairs as required by UN or foreign government. (H-4031)

Federal Award

A federal award is established by an act of the federal parliament. The award states clearly the category of employee to which it applies and which employers are referred to in the respondency list. Federal awards apply in more than one state. Both federal and state awards can apply to a particular workplace so they need to be referred to in a comparative and referential study. (Australian government legislation).

Fire Extinguisher - words & arrow

Fire extinguisher words and down-arrow, white on red triangle. Two signs per A4. (H-1092)

Fire Extinguisher symbol - no words

Fire extinguisher symbol, no words. Designed for AVERY J8169 (99.1mm*139mm) 4 symbols per A4. (H-1082)

Fire Extinguisher symbol - no words

Fire extinguisher symbol, no words. One symbol per A4. (H-1083)

First Aid

One 'first aid' symbol and text per A4 designed for AVERY J8167 (289.1mm*199.6mm). (H-1065)

First Aid Station

One 'first aid' symbol and 'first aid station' text per A4 designed for AVERY J8167 (289.1mm*199.6mm). (H-1066)

First letter of warning - accident caused by failure of duty

A first letter of warning to an employee - an investigation of the accident results in a conclusion of failure of duty of care. (H-4026)

First letter of warning - asleep onthejob may lead to dismis

A first letter of warning to an employee - found asleep on the job may lead to dismissal. (H-4024)

First letter of warning - bankruptcy - failure to pay wages

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. (H-4021)

First letter of warning - failure to comply with direction

A first letter of warning to an employee - failure to comply with a reasonable direction could constitute a repudiation of the contract of employment. (H-4018)

First letter of warning - failure to pay overtime

A first letter of warning to an employer - failure to pay overtime could constitute a repudiation of the contract of employment. (H-4019)

First letter of warning - failure to provide tools &protecti

A first letter of warning to an employer - failure to provide the work tools, protective clothing, boots, protective gear could constitute a repudiation of the contract of employment. (H-4020)

First letter of warning - failure to take annual leave

A first letter of warning to an employee - failure to take annual leave could constitute a repudiation of the contract of employment. (H-4017)

First letter of warning - failure to take instruction

A first letter of warning to an employee - failure to take instruction from an assigned officer could constitute a repudiation of the contract of employment. (H-4014)

First letter of warning - forced reduction in hours is dismi

A first letter of warning to an employer - forced reduction in hours (when employee asked to return from extra hours worked to normal hours she was told to go part time and look for another job) could constitute dismissal which could allow the employee to sue for unfair dismissal. (H-4028)

First letter of warning - insolvency - failure to pay wages

A first letter of warning to an employer who is a company who has gone into voluntary liquidation - failure to pay wages and entitlements could constitute dismissal which could allow the employee to sue for unfair dismissal. (H-4022)

First letter of warning - reduction in hours constitutes dis

A first letter of warning to an employer from a woman who takes half an hour off each day to pick up her little boy from school - forced reduction in hours and wages and status to part time could constitute dismissal which could allow the employee to sue for unfair dismissal. (H-4029)

First letter of warning - service to a Client

A first letter of warning to an employee - entering into negotiation or agreement with a client to provide services to the client could constitute a repudiation of the contract of employment. (H-4015)

First letter of warning - service to a Competitor

A first letter of warning to an employee - entering into negotiation or agreement with a competitor to provide services to the competitor could constitute a repudiation of the contract of employment. (H-4016)

First reply - asleep onthejob in this instance is safe

A first reply from an employee found asleep on the job - an interesting case: the worker claims that sleeping on the job is not only safe but is recommended because of the nature of the work performed. (H-4025)

Fortnightly Time Sheet

This fortnightly time sheet is designed for labourers and contains basic hours, overtime and control over public holidays and sick leave. (H-0004)

Fortnightly Time Sheet

This fortnightly time sheet is designed for administrators and office staff and contains basic hours, overtime and control over public holidays and sick leave . It assumes that overtime will be paid for as time off in lieu. (H-0005)

HR Dept - authority matriux

Induction - Code of Ethics

Things that need to be understood about the ethics of this industry before taking up employment.

Induction - Health & Safety (all employees)

A general induction programme for occupational health and safety at work designed for 'all employees'.

Induction - Health, Safety & the Environment (key employees)

A specific induction programme for occupational health and safety and its relationship to corporate responsibility for a clean impact on the environment designed for particular employees who are key to the company meeting its goals.

Induction - in relation to Code of Conduct

Special induction is required for Code of Conduct, especially when failure to meet the requirements of Code of Conduct could result in an employee being disciplined, demoted or dismissed.

Information

One "information" sign (italic) plus text per A4 sheet designed for AVERY J8167 (289.1mm*199.6mm). (H-1012)

Information

One 'information' symbol (ariel) and text per A4 designed for AVERY J8167 (289.1mm*199.6mm). (H-1063)

Information sticker - no words

The 'information' sticker (ariel), no words, designed for AVERY J8560 (63.5mm*30.1mm*21) i.e. 21 stickers per A4 sheet. (H-1068)

Information sticker - no words

The 'information' sticker (italic), no words, designed for AVERY J8560 (63.5mm*30.1mm*21) i.e. 21 stickers per A4 sheet. (H-1071)

Job Advertisement

Abstract

Job Application - executive positions

This job application form is designed to be sent to all prospective applicants for an executive position, upon request. It helps in the assessment process by requiring all applicants to provide relevant, similar and comparable information, and removes unnecessary information from the process. It is usually accompanied by a Job Description.

Job Application - middle management

This job application form is designed to be sent to all prospective applicants for a middle management position, upon request. It helps in the assessment process by requiring all applicants to provide relevant, similar and comparable information, and removes unnecessary information from the process. It is usually accompanied by a Job Description but can stand alone if required to do so.(H-2003)

Job Application - trades

This job application form is designed to be sent to all prospective applicants for an trade position, upon request. It helps in the assessment process by requiring all applicants to provide relevant, similar and comparable information, and removes unnecessary information from the process. It is usually accompanied by a Job Description.

Job Description 1 - Accounts Clerk (Bookkeeping)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Accounting Clerk employed to perform accounting/bookkeeping services who will take a key role in a small company's Accounting Unit (just him/her and the accountant). (For example, in the ANZIC Group 161 Printing and Printing Support Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2040c)

Job Description 1 - Accounts Payable Clerk

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Accounting Clerk (accounts payable) employed to perform accounting/bookkeeping services within the Purchases and Accounts Payable Unit. (For example, in the ANZIC Group 229 Other Fabricated Metal Product Manufacturing 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2040b)

Job Description 1 - Accounts Receivable Clerk

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Accounting Clerk (Accounts Receivable) employed to perform accounting/bookkeeping services within the Dispatch and Accounts Receivable Unit. (For example, in the ANZIC Group 229 Other Fabricated Metal Product Manufacturing 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2040)

Job Description 1 - Admissions Clerk

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Admissions Clerk employed to perform clerical duties within the ANZIC Group 851 Medical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2042)

Job Description 1 - Advertising Manager and Public Relations

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Advertising and Public Relations Manager employed to perform skilled duties within the Marketing and Events unit of a company. (ANZIC group 694 Advertising Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2110)

Job Description 1 - Aged Care Provider

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a social worker employed to perform Aged/Disabled care duties within Special Care Workers industry. It is designed to be sent to the potential applicant along with an application form. (ANZIC Group 860 Residential Care Services Industry.) It is based on the position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2044)

Job Description 1 - Alcohol/Drug Counsellor

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a social worker employed to perform support duties within the alcohol/drug counselling unit. (ANZIC Group 879 Other Social Assistance Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2076)

Job Description 1 - Amusement Park/Centre Manager

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a customer service manager employed to perform skilled duties within the Amusement Park/Centre industry. (ANZIC group 913 Amusement and Other Recreational Activities 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2104)

Job Description 1 - Bank Teller/Worker

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Bank Teller/Worker employed to perform customer service duties who will be assigned important tasks within the Bank Industry. (ANZIC Group 622 Depository Financial Intermediation 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2046)

Job Description 1 - Bar Attendant/Bartender

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 position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2048)

Job Description 1 - Barista

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a barista certified employee to perform standard customer service duties within the Food and Beverage unit of a cafe/establishment. (ANZIC group 451 Cafes, restaurants and take away food services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2074)

Job Description 1 - Book Editor

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 position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2050)

Job Description 1 - Builder/Labourer (Construction)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for Builder/Labourer employed to assist a building tradesperson within the Construction Unit. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2168)

Job Description 1 - Bus Driver

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a bus driver employed to perform customer service duties within the transport drivers unit. (ANZIC Group 462 Road Passenger Transit 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2082)

Job Description 1 - Business Reports Analyst

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Business Reports Analyst employed to perform finance and assessment tasks in a business intelligence unit. (ANZIC Group 699 Other Professional, Scientific and Technical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2140)

Job Description 1 - Car Park Attendant

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a car park attendant employed to perform customer service duties within the Concierge unit of a company. (ANZIC Group 440 Accomodation 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2078)

Job Description 1 - Carpenter

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Carpenter employed to perform skilled duties within the Tradesperson Industry. (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 position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2052)

Job Description 1 - Carpenter (Partnership)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Carpenter employed to perform skilled duties within the Tradesperson Industry. (ANZIC Group 320 Building 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2147)

Job Description 1 - Chauffeur (Service provider)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a chauffeur employed by a chauffeur service provider within the accomodation industry. (ANZIC group 440 Accommodation 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2120)

Job Description 1 - Chauffeur (for the CEO)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a chauffeur employed by the company for the CEO in the mining industry. (ANZIC group 060 Coal Mining 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2120a)

Job Description 1 - Chemical Engineer

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Chemical Engineer employed to perform mechanical duties within the Operations/Safety unit of a company in the ANZIC Group 181 Basic Chemical Manufacturing 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2072)

Job Description 1 - Child Care Worker

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Child Care Worker employed to perform skilled duties within the Child Care industry. (ANZIC group 871 Child Care Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2054)

Job Description 1 - Civil Engineer

This job description describes a new job on offer for a Civil Engineer employed to perform the work of a civil engineer for a broad ranging office going out to tender. (ANZIC Group 310 Heavy and Civil Engineering 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2062)

Job Description 1 - Commercial Cleaner

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Commercial Cleaner employed to perform cleaning tasks in a cleaning services team specialising in industrial jobs. (ANZIC Group 731 Building cleaning, Pest Control and Gardening Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2064)

Job Description 1 - Construction On-Site Labourer (Casual)

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 position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2051)

Job Description 1 - Cost Clerk

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 position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2056)

Job Description 1 - Debt Collector

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a debt collector employed to perform important tasks within the legal recoveries Industry. (ANSIC 693 Legal and Accounting Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2058)

Job Description 1 - Dental Assistant

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Dental Assistant employed to perform skilled duties within the Dental industry. (ANZIC Group 851 Medical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2060)

Job Description 1 - Dental Technician

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Dental Technician employed to perform a key role in a dental Laboratory. (ANZIC Group 184 Pharmaceutical and Medicinal Product Manufacturing 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2092)

Job Description 1 - Dental Therapist

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Dental Therapist employed to perform important tasks within the Dental/Health Services Unit. (ANZIC Group 851 Medical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2094)

Job Description 1 - Dressmaker/Tailor

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a dressmaker/tailor employed to perform skilled duties within the clothing trade workers unit of a company. (ANZSIC Group 949 Other Repair and Maintenance 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2126)

Job Description 1 - Dry Cleaner

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Dry Cleaner employed to perform customer service duties within the Laundry Services Unit. (ANZIC group 440 Accomodation.) 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2080)

Job Description 1 - Electrical (Field) Engineer

This job description describes a new job on offer for an Electrical Engineer employed to perform the work of a field engineer and help support technician who will be assigned important tasks within the ANZIC Group 580 Telecommunications Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2070)

Job Description 1 - Electrical Engineer

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an Electrical Engineer employed to perform services for a company's Building Unit. (ANZIC Group 692 Architectural, Engineering and Technical Services.) It is a generic document and requires more specific detailing; but a good place to start. 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2066)

Job Description 1 - Events Organiser

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Conference/Events Organiser employed to perform skilled duties within the Customer Service unit of a company. (ANZIC group 453 Clubs [Hospitality] 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2112)

Job Description 1 - Family/Marriage Counsellor

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a social worker employed to perform support duties within the family/marriage counselling unit. (ANZIC Group 879 Other Social Assistance Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2122)

Job Description 1 - Finance Manager

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Finance Manager employed to perform financial analysis services within the Accounting Unit. (ANZIC Group 641 Auxiliary Finance and Investment Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2068)

Job Description 1 - Finance and Accounting Manager

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Finance and Accounting Manager employed to plan, administer and review the financial and accounting activities within the Revenue Accounting and Financial Unit. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2170)

Job Description 1 - Financial Assistant

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for financial assistant employed to perform wide range of financial, accounting and administration tasts within the Revenue Accounting and Financial Unit. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2172)

Job Description 1 - Florist

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Florist employed to perform customer service duties and undertake a key role in the company's Floral Art unit. (ANZIC Group 011 Nursery and Floriculture Production 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2084)

Job Description 1 - Gardener (Landscape/Horticulturist)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a gardener employed to perform skilled duties within the agricultural industry. (ANZSIC Group 731 Building Cleaning, Pest Control and Gardening Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2124)

Job Description 1 - General Manager (Construction Company)

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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2152)

Job Description 1 - Greenhouse Gas Assessment Specialist

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a greenhouse gas assessment specialist employed to perform skilled duties within the environment safety unit. (ANZIC group 699 Other Professional, Scientific and Technical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record.(H-2108)

Job Description 1 - HSE Officer

This job description describes a new job on offer for a Health, Safety and Environment Technical Writer employed to perform impact assessments, determine safety precautions and provide documentations within the Oil and Gas industry (ANZSIC Group 070 Oil and Gas Extraction). 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2136)

Job Description 1 - Hair Dresser/Stylist

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a qualified Hair Dresser/Stylist employed to perform hair services within a salon. (ANZIC group 951 Personal Care services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2086)

Job Description 1 - Hair/Beauty Salon Assistant

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Hair/Beauty Salon Assistant employed to perform routine services. (ANZIC group 951 Personal Care services.) 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2090)

Job Description 1 - Hair/Beauty Salon Manager

This job description describes a new job on offer for a Hair/Beauty specialist employed to perform the work of salon manager. (ANZIC group 951 Personal Care services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2088)

Job Description 1 - Hotel/Motel Manager

This job description describes a new job on offer for a Hotel/Motel Manager employed to perform customer-focused work who will be assigned important tasks within the hospitality unit. [ANZIC Group 453 Clubs (Hospitality) 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2096)

Job Description 1 - Hotel/Motel Receptionist

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Receptionist employed to perform skilled duties within the Hotel/Motel Industry. [ANZIC Group 453 Clubs (Hospitality) 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2098)

Job Description 1 - Human Resource Clerk

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an HR Clerk employed to maintain and update personnel records within the Human Resources Unit. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2162)

Job Description 1 - Human Resource Consultant

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an HR Consultant employed to perform services within the Human Resources Unit. (For example, in the ANZIC Group 229 301 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2160)

Job Description 1 - Human Resource Manager

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Human Resource manager employed by a construction company to perform services within the HR Unit, reporting to the general manager. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2158)

Job Description 1 - Interior Decorator

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for an interior decorator employed to perform skilled duties within the customer service/consulting industry. (ANZIC group 696 Management and Related Consulting Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2100)

Job Description 1 - Interior Designer

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a senor interior designer employed to perform skilled duties within the Design and Architecture industry. (ANZIC group 692 Architecturla, Engineering and Technical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2102)

Job Description 1 - Junior Tech Writer & Research Assistant

This job description describes a new job on offer for a Junior Technical writer and research assistant employed to perform general technical writing and research assistant duties within the Marketing and Business Development Industry (Group 696 Management and Related Consulting Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2148)

Job Description 1 - Laundry Shop Assistant

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a laundry shop assistant employed to perform customer service duties within the dry cleaning and laundry services industry. (ANZIC group 440 Accomodation 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2081a)

Job Description 1 - Magazine Officer

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Magazine Officer employed to perform writing, editing and assessment tasks in an arts department. (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 position 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. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2142)

Job Description 1 - Marketing and Sales Coordinator

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a marketing and sales coordinator employed to perform services within the marketing and events 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2156)

Job Description 1 - Massage Therapist

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a massage therapist employed to perform skilled duties within the Health Care industry. (ANZIC group 859 Other Health Care Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2106)

Job Description 1 - Project Manager (Construction Company)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for project and construction manager employed to perform on-site house construction services. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2164)

Job Description 1 - Quality Systems Engineer

This job description describes a new job on offer for a Quality Systems Engineer employed to perform the work of a quality systems analyst and technical writer who will be assigned important tasks within the Quality Systems Unit of the Quality Control Department. (ANZIC group 692 Architectural, Engineering and Technical Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2035)

Job Description 1 - Real Estate Agent

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a Real Estate Agent employed to perform skilled duties within the sales unit of a company. (ANZIC group 672 Real Estate Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2114)

Job Description 1 - Sales and Marketing Manager

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for Sales and Marketing Manager employed to perform services within the Marketing and Events Unit and reporting to the general manager. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2154)

Job Description 1 - Team Leader/Construction Tradesperson

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for Team Leader/Construction Tradesperson employed within the construction unit to develop safe, long lasting projects to successful completion. (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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2166)

Job Description 1 - Technical Writer (General)

This job description describes a new job on offer for a Technical writer employed to perform general technical writing duties within the Marketing and Business Development Industry (Group 696 Management and Related Consulting Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2118)

Job Description 1 - Technical Writer (Maintenance Job Card)

This job description describes a new job on offer for a Technical writer employed to perform job card maintenance who will be assigned important tasks within the Aircraft Maintenance industry (ANZIC Group 522 Airport Operations and Other Air Transport Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2116)

Job Description 1 - Telemarketer

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a telemarketer employed by the company within the sales and marketing unit in the retail industry. (ANZIC Group 425 Clothing, Footwear and Personal Accessory Retailing 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2132)

Job Description 1 - Training Materials Developer

This job description describes a new job on offer for a Training Materials Developer employed to develop resource and training materials within the Wood industry (ANZSIC Group 149 Other Wood Product Manufacturing). 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2138)

Job Description 1 - Travel Consultant/Advisor

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a travel consultant employed to perform services within a travel agency. (Group 722 Travel Agency and Tour Arrangement Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2130)

Job Description 1 - Truck Driver (Heavy Road Tanker)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a heavy road tanker driver employed within the road transportation unit to transport liquids. (ANZSIC group 181 Basic Chemical Manufacturing 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2134a)

Job Description 1 - Truck Driver (HeavyVehicle -Retailgoods)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a truck driver employed by a company to transport goods point-to-point (in this case retail goods from warehouse to supermarket). (ANZSIC Group 411 Supermarket and Grocery Stores 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2134d)

Job Description 1 - Truck Driver (Manufacturer-Distributor)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a truck driver, driving point to point from the manufacturer's warehouse to the distributor's warehouse . (ANZIC group 461 Road Freight Transport 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2134f)

Job Description 1 - Truck Driver (Removalist)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a truck driver employed by a relocation and removalist unit. (ANZSIC group 529 Other Transport Support Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2134e)

Job Description 1 - Truck Driver (Tow Truck - Agency)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a tow truck employed by an agency providing service to the public. (ANZSIC group 529 Other Transport Support Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2134b)

Job Description 1 - Truck Driver (Tow Truck - Fleet)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a fleet tow truck driver employed within the motor vehicle fleet maintenance unit. (ANZSIC group 529 Other Transport Support Services 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2134c)

Job Description 1 - Web Content Writer

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a tech writer employed by the IT Manager to prepare content for an internal Intranet website for the IT division. (ANZSIC Group 5060 Coal Mining Industry.) It is a generic document and requires more specific detailing; but a good place to start. 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2151)

Job Description 1 - Web Designer (services a customer base)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a graphic web designer employed to perform services for a company's IT Unit. (ANZSIC Group 570 Internet Publishing and Broadcasting Industry.) It is a generic document and requires more specific detailing; but a good place to start. 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2128)

Job Description 1 - Web designer (employed by a company)

This job description (based on ASCO2 and ANZSCO standard descriptors and some standard requirements) describes a new job on offer for a graphic web designer employed the IT Manager who is employing a website designer to design and set up an internal Intranet website for the IT division. (ANZSIC Group 5060 Coal Mining Industry.) It is a generic document and requires more specific detailing; but a good place to start. 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. It emphasises the skills and experience required by the new position, etc. Its main task is to help the new applicant complete the application form and help the assessment team in the assessment and selection of applicants. There are certain things in the profile that don't really need to be emphasised at this stage. International human resources record. (H-2128a)

Job Profile

A detailed description of a particular position which 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. This provides a form in questionnaire format and a worked example. (H-2001)

Job Profile (Partnership)

A detailed description of a particular position which 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. This provides a form in questionnaire format and a worked example. (H-2144)

Job Profile - Accounts Clerk

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. (H-2041)

Job Profile - Accounts clerk - Bookkeeper

A detailed description of a particular position, viz. a detailed description of the Accounting clerk (Bookkeeper) who has responsibility for the General Journal and the General Ledger, including issues such as Acquisitions, Disposals, Petty Cash, BAS, GST, FBT, Directors' expenses, Directors' loans, Bank Reconciliations, Extraordinary Items, Trial Balance, Corrections, and so on. It 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. (H-2025)

Job Profile - Accounts clerk - Purchases/Creditors officer

A detailed description of the position of the Accounts Clerk who has responsibility for the relationship between the production unit, the accounts dept, and the suppliers, and for paying the creditors. It 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. A worked example. (H-2023)

Job Profile - Accounts clerk - Sales/Debtors officer

A detailed description of the position of the Accounts Clerk who has responsibility for the relationship between the sales unit, the accounts dept, and the customers, and for collecting from the debtors. It 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. A worked example. (H-2024)

Job Profile - Admissions Clerk

A detailed description of a particular position, viz. an Admissions 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. (H-2043)

Job Profile - Advertising Manager and Public Relations

A detailed description of a particular position, viz. an Advertising Manager and Public Relations. 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. (H-2111)

Job Profile - Aged/Disability Care Provider

A detailed description of a particular position, viz. an Aged/Disability care provider. 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. (H-2045)

Job Profile - Alcohol/Drug Counsellor

A detailed description of a particular position, viz. an alcohol/drug counsellor employed to operate in a social welfare unit. 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. (H-2077)

Job Profile - Amusement Park/Centre Manager

A detailed description of a particular position, viz. an amusement park/centre manager. 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. (H-2105)

Job Profile - Bank Teller/Worker

A detailed description of a particular position, viz. an Bank Teller/Worker. 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. (H-2047)

Job Profile - Bar Attendant/Bartender

A detailed description of a particular position, viz. a Bar Attendant/Bartender 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. (H-2049)

Job Profile - Barista

A detailed description of a particular position, viz. a barista employed to operate as a coffee bar attendant. 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. (H-2075)

Job Profile - Book Editor

A detailed description of a particular position, viz. a book editor 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. (H-2051)

Job Profile - Bus Driver

A detailed description of a particular position, viz. a Bus Driver employed as an intra-state coach driver. 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. (H-2083)

Job Profile - Business Reports Analyst

A detailed description of a particular position, viz. a business reports analyst. 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. (H-2141)

Job Profile - Car Park Attendant

A detailed description of a particular position, viz. a car park attendant employed to operate in a concierge unit. 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. (H-2079)

Job Profile - Carpenter

A detailed description of a particular position, viz. a carpenter 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. (H-2053)

Job Profile - Carpenter (Partnership)

A detailed description of a particular position, viz. a carpenter employed in ANZIC Group 30 Building Construction. 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. (H-2146)

Job Profile - Chauffeur (Service provider)

A detailed description of a particular position, viz. a chauffeur employed by a chauffeur services provider. 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. (H-2121)

Job Profile - Chauffeur (for the CEO)

A detailed description of a particular position, viz. a chauffeur employed by the company for the CEO in the mining industry. 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. (H-2121a)

Job Profile - Chemical Engineer

A detailed description of a particular position, viz. a chemical engineer employed to operate as a chemical/mechanical engineer. 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. (H-2073)

Job Profile - Child Care Worker

A detailed description of a particular position, viz. a Child Care Worker 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. (H-2055)

Job Profile - Civil Engineer

A detailed description of a particular position, viz. a Civil Engineer 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. (H-2063)

Job Profile - Commercial Cleaner

A detailed description of a particular position, viz. a Commercial Cleaner 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. (H-2065)

Job Profile - Communications Manager

A detailed description of a particular position, viz. a communications manager given a key role for coordinating the external view of a large professional firm (such as accountants or lawyers, etc) and providing support to professional teams and coordinating their external communications under a marketing strategic plan. Includes taking an interest in PR, tendering and the business development unit (BDU). 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. (H-2181)

Job Profile - Construction On-Site Labourer (Casual)

A detailed description of a particular position, viz. a on-site construction labourer employed on a casual basis. 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. (H-2151)

Job Profile - Cost Clerk

A detailed description of a particular position, viz. an accounting clerk employed as a Costing Clerk in a manufacturing unit. 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. (H-2057)

Job Profile - Debt Collector

A detailed description of a particular position, viz. a debt collector 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. (H-2059)

Job Profile - Dental Assistant

A detailed description of a particular position, viz. a Dental assistant 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. (H-2061)

Job Profile - Dental Technician

A detailed description of a particular position, viz. a dental technician. 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. (H-2093)

Job Profile - Dental Therapist

A detailed description of a particular position, viz. a dental therapist. 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. (H-2095)

Job Profile - Disaster Recovery (DR) Analyst

Job Profile - Dressmaker/Tailor

A detailed description of a particular position, viz. a dressmaker/tailor employed to preform services within the clothing trade workers unit. 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. (H-2127)

Job Profile - Dry Cleaner

A detailed description of a particular position, viz. a Dry Cleaner. 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. (H-2081)

Job Profile - Electrical (Field) Engineer

A detailed description of a particular position, viz. an electrical engineer employed to operate as a field engineer. 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. (H-2071)

Job Profile - Electrical Engineer

A detailed description of a particular position, viz. a electrical engineer 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. (H-2067)

Job Profile - Events Organiser/Planner

A detailed description of a particular position, viz. an Events Organiser/Planner. 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. (H-2113)

Job Profile - Family/Marriage Counsellor

A detailed description of a particular position, viz. an family/marriage counsellor employed to operate in a social welfare unit. 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. (H-2123)

Job Profile - Finance Manager

A detailed description of a particular position, viz. a finance manager 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. (H-2069)

Job Profile - Florist

A detailed description of a particular position, viz. a Florist 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. (H-2085)

Job Profile - Gardener (Landscape/Horticulturist)

A detailed description of a particular position, viz. a gardener employed as to perform landscape/hoticulturist duties. 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. (H-2125)

Job Profile - General Manager (Construction Company)

A detailed description of a particular position, viz. a General Manager for a construction company employed on a perm. full-tim basis. 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. (H-2153)

Job Profile - Greenhouse Gas Assessment Specialist

A detailed description of a particular position, viz. a greenhouse gas assessment specialist. 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. (H-2109)

Job Profile - HSE Officer

A detailed description of a particular position, viz. a Health, Safety and Environment Officer employed to operate as a technical writer and provide health impact assessments and documentation. 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. (H-2137)

Job Profile - Hair Dresser/Stylist

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 Job Description and is the basic document for evaluating the applicant's suitability for the position. The questionnaire format assists in that evaluation process. (H-2087)

Job Profile - Hair/Beauty Salon Assistant

A detailed description of a particular position, viz. a hair/beauty salon assistant. 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. (H-2091)

Job Profile - Hair/Beauty Salon Manager

A detailed description of a particular position, viz. a Hair/Beauty Salon Manager. 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. (H-2089)

Job Profile - Hotel/Motel Manager

A detailed description of the position of the Hotel/Motel Manager who has responsibility for the entire hospitality unit. It 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. (H-2097)

Job Profile - Hotel/Motel Receptionist

A detailed description of a particular position, viz. a Hotel/Motel receptionist 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. (H-2099)

Job Profile - Human Resource Clerk

See related Sales and Marketing Manager- Job Description
See related Advertising Manager and Public Relations- Job Description
See related HR Manager- Job Description

Job Profile - Human Resource Consultant

A detailed description of a particular position, viz. a human resource consultant employed on a perm. full-time basis. 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. (H-2161)

Job Profile - Human Resource Manager

A detailed description of a particular position, viz. a Human Resource Manager employed on a perm. full-time basis. 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. (H-2159)

Job Profile - Interior Decorator

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. (H-2101)

Job Profile - Interior Designer

A detailed description of a particular position, viz. an interior designer. 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. (H-2103)

Job Profile - Junior Tech Writer & Research Assistant

A detailed description of a particular position, viz. a junior technical writer and research assistant. 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. (H-2149)

Job Profile - Knowledge Analyst (KMS)

A detailed description of a particular position, viz. a technical writer and publisher called upon to act as a knowledge analyst and write, process and publish content that is viewed and accessed internally by personnel through the knowledge management system KMS; includes business case, URS, IMS, SME, and UAT. 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. (H-2178)

Job Profile - Laundry Shop Assistant

A detailed description of a particular position, viz. a Laundry Shop Assistant. 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. (H-2081a)

Job Profile - Magazine Officer

A detailed description of a particular position, viz. a Magazine Officer employed to operate as a writer and editor and provide assessments and meet publication deadlines. 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. (H-2143)

Job Profile - Marketing and Sales Coordinator

A detailed description of a particular position, viz. a marketing and sales coordinator employed on a perm. full-tim basis. 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. (H-2157)

Job Profile - Massage Therapist

A detailed description of a particular position, viz. a massage therapist. 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. (H-2107)

Job Profile - Media Officer

A detailed description of a particular position, viz. a media officer employed by a government department who gets to work at 5AM to allow him/her to monitor media input and be in a position to prepare likely departmental releases based on current legislation and current events. This includes the overall objects of the position, relationships with the head of the unit, others in the unit, and the department, including the Head of Department and the Minister 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. (H-2175)

Job Profile - Media Relations Officer

A detailed description of a particular position, viz. a high ranking media relations officer employed by the Board to work within the Public Relations Unit but report directly to the CEO to take charge of preparing an Integrated Marketing Communications Strategy (IMCS) that will coordinate the whole organization in its relations with the media and the public; to interact with stakeholders throughout the corporation, develop direct relationships with media, write key media releases, and deal directly with any problems with the media related to the IMCS. 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. (H-2176)

Job Profile - Online Communications Officer

A detailed description of a particular position, viz. an online communications officer employed by the IT Manager to interact with stakeholders throughout the corporation, develop relationships with those responsible for information and with users, and develop good knowlege of their various requirements, to ensure compliance of content with "requirements" at various levels within the corporation. 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. (H-2174)

Job Profile - Project Manager (Construction Company)

A detailed description of a particular position, viz. a project manager for a construction company employed on a perm. full-time basis. 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. (H-2165)

Job Profile - Quality Systems Engineer

A detailed description of a particular position, viz. a Quality Systems Engineer employed to perform the work of a quality systems analyst and technical writer. 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. (H-2036)

Job Profile - Real Estate Sales Agent

A detailed description of a particular position, viz. a Real Estate Sales Agent 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. (H-2115)

Job Profile - Sales and Marketing Manager

A detailed description of a particular position, viz. a sales and marketing manager employed on a perm. full-time basis. 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. (H-2151)

Job Profile - Systems Process Analyst (SDLC)

A detailed description of a particular position, viz. a systems process analyst called upon to act as both functional process designer and SDLC supervisor for a "modify or replace" a major system; includes business case, URS, IAS, SME, SIT, UAT and SRT. 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. (H-2177)

Job Profile - Technical Writer (Engineering/Maint) Outsource

A detailed description of a particular position, viz. a technical writer called upon to write all the documentation for an engineering/maintenance outsourcing unit, often working to contract obtained in a tendering environment. 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. (H-2179)

Job Profile - Technical Writer (General)

A detailed description of a particular position, viz. a general technical writer. 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. (H-2119)

Job Profile - Technical Writer (Maintenance Job Card)

A detailed description of a particular position, viz. a job card technical writer. 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. (H-2117)

Job Profile - Technical Writer (User Manual)

A detailed description of a particular position, viz. a technical writer called upon to write the user manual and user guides including user training manuals and other training material. This is an interesting one because it involves the tech writer at the beginning of user requirements statement (URS) preparation and user acceptance testing (UAT) and doesn't leave the user manual as an after-thought. So the tech writer needs knowledge of both the SDLC and the DDLC. It even prepares an early user manual to be used in the UAT process and has an orderly UAT for the document itself (unheard of in the IT industry). 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. (H-2180)

Job Profile - Telemarketer

A detailed description of a particular position, viz. a telemarketer 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. (H-2133)

Job Profile - Training Materials Developer

A detailed description of a particular position, viz. a designer/writer/trainer employed to develop training materials. 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. (H-2139)

Job Profile - Travel Consultant/Advisor

A detailed description of a particular position, viz. a travel consultant employed by a travel agent working in the high street. 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. (H-2131)

Job Profile - Truck Driver (Heavy Road Tanker)

A detailed description of a particular position, viz. a heavy road tanker driver 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. (H-2135)

Job Profile - Truck Driver (Heavy Vehicle (Retail Goods))

A detailed description of a particular position, viz. a heavy vehicle goods point-to-point truck driver 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. (H-2135d)

Job Profile - Truck Driver (Manufacturer - Distributor)

A detailed description of a particular position, viz. a truck driver, driving point-to-point from the manufacturer's warehouse to the distributor's warehouse 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. (H-2135f)

Job Profile - Truck Driver (Removalist)

A detailed description of a particular position, viz. a relocation and removalist truck driver 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. (H-2135e)

Job Profile - Truck Driver (Tow Truck - Agency)

A detailed description of a particular position, viz. a tow truck driver 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. (H-2135b)

Job Profile - Truck Driver (Tow Truck - Fleet)

A detailed description of a particular position, viz. a tow truck driver employed in the motor vehicle fleet maintenance unit. 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. (H-2135c)

Job Profile - Web Designer (employed by company)

A detailed description of a particular position, viz. a graphic web designer employed by the IT Manager to design and set up an internal Intranet website for the IT division. 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. (H-2129a)

Job Profile - Web Designer (services a customer base)

A detailed description of a particular position, viz. a graphic web designer employed to design and implement websites for corporate customers. 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. (H-2129)

Job Profile Template

Job Profile Template

Job Safety Profile (or Job Safety Analysis Form)

This is the link between the HR Department and the Risk/Safety Department. This simple document takes the new Job Profile and systematically analyses each task contained in the new position, identifying possible hazards, evaluating their risk and identifying possible controls. A systematic link between the Job Description, hazard identification processes and risk management plans. (H-2016)

Job Safety Profile (or Job Safety Analysis Form) P'ship

This is the link between the HR Department and the Risk/Safety Department. This simple document takes the new Job Profile and systematically analyses each task contained in the new position, identifying possible hazards, evaluating their risk and identifying possible controls. A systematic link between the Job Description, hazard identification processes and risk management plans. (H-2145)

Job description - Sales dept

Key Register - Staff Access

This register is for the issue of relevant keys to staff. International security record. (C-1030)

Key Register - temporary access

This register is for the issue of keys out of the key cabinet to allow temporary access and includes the rules for control of this process. Very useful for areas of increased security such as the computer room. International security document. (C-1029)

Language and cultural sensitivity - new frontiers

Learning to work in different markets, training our team in the history of the region and encouraging knowledge and understanding of language and culture.

Last Day Employee Record

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.(H-0020)

Leadership & Authority profiles

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. Levels 1, 2 and 3 require less responsibility and are more authoritarian and have few legal requirements apart from a contract of employment and a job description. Levels 4 , 5 and 6 are more professional and require more responsibility and require codes of conduct or codes of practice in addition to those basic documents. Level 7 is assigned authority and is used less often; it requires all of these documents and in addition may require legal assignment such as delegation of powers by the board. (International HR Planning document) (H-2020)

Leave Application

This application for leave contains an application for Annual Leave, Leave Without Pay, Sick leave and Other. It contains the rules governing applications for leave and the approval process and what happens if leave is not taken. (H-0001)

Leave Deferral Application

This application for deferral of annual leave contains the rules governing applications for leave, the deferral of leave and the approval process and what happens if leave is not taken. (H-0002)

Letter of appointment - covering letter style

This letter of appointment is simply a covering letter calling attention to three distinct documents contained as appendices to this covering letter, the contract of employment, the code of conduct, and the job description. There is no need for a place for counter-signature by the new recruit on this style of letter of appointment, because this sign-off is done at the bottom of the contract of employment and the code of conduct, creating the legal relationship between employer and employee. The job description is usually not counter-signed because it is operational and is considered to be to some extent at the boss's behest, or at least negotiable over the term of the contract. International human resources letter. (H-3014)

Letter of appointment - formal contract style

This letter of appointment is simply a formal contract of employment in letter style, with a place for counter-signature by the new recruit. The job description would be added to this letter/contract as an appendix. Australian legal contract of employment. (H-3012)

Letter of appointment - informal contract style (broad)

In this letter of appointment the formal contract of employment has been re-written to sound more informal but it is still the same contract in letter style, with a place for counter-signature by the new recruit. This broad contract includes both the considerations of the contract of employment and the code of conduct. The job description would be added to this letter/contract as an appendix. Australian legal contract of employment.

Letter of appointment - informal contract style (limited)

In this letter of appointment the formal contract of employment has been re-written to sound more informal but it is still the same contract in letter style, with a place for counter-signature by the new recruit. This letter of appointment limits itself to issues related to the contract of employment because either (a) there is a separate code of conduct; or (b) the code of conduct considerations are considered to be unimportant (which is often the case in small to medium-sized Australian companies). The job description would be added to this letter/contract as an appendix. Australian legal contract of employment. (H-3013)

Letter of appointment - informal contract style (limited) 2

In this letter of appointment the formal contract of employment has been re-written to sound more informal but it is still the same contract in letter style, with a place for counter-signature by the new recruit. This letter of appointment limits itself to issues related to the contract of employment because either (a) there is a separate code of conduct; or (b) the code of conduct considerations are considered to be unimportant (which is often the case in small to medium-sized Australian companies). The job description would be added to this letter/contract as an appendix. This version uses time off in lieu but allows the employee to cash in time off in lieu at standard rates, which is the same as saying if you work overtime you can get paid but not at overtime rates, but it also gives the employee some flexibility. Australian legal contract of employment. (H-3086)

Letter of appointment - overview style

This letter of appointment is not formally a contract but implies the existence of a contract and explains all the elements of the new relationship in easy to understand terms. This letter would usually be accompanied by whatever legal/organisational documents that do exist, such as the contract of employment, the code of conduct and the job description, but even if these do not exist this document implies them, and it may be necessary to defend them as if they did exist. This letter can be counter-signed by the new employee, giving it more legal status, or not. International human resources letter. (H-3015)

Letter of dismissal for misconduct (payment in lieu anyway)

A letter of dismissal to an employee - serious misconduct by the Employee has led to immediate dismissal and termination of the contract of employment. It explains why payment in lieu of notice is provided, even though it is not required under contract. (Many employers choose this as the safest way out as the Employee is required to sign a statement saying (s)he understands that the Employer is not required to give it and by accepting it the Employee has undertaken not to seek further payment.) It lays out all the elements involved in the calculation of final payout. (H-4030)

Letter of notification - redundancy leads to retrenchment

A letter of notification to an employee - redundancy of position due to changes in operations leads to immediate need for retrenchment of employee and termination of the contract of employment. It discusses the investigation and exhaustion of possible alternatives, the key dates: notification date, termination date, and retrenchment date, and the elements involved in the calculation of severance pay. (H-4023)

Letter of rejection - applied for the wrong job

This letter of rejection is for someone who lodged an application but in it was applying for the wrong job and therefore was not considered. It returns the application in a manner that ensures compliance with Privacy Act (Cth). (H-3100)

Letter of rejection - failed to meet lodgement requirements

This letter of rejection is for someone who failed to lodge the application by the closure date. It returns the application in a manner that ensures compliance with Privacy Act (Cth). (H-3099)

Letter of rejection - others more qualified/experienced

This letter of rejection is for someone who was not in the final group from which the appointment was made. Includes policy on Privacy Act and return/destroy application. (H-3087)

Letter of rejection - others more qualified/experienced D

Disabled applicant. This letter of rejection is for someone who was not in the final group from which the appointment was made. Includes policy on Privacy Act and return/destroy application. (H-3092)

Letter of rejection - you are over-qualified

This letter of rejection is for someone who was not considered because (s)he was over-qualified for the position. NOTE: This will usually be picked up before an interview is proposed but if you failed to pick it up you can use this letter anyway, as the issues are the same. It explains why an over-qualified person cannot be appointed. Includes policy on Privacy Act and return/destroy application. (H-3094)

Letter of rejection - you are over-qualified D

Disabled applicant. This letter of rejection is for someone who was not considered because (s)he was over-qualified for the position. NOTE: This will usually be picked up before an interview is proposed but if you failed to pick it up you can use this letter anyway, as the issues are the same. It explains why an over-qualified person cannot be appointed. Includes policy on Privacy Act and return/destroy application. (H-3093)

Letter of rejection - you are under-qualified (interview)

This letter of rejection is for someone who got an interview but was not considered for the position because during the interview it became clear that (s)he was under-qualified for the position. It explains why openness is important and why minimum qualifications are important. Includes policy on Privacy Act and return/destroy application. (H-3098)

Letter of rejection - you are under-qualified (interview) D

Disabled applicant. This letter of rejection is for someone who got an interview but was not considered for the position because during the interview it became clear that (s)he was under-qualified for the position. It explains why openness is important and why minimum qualifications are important. Includes policy on Privacy Act and return/destroy application. (H-3097)

Letter of rejection - you are under-qualified (no intervi) D

Disabled applicant. This letter of rejection is for someone who was not considered for an interview because (s)he was under-qualified for the position. It explains why minimum qualifications are important. Includes policy on Privacy Act and return/destroy application. (H-3096)

Letter of rejection - you are under-qualified (no interview)

This letter of rejection is for someone who was not considered for an interview because (s)he was under-qualified for the position. It explains why minimum qualifications are important. Includes policy on Privacy Act and return/destroy application. (H-3095)

Letter of rejection -you're great but else is better

This letter of rejection is for someone who was in the final group from which the appointment was made but in the end someone else was offered the job and has accepted the position. Includes policy on Privacy Act and return/destroy application. (H-3089)

Letter of rejection -you're great but else is better D

Disabled applicant. This letter of rejection is for someone who was in the final group from which the appointment was made but in the end someone else was offered the job and has accepted the position. Includes policy on Privacy Act and return/destroy application. (H-3091)

Letter of rejection -you're great but else is better-handon?

This letter of rejection is for someone who was in the final group from which the appointment was made but in the end someone else was offered the job and has accepted the position. This person was our alternative choice should the other person not have accepted the position and we ask him/her if we can hand him/her on in case something else turns up? Includes policy on Privacy Act and return/destroy application. (H-3088)

Letter of rejection -you're great but else is better-handonD

Disabled applicant. This letter of rejection is for someone who was in the final group from which the appointment was made but in the end someone else was offered the job and has accepted the position. This person was our alternative choice should the other person not have accepted the position and we ask him/her if we can hand him/her on in case something else turns up? Includes policy on Privacy Act and return/destroy application. (H-3090)

Letter to accompany resume (executive)

This simple letter structure is useful for executive type resumes requiring analysis of the statement of requirements. This one is for applications where the name of the recruiting officer is known. (P-0124)

Letter to accompany resume (executive)

This simple letter structure is useful for executive type resumes requiring analysis of the statement of requirements. This one is for applications where the name of the recruiting officer is unknown. (P-0123)

Library Functions

Library functions visio source file

Library functions

Library functions pdf

Medical Certificate

In Australia the medical certificate is completed by the medical practitioner to validate time off work where the disease or injury is not work-related but will impact upon the ability of the employee to attend the workplace or perform the assigned task.

Medical Certificate - Workcover Medical Certificate

The Workcover Medical Certificate is a medical certificate that is filled out by a medical practitioner concerning an injury that is work-related. A person suffering from a work related injury or disease should notify the employer about the injury immediately, see a medical practitioner and request a medical certificate. The medical certificate should make clear that the injury or disease is work-related. In NSW the medical certificate should be a WorkCover medical certificate. For more information and a copy of the certificate form see Work Cover NSW . In Victoria the medical cerificate is the WorkCover Certificate of Capacity. For more information and examples of the form see the Victorian Work Cover Authority.

Meeting - Auditorium-style - floor plan layout

It is called an auditorium because it has an audience and mostly they are there to listen. Good thing too, because anything else is difficult to achieve. The number of participants in the audience is limited only by how big the room is and how loud the presenters can speak. Our plan has 300 in the audience and 6 presenters. Elevation is important to this design. The chairs are numbered but because the audience is there to listen, the ticket-style entrance and finding an assigned seat is rarely used. The key thing is to invite no more than 300. (meeting 6) (H-6001)

Meeting - Auditorium-style - floor plan layout (v)

It is called an auditorium because it has an audience and mostly they are there to listen. Good thing too, because anything else is difficult to achieve. The number of participants in the audience is limited only by how big the room is and how loud the presenters can speak. Our plan has 300 in the audience and 6 presenters. Elevation is important to this design. The chairs are numbered but because the audience is there to listen, the ticket-style entrance and finding an assigned seat is rarely used. The key thing is to invite no more than 300. (meeting 6) Visio format (H-6002)

Meeting - Banquet style - floor plan layout

A meeting where equal participants sit around a series of circular tables encouraging interaction between the 8 members of "our table", but making interaction between "us" and "them" more difficult. This is often used when the meeting is linked with a formal meal served by waiters, useful for meetings to introduce new technology, or to say "thank you" to the team for their hard work at the end of the campaign, or annual awards, etc. This meeting has 80 participants and 6 at the "top table". (meeting1) (H-6003)

Meeting - Banquet style - floor plan layout (v)

A meeting where equal participants sit around a series of circular tables encouraging interaction between the 8 members of "our table", but making interaction between "us" and "them" more difficult. This is often used when the meeting is linked with a formal meal served by waiters, useful for meetings to introduce new technology, or to say "thank you" to the team for hard work at the end of the campaign, or annual awards, etc. This meeting has 80 participants and 6 at the "top table". (meeting1) Visio format (H-6004)

Meeting - Board-style - floor plan layout

A meeting where everyone is equal, except the chairman; participants sit around three sides of a long table, encouraging interaction between everyone who will be considered as full participants. The chairman sits at the top and controls proceedings. Less participants are possible with this style. This meeting has a maximum of 23 participants (including the chairman) which is considered about as high as you can go using this style. Notice how the room has been temporarily divided, leading to a more intimate environment, which also gives you a space for relaxing and getting to know people during the breaks. (meeting 4) (H-6005)

Meeting - Board-style - floor plan layout (v)

A meeting where everyone is equal, except the chairman; participants sit around three sides of a long table, encouraging interaction between everyone who will be considered as full participants. The chairman sits at the top and controls proceedings. Less participants are possible with this style. This meeting has a maximum of 23 participants (including the chairman) which is considered about as high as you can go using this style. Notice how the room has been temporarily divided, leading to a more intimate environment, which also gives you a space for relaxing and getting to know people during the breaks. (meeting 4) Visio format (H-6006)

Meeting - CC-style - floor plan layout

CC = Class (couples). They are seated as couples to increase the ease of movement around the class, for example when participants are encouraged to get up and play roles, or interact with other participants in front of the class. The numbers are 2 lecturers and 30 class-mates, which is considered to be about right for this style. (meeting 8) (H-6007)

Meeting - CC-style - floor plan layout (v)

CC = Class (couples). They are seated as couples to increase the ease of movement around the class, for example when participants are encouraged to get up and play roles, or interact with other participants in front of the class. The numbers are 2 lecturers and 30 class-mates, which is considered to be about right for this style. (meeting 8) Visio format (H-6008)

Meeting - CS-style - floor plan layout

CS = Class (singles); also known as CE = Class (exam) style. They are each seated separately because at some point in the meeting they are going to be asked to complete an important document, such as a scientific enquiry or political feedback which requires it to be completed without the involvement of others. The numbers are 2 lecturers and 30 class-mates, which is considered to be about right for this style. (meeting 9) (H-6009)

Meeting - CS-style - floor plan layout (v)

CS = Class (singles); also known as CE = Class (exam) style. They are each seated separately because at some point in the meeting they are going to be asked to complete an important document, such as a scientific enquiry or political feedback which requires it to be completed without the involvement of others. The numbers are 2 lecturers and 30 class-mates, which is considered to be about right for this style. (meeting 9) Visio format (H-6010)

Meeting - Forum-style - floor plan layout

A special U-style. The key to a "forum" is the interaction of the audience with the experts making their presentations and debating between each of them the issues arising. The scientists present their data and argument but audience participation is encouraged. This means that elevation is essential so that every participant in the room can have eye contact with the presenters. This style lends itself to address and display by one or more of the presenters. This example meeting has a maximum of 264 audience participants in addition to the 6 presenters. Forum requires special seat numbering which is explained in the plan. (meeting7) (H-6011)

Meeting - Forum-style - floor plan layout (v)

A special U-style. The key to a "forum" is the interaction of the audience with the experts making their presentations and debating between each of them the issues arising. The scientists present their data and argument but audience participation is encouraged. This means that elevation is essential so that every participant in the room can have eye contact with the presenters. This style lends itself to address and display by one or more of the presenters. This example meeting has a maximum of 264 audience participants in addition to the 6 presenters. Forum requires special seat numbering which is explained in the plan. (meeting7) Visio format (H-6012)

Meeting - Full square style - floor plan layout

A meeting where everyone is equal; participants sit around a square encouraging interaction between everyone who will be considered as full participants. Less participants are possible and it does not lend itself to address or display. This meeting has a maximum of 44 participants which is considered about as high as you can go using this style. (meeting2) (H-6013)

Meeting - Full square style - floor plan layout (v)

A meeting where everyone is equal; participants sit around a square encouraging interaction between everyone who will be considered as full participants. Less participants are possible and it does not lend itself to address or display. This meeting has a maximum of 44 participants which is considered about as high as you can go using this style. (meeting2) Visio format (H-6014)

Meeting - IT training style - floor plan layout

A meeting where the participants are learning new IT (information technology) concepts, new technology, network design, programming, architecture, engineering, etc. They all need a terminal, The trainer projects important elements on to the screen but the projector needs to be linked to the server. The trainer provides a server, a mail server, a print server, and access to the intranet and internet. This meeting has one trainer and 30 trainees. (meeting11) (H-6015)

Meeting - IT training style - floor plan layout (v)

A meeting where the participants are learning new IT (information technology) concepts, new technology, network design, programming, architecture, engineering, etc. They all need a terminal, The trainer projects important elements on to the screen but the projector needs to be linked to the server. The trainer provides a server, a mail server, a print server, and access to the intranet and internet. This meeting has one trainer and 30 trainees. (meeting11) Visio format (H-6016)

Meeting - RU-style - floor plan layout

A combination of the U style and the Board style. All the advantages of the U style but more intimate and sitting closer and freer to talk to the other participants. A meeting where everyone is equal; a convener but no chairperson; participants sit around three sides of an elongated rectangle, encouraging interaction between everyone who will be considered as full participants. Less participants are possible with this style but it has a lot of benefits and many things become possible. This style lends itself to address and display by one or a number of these equal participants. This meeting has a maximum of 23 participants which is considered about as high as you can go using this style. (meeting5) (H-6017)

Meeting - RU-style - floor plan layout (v)

A combination of the U style and the Board style. All the advantages of the U style but more intimate and sitting closer and freer to talk to the other participants. A meeting where everyone is equal; a convener but no chairperson; participants sit around three sides of an elongated rectangle, encouraging interaction between everyone who will be considered as full participants. Less participants are possible with this style but it has a lot of benefits and many things become possible. This style lends itself to address and display by one or a number of these equal participants. This meeting has a maximum of 23 participants which is considered about as high as you can go using this style. (meeting5) Visio format (H-6018)

Meeting - Training manual style - floor plan layout

A meeting where the participants are brought together to force them to go through an important training manual, such as risk management, or EH&S, or drugs, or fatigue management. The trainer projects important elements on to the screen and the participants fill in notes accompanying the manual. Little interaction between participants, little need for movement around the class. The trainer has a screen but the trainees do not. This meeting has one trainer and 60 trainees. (meeting10) (H-6019)

Meeting - Training manual style - floor plan layout (v)

A meeting where the participants are brought together to force them to go through an important training manual, such as risk management, or EH&S, or drugs, or fatigue management. The trainer projects important elements on to the screen and the participants fill in notes accompanying the manual. Little interaction between participants, little need for movement around the class. The trainer has a screen but the trainees do not. This meeting has one trainer and 60 trainees. (meeting10) Visio format (H-6020)

Meeting - U-style - floor plan layout

A meeting where everyone is equal; participants sit around three sides of a square, encouraging interaction between everyone who will be considered as full participants. Less participants are possible with this style but it has a lot of benefits and many things become possible.' This style lends itself to address and display by one or a number of these equal participants. This meeting has a maximum of 33 participants which is considered about as high as you can go using this style. (meeting3) (H-6021)

Meeting - U-style - floor plan layout (v)

A meeting where everyone is equal; participants sit around three sides of a square, encouraging interaction between everyone who will be considered as full participants. Less participants are possible with this style but it has a lot of benefits and many things become possible.' This style lends itself to address and display by one or a number of these equal participants. This meeting has a maximum of 33 participants which is considered about as high as you can go using this style. (meeting3) Visio format (H-6022)

Mentoring and assistance with career path programmes

A career path can only ever be a personal matter, so mentoring fits nicely with proper career path development and finding assistance for an employee at key moments in their personal development.

Name Holder sign - (standing) for Seminar or Desktop

Two-sided name tag for a seminar or for the desktop. Designed for AVERY J8169 (99.1mm*139mm) 4 names per A4 and for inclusion in deflect-o Seminar/Desk Name Holder Model 68901. (H-1081)

Name Tag - Pin/Clip

Attendant's name tag for a seminar. Designed for AVERY J21013 business card (5.5cm*9.1cm) (10 cards per A4) and for inclusion in standard pin/clip name holder. (H-1087)

Nappy change room sign

Two "nappy change room" symbols per A4 sheet. Symbol only. (H-1106)

New Employee Record

This new employee record is in document form, useful for printing out and filling in with a pen. (H-0013)

New Employee Record (Form)

This new employee record is in questionnaire form, useful for completing on the screen. (H-0014)

New Employee Requisition Form

A formal application for the employment of a particular employee. The application comes from the immediate manager, is signed of by the divisional head, the HR manager and the Accounts manager. It addresses issues such as funding, budget implications, organisational changes, recruitment, position details including a complete job profile (i.e. it includes H-2001) and detailed remuneration package. This provides a form in questionnaire format and a worked example. (H-0019)

No dogs allowed

One "no dogs allowed" sign per A4 sheet. Symbol and text. (H-1105)

No drinking coffee here

Two "no steaming coffee cup" symbols per A4 sheet as per AS 2899. Symbol only. Useful for retricted areas such as mainframe machine rooms. (H-1108)

No eating or drinking

Two "no drinks or hamburgers" symbols per A4 sheet as per AS 2899. Symbol only. Useful for retricted areas such as mainframe machine rooms. (H-1110)

No entry

One "no entry" sign per A4 sheet. (H-1013)

No entry

A 'no entry' sign, red letters on white background designed for use on AVERY J8171 200mm*60mm - 4 signs per A4. (H-1095)

No entry - DANGER

One "no entry - danger" sign per A4 sheet. Not recommended but may be the only option. It is better to use danger signs with explanation of the conditions giving rise to the danger. (H-1014)

No entry - DANGER - bushfire

One "no entry - danger - bushfire" sign per A4 sheet.(H-1018)

No entry - DANGER - exposed electrical cables

One "no entry - danger - exposed electrical cables" per A4 sheet. (H-1016)

No entry - DANGER - falling rocks

One "no entry - danger - falling rocks" sign per A4 sheet. (H-1017)

No entry - DANGER - flooded area

One "no entry - danger - flooded area" per A4 sheet. (H-1015)

No entry - symbol

One "no entry - symbol" sign per A4 sheet.(H-1022)

No exit

One "no exit" sign per A4 sheet. (H-1019)

No mobile phones here

Two "no mobile phones" symbols per A4 sheet as per AS 2899. Symbol only. Useful for electronically sensitive areas such as scientific/medical test zones. (H-1111)

No naked flame - round symbol

Two 'no naked flame' symbols per A4 sheet. Designed for CD Label AVERY C9660 (117mm diam). Useful for wall, etc. (P.S. you now have a use for those damaged CDs!) (H-1099)

No naked flame - wall sign

Free sign. One 'no naked flame' symbol and text per A4 sheet. (H-1101)

No smoking (1)

One "no smoking" sign per A4 sheet. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1000)

No smoking (1)

One "no smoking" sign per A4 sheet. This sign contains a warning "smoke free environment act 2000 - penalties may apply" declaration. (H-1043)

No smoking (1)

One "no smoking within two metres of this service area" sign per A4 sheet. This sign contains a warning "smoke free environment act 2000 - penalties may apply" declaration. (H-1044)

No smoking (1)

One "this area is a smoke-free zone" sign per A4 sheet. This sign contains a warning "smoke free environment act 2000 - penalties may apply" declaration. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1045)

No smoking (2)

Two "no smoking" signs per A4 sheet. (H-1001)

No smoking (2)

Two "no smoking" signs per A4 sheet, designed for AVERY J8168 199.6mm*143.5mm. (H-1054)

No smoking (4)

No smoking sign with text (4 signs per A4 sheet ). Designed for AVERY J8169 (99.1mm*139mm). (H-1003)

No smoking (8)

Eight "this area is a smoke-free zone" signs per A4 sheet. This sign contains a warning "smoke free environment act 2000 - penalties may apply" declaration. Designed for AVERY J8165 and J8565 (99.1mm*67.7mm). (H-1025)

No smoking - 2 sided - free standing

Two double-sided "no smoking" signs with text per A4 sheet. Designed for free-standing plastic deflect-o Sign Holder Model 69001LIT. Useful for restaurant table or bar. (H-1084)

No smoking - 2 sided - free standing with warning

Two double-sided "no smoking" signs with text per A4 sheet. This sign contains a warning "smoke free environment act 2000 - penalties may apply" declaration. Designed for free-standing plastic deflect-o Sign Holder Model 69001LIT. Useful for restaurant table or bar. (H-1084)

No smoking - round symbol

Two 'no smoking' symbols per A4 sheet. Designed for CD Label AVERY C9660 (117mm diam). Useful for wall of lunchroom, etc. (P.S. you now have a use for those damaged CDs!) (H-1099)

No thoroughfare - symbol

One "no thoroughfare - symbol" sign per A4 sheet.(H-1023)

Open closed

One "open - closed" sign per A4 sheet. (H-1033)

Org Chart - Distinct Geographic Div -Market focusROUNDTABLEv

Visio version. Another useful example of a simple matrix organisational chart. This large corporation has three operating divisions because it operates in three nations. This means that each of these divisions needs a flat functional department structure that are all pretty much the same, but, because the markets they operate in are completely distinct and subject to quite different linguistic, cultural and legal conditions of trade, there is no point in them being housed together. Each Division is quite independent. This particular org chart is interesting because of the importance of marketing. They have adopted a "round table" approach chaired by the Divisional Marketing Manager. This more complex marketing focus will be flat functional multiplied by three, which results in 4 basic levels of management plus a separate corporate division that is quite removed from the sales process, which is largely concerned only with the life of the overall amalgamated corporation, or maybe sells a few services to the national divisions. At the fifth level there are operational groups in the marketing process that get to play in the ring and departmental managers are assigned ownership (lines) and involvement (dotted lines) of these fifth level processes. Presented as a simple diagram. (International planning presentation) (H-2028)

Org Chart - Distinct Geographic Div -Market focusROUNDTABLEw

Microsoft Word version. Another useful example of a simple matrix organisational chart. This large corporation has three operating divisions because it operates in three nations. This means that each of these divisions needs a flat functional department structure that are all pretty much the same, but, because the markets they operate in are completely distinct and subject to quite different linguistic, cultural and legal conditions of trade, there is no point in them being housed together. Each Division is quite independent. This particular org chart is interesting because of the importance of marketing. They have adopted a "round table" approach chaired by the Divisional Marketing Manager. This more complex marketing focus will be flat functional multiplied by three, which results in 4 basic levels of management plus a separate corporate division that is quite removed from the sales process, which is largely concerned only with the life of the overall amalgamated corporation, or maybe sells a few services to the national divisions. At the fifth level there are operational groups in the marketing process that get to play in the ring and departmental managers are assigned ownership (lines) and involvement (dotted lines) of these fifth level processes. Presented as a simple diagram. (International planning presentation) (H-2029)

Org Chart - Marketing Bureau - brainstorming&project based v

Visio. An interesting example. This is a marketing bureau. Does the organisation chart have to be boring and structural? Or can the dynamism of the operations of the bureau be reflected in the way the bureau is organised? This org chart sees everything as a project. The key to the life of this bureau is creativity and good ideas. Its org chart is dominated by this. It gets a potential customer and interrogates the customer about needs and aspirations and then does a brainstorming event or series of events that come up with the marketing plan. Once the marketing plan is signed off by the customer, the job is handed to the appropriate technical group(s) for execution. Presented as a simple diagram. (International planning presentation) (H-20??)

Org Chart - Marketing Bureau - brainstorming&project based w

Word. An interesting example. This is a marketing bureau. Does the organisation chart have to be boring and structural? Or can the dynamism of the operations of the bureau be reflected in the way the bureau is organised? This org chart sees everything as a project. The key to the life of this bureau is creativity and good ideas. Its org chart is dominated by this. It gets a potential customer and interrogates the customer about needs and aspirations and then does a brainstorming event or series of events that come up with the marketing plan. Once the marketing plan is signed off by the customer, the job is handed to the appropriate technical group(s) for execution. Presented as a simple diagram. (International planning presentation) (H-20??)

Org Chart - Marketing Divisi - Depts regular&project v

Visio. An interesting example. This organisation chart depicts a marketing division. It has three departments for regular marketing, sales and research plus a schema for regular project work related to marketing. The marketing director reckons she has the best resources already on staff and so she sees these as the best resources to be ustilised by the project manager. She doesn't have to waste valuable effort bringing outsiders up to scratch, and the technical prowess is already there and able to just get on with the job. So while the project managers could be anyone and could be contracted in, most of the resources, both managerial and operational are contracted in by the project manager from the departments, based on project requirements. Of course there has to be some slack in the regular life of the operators or they wouldn't be able to perform when assigned to projects, and only works if this planned project work is part of the normal life of the division or otherwise operators would spend time twiddling their thumbs when project work is not happening. Presented as a simple diagram. (International planning presentation) (H-2031)

Org Chart - Marketing Divisi - Depts regular&project w

Word. An interesting example. This organisation chart depicts a marketing division. It has three departments for regular marketing, sales and research plus a schema for regular project work related to marketing. The marketing director reckons she has the best resources already on staff and so she sees these as the best resources to be ustilised by the project manager. She doesn't have to waste valuable effort bringing outsiders up to scratch, and the technical prowess is already there and able to just get on with the job. So while the project managers could be anyone and could be contracted in, most of the resources, both managerial and operational are contracted in by the project manager from the departments, based on project requirements. Of course there has to be some slack in the regular life of the operators or they wouldn't be able to perform when assigned to projects, and only works if this planned project work is part of the normal life of the division or otherwise operators would spend time twiddling their thumbs when project work is not happening. Presented as a simple diagram. (International planning presentation) (H-2030)

Org Chart - Small Bus. Partnership Building Industry

Word version. Two simple org charts, partnership, building industry. Three partners concentrate on different parts of the operation. One chart is a short-hand version, the other is a little more formal and team-oriented. It is often interesting to look at new ideas when preparing your org chart. Presented as two simple diagrams. (International planning presentation) (S-0100)

Org Chart - complex matrix - Large Construction

A complex organisational chart built for a construction company, but could work for any operation that is based on separate projects requiring a high level of technical knowlege and experience, such as scientific, engineering, architecture, oil rigging, mining, etc. Presented as a simple diagram, this organisation has three divisions, that fan out around the general manager. The corporate division is separated from the other two divisions which are organised in a matrix that focuses on the projects, with functional organisation (or separate team management systems) in one direction vs project management in the other. The maximum possible project control results, with the corporate section staying out of the day-to-day operations, often a key issue in corporate governance of these types of projects. 98% of project costing will be generated by what the project manager has to "buy" from the rest of the organisation, which adds a new level of project reporting. Costing of the Corporate division will be standard costing but the rest of the costing will be very direct. A very interesting example. (International planning presentation) (H-2017)

Org Chart - flat functional - Manufacturing

A simple explanatory organisational chart for a manufacturer, incorporating upstream/downstream strategic planning and costing. This organisation has six departments, flatly organised (all at the same level), that describe the full manufacturing and distribution process, with a focus on the manufacturing department. The GM, the company secretary and the treasurer all sit on the board and service all the departments. There are two departments upstream from the manufacturing department and three departments downstream. There are three simple temporal periods for planning and control - short term, medium term and long term, and key words for each period describe the key decisions that need to be made in each period. Short term decisions are downstream, medium term decisions are focal, and long term decisions involve everyone. The accounting and reporting will line up with these three periods and are cleanly separated by department. (International planning presentation) (H-2012)

Org Chart - flat functional - Sales

A simple explanatory organisational chart, incorporating upstream/downstream strategic planning and costing, for a sales company, selling a product such as a financial service or a generic product such as travel. This organisation has six departments, flatly organised (all at the same level), that describe the full sales process, with a focus on the sales department. The GM, the company secretary and the treasurer all sit on the board and service all the departments. There are three departments upstream from the sales department and two departments downstream. There are three simple temporal periods for planning and control - short term, medium term and long term, and key words for each period describe the key decisions that need to be made in each period. Short term decisions are downstream; for medium term decisions the focus shifts to the advertising department; and long term decisions involve everyone. The accounting and reporting is less dominated by temporal planning because this is a very immediate process able to change more rapidly because it is not manufacturing anything. (International planning presentation) (H-2015)

Org Chart - simple matrix - Distinct Geographic Divisions

Another useful example of a simple matrix organisational chart. This large corporation has three operating divisions because it operates in three nations. This means that each of these divisions needs a flat functional department structure that are all pretty much the same, but, because the markets they operate in are completely distinct and subject to quite different linguistic, cultural and legal conditions of trade, there is no point in them being housed together. Each Division is quite independent. This means the flat functional is multiplied by three, which results in 4 basic levels of management plus a separate corporate division that is quite removed from the sales process, which is largely concerned only with the life of the overall amalgamated corporation, or maybe sells a few services to the national divisions. To complete this chart, import the flat functional chart appropriate to the operations (e.g. Manufacturing or Sales) for each country, with upstream/downstream strategic planning and costing, and you have the complete picture. Presented as a simple diagram. (International planning presentation) (H-2019)

Org Chart - simple matrix - Unrelated Product Divisions

The main reason for the simple matrix organisational chart is clearly explained in this example. This large corporation has three operating divisions because it operates in three unrelated market sectors. The matrix org chart assumes that each of these divisions needs a flat functional department structure that are all pretty much the same, but, because their products are so different, there is no point in them being housed together. This means the flat functional is multiplied by three, which results in 4 basic levels of management plus a separate corporate division that focuses on the life of the overall amalgamated corporation, and sells a few services to the operating divisions. To complete this chart, import the flat functional chart appropriate to the operations (e.g. Manufacturing or Sales) for each product division, with upstream/downstream strategic planning and costing, and you have the complete picture. Presented as a simple diagram. (International planning presentation) (H-2018)

Org Chart - vertical - 4 levels - Sales

A sales organisation that operates at four levels. Three departments carry out the main functional purpose of the organisation (selling) and three departments service all the other departments. The sales department is split into sub-departments depending on the nature of the market. In this example it is split into regional sales offices with a national sales manager and regional sales managers, but it could be split by industry, market or product. Levels 1 to 3 of this organisational structure are dictated by the mission and so never change, short, medium or long term. Level 4 is about sales campaigns, so could change over time. (International planning presentation) (organization chart) (H-2014)

Org Chart - vertical - 5 levels - Public board

An organisation that needs five levels of operation, because of its public nature, typical for a board of public enquiry or a semi-government service operation. Three departments carry out the main functional purpose of the organisation and three departments service all the other departments. One department is split into four sub-departments for service delivery. Levels 1 to 4 of this organisational structure are dictated by the mission and so never change, short, medium or long term. Level 5 is about service delivery, so could change over time. (International planning presentation) (organization chart) (H-2013)

Org Chart - white paper: Compare M-ORG and U-ORG

A simple white paper comparing M-Organisation models with U-Organisation models. This is not a formal logic/mathematical model; rather it is a practical look (using graphic representation) at the difference between senior managers who leave key decisions to level 2 managers and senior managers who are key in the decision making process. (H-2022)

Org Chart Small corporation, analysed for lines of authority

A simple organisation chart for a small management project related corporation with different analytical charts for different lines of authority for contract management, supervision, industrial relations, safety, and quality assurance. Not something you can just borrow but an interesting example to copy the methodology. (H-2021)

Organization Chart

Before recruitment can take place the relationships between the recruitee and all the other people in his/her Work Unit must be fully understood. This means that all the Organization Charts should be completed and up-to-date.

Policy Statement - Qualification

The importance of qualification to the recruitment process. The meaning and importance of qualification and the terms under-qualified and over-qualified, Relationship to best-practice. External qualifications. Internal qualifications. Improving qualifications, employee job satisfaction, productivity improvement.

Policy Statement: Anti-discrimination & EEO

A policy statement outlining the company's policy on discrimination and equal employment opportunity (EEO). It discusses the company's relationship with the UN's Universal Declaration of Human Rights and International Covenant on Civil and Political Rights and Australia's Racial Discrimination Act (Cth) 1975, the Sex Discrimination Act (Cth) 1984, the Equal Employment Anti-discrimination Opportunities (Commonwealth Authorities) Act (Cth) 1987, the Disability Discrimination Act (Cth) 1982, the Corporations Act (Cth) 2001, the Discrimination Act (ACT) 1991, the Anti-discrimination Act (NSW) 1977, the Anti-discrimination Act (NT) 1992, the Anti-discrimination Act (QLD) 1991, the Equal Opportunity and Public Employment Act (QLD) 1991, the Equal Opportunity Act (SA) 1984, the Anti-discrimination Act (Tas.) 1998, the Equal Opportunity Act (Vic.) 1995, and the Equal Opportunity Act (WA) 1984. Its policy stance is that it is more cost effective to take a hard line on discrimination, thereby ensuring compliance, and says if you are going to spend the money its got to be 'real' or you are just wasting your effort. It generates policy precepts for 27 types of discrimination. Australian corporate policy document. (H-5001)

Radioactive - warning text with symbol

The 'radioactive symbol' sticker, with 'warning - radioactive!' text 4 stickers per A4 sheet. (H-1070)

Radioactive area

One 'radioactive' symbol and 'radioactive area' text per A4 designed for AVERY J8167 (289.1mm*199.6mm). (H-1064)

Radioactive sticker - no words

The 'radioactive symbol' sticker, no words, designed for AVERY J8560 (63.5mm*30.1mm*21) i.e. 21 stickers per A4 sheet. (H-1067)

Reference - Confidential Letter Format (Negative)

This is a "Confidential Letter" form of reference, much preferred in Australia because of its particular nature and because the confidentiality increases the honesty of the referee. This is an example of a referee who has little regard for the suitability of the applicant.

Reference - Confidential Letter Format (Positive)

This is a "Confidential Letter" form of reference, much preferred in Australia because of its particular nature and because the confidentiality increases the honesty of the referee. This is an example of a referee who has high regard for the suitability of the applicant.

Reference - Confidential Questionnaire format

This is a "questionnaire" form of reference, used in Australia for important roles where the recruiter sends out a confidential questionnaire to the referee to ask both general and particular questions about the suitability of the applicant to the particular position being applied for. (H-2004)

Reference - General - To Whom it May Concern - Exp not Suit

You may not particularly like a past employee and you may not wish to advise an employer to take them on, but you can still give them a useful reference. This is because some things needed for employment are routine and basic. They may not have given you what you expected but they may be good in their next job, which is more their cup of tea. This "General Reference" is a "to whom it may concern" form of reference that discusses experience in the past but does not discuss suitability in the future. It is "to whom it may concern" because the referee doesn't want to get involved. In this case the applicant has asked for a reference but there is no discussion about the new position or their suitability. While it reads like a letter, this example is like filling in an interrogative form about years employed, hours worked, honesty, reliability, etc. (H-2026)

Reference - Particular position - Interrogative

This is an interrogative reference but still quite general and is mainly trying to get a feel for the referee's evaluation of the applicant and some opinion as to suitability of the applicant to the position. It is the same reference as the "to whom it may concern" reference H-2005 but is interrogative because it comes from the recruiter and includes a description of the position provided by the recruiter to assist the referee in forming an opinion as to suitability. It can be relied upon more because it is a direct question as to suitability based on knowledge and doesn't need the involvement of the applicant, apart from the permission to approach the referee. (H-2027)

Reference - Particular position - To Whom it May Concern

This is a "to whom it may concern" form of reference, still used in Australia but considered to be of less importance because of its general nature and because of the lack of confidentiality, reducing the honesty of the referee. It is "to whom it may concern" because the Referee doesn't want to get involved, but is happy to act as referee and will back up the reference if required to do so. In this case the applicant has gone to the referee and explained the new position to him/her. While it reads like a letter, this example is like filling in an interrogative form and adopts a formal, professional theme in an attempt to increase the confidence of the reader in its honesty and integrity. (H-2005)

Reference - To Whom it May Concern Letter format

This is a "to whom it may concern" form of reference, still used in Australia but considered to be of less importance because of its general nature and because of the lack of confidentiality, reducing the honesty of the referee.

Reference Check - Interrogative - Line (HER) Agency

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. It is HER to make it more personal and direct and intimate (which the use of 'their' for a single individual tends to mitigate against). (H-2037)

Reference Check - Interrogative - Line (HER) PEmployer

This reference check is a FORM (using the [TAB] key) built by the potential employer, 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 asks key questions. It seeks further comment by phone if convenient. It is HER to make it more personal and direct and intimate (which the use of 'their' for a single individual tends to mitigate against). (H-2182)

Reference Check - Interrogative - Line (HIS) Agency

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. It is HIS to make it more personal and direct and intimate (which the use of 'their' for a single individual tends to mitigate against). (H-2038)

Reference Check - Interrogative - Line (HIS) PEmployer

This reference check is a FORM (using the [TAB] key) built by the potential employer, 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 asks key questions. It seeks further comment by phone if convenient. It is HIS to make it more personal and direct and intimate (which the use of 'their' for a single individual tends to mitigate against). (H-2039)

Reference Check - Interrogative - Managerial (HER) PEmployer

This reference check is a FORM (using the [TAB] key) built by the potential employer, and implies we are 'seeking your involvement as this is an important managerial position'. 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 asks key questions related to the previous position such as performance, KPI, compliance with Code of Conduct, formal / informal delegation, technical competence, Board involvement, forms of remuneration, etc., as well as some standard checks. It seeks two levels of interaction by the referee. It is HER to make it more personal and direct and intimate (which the use of 'their' for a single individual tends to mitigate against). (H-2184)

Reference Check - Interrogative - Managerial (HIS) PEmployer

This reference check is a FORM (using the [TAB] key) built by the potential employer, and implies we are 'seeking your involvement as this is an important managerial position'. 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 asks key questions related to the previous position such as performance, KPI, compliance with Code of Conduct, formal / informal delegation, technical competence, Board involvement, forms of remuneration, etc., as well as some standard checks. It seeks two levels of interaction by the referee. It is HIS to make it more personal and direct and intimate (which the use of 'their' for a single individual tends to mitigate against). (H-2183)

Responsibility Matrix

A useful method for giving the various players in a complicated process instruction on what needs to be done and by whom. It is very graphic and clear and simple for all to read. Everyone is aware of their role and the roles played by the others. This responsibility matrix contains a worked example of an actual process (change control) but could be used for any work flow that involves more than one operative. This particular process is broken into 50 basic steps. Each step is assigned to one of 6 different players. The process requires 13 documents and 3 different files. (International planning document) (H-2006)

Resume

FREE. Here is an empty Resume organised as a "fill-in form". Very useful. (P-0129)

Resume - Account manager

A resume format for an account manager. This is a standard resume; a completely blank form in questionnaire format. (P-0114)

Resume - Accounts Clerk

A resume format for an accounts clerk or assistant accountant. This is a standard resume a completely blank form in questionnaire format. (P-0110)

Resume - Architectural Draftsperson

A resume format for an architectural draftsperson or a technical expert in the architectural profession. This is a standard resume; a completely blank form in questionnaire format. (P-0117)

Resume - Bookkeeper

A resume format for a bookkeeper. This is a standard resume; a completely blank form in questionnaire format. (P-0111)

Resume - Building Industry

A resume format for an operator or a supervisor in the building industry. This is a standard resume; a completely blank form in questionnaire format. (P-0105)

Resume - Chartered Accountant

A resume format for a chartered accountant. This is a standard resume; a completely blank form in questionnaire format. (P-0112)

Resume - Corporate Executive

A resume format for a corporate executive. This is a standard resume; a completely blank form in questionnaire format. (P-0103)

Resume - IT Operator or Programmer

A resume format for an operator or a programmer in the IT industry. This is a standard resume; a completely blank form in questionnaire format. (P-0106)

Resume - IT Technical expert

A resume format for a technical expert in the IT industry. This is a standard resume; a completely blank form in questionnaire format. (P-0102)

Resume - Manager

A resume format for a manager in a modern trade or profession. This is a completely blank form in questionnaire format. (P-0127)

Resume - Marketing

A resume format useful for most levels in the marketing industry. This is a standard resume; a completely blank form in questionnaire format. (P-0108)

Resume - Nursing

A resume format for a nurse. This is a standard resume; a completely blank form in questionnaire format. (P-0107)

Resume - Personal Assistant

A resume format for a key personal assistant to a manager. This is a standard resume; a completely blank form in questionnaire format. (P-0115)

Resume - Receptionist

A resume format for a receptionist for a corporate head office, or a doctor, dentist or chartered accountant. This is a standard resume; a completely blank form in questionnaire format. (P-0122)

Resume - Retail Industry

A resume format for an operator or supervisor in the retail industry. This is a standard resume; a completely blank form in questionnaire format. (P-0104)

Resume - Risk Manager

A resume format for a risk manager. This is a standard resume; a completely blank form in questionnaire format. (P-0118)

Resume - Sales Account Manager

A resume format for a sales account manager. This is a standard resume; a completely blank form in questionnaire format. (P-0113)

Salary & Experience Certificate (Employer declares)

Certificate of experience provided by employer upon request of employee. Similar to a formal reference but provided under a Cth statutory declaration to back up a tender or corporate requirement or for stamping by Dept of Foreign Affairs as required by UN or foreign government. (H-4033)

Salary Certificate (Employee declares)

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. (H-4032)

Second letter of warning - probationary period

A second (follow up) letter of warning to an employee - any future action or accident which results in a conclusion of failure of duty of care could cause immediate dismissal. A three months probationary period in which actions are monitored closely by the HR Manager. (H-4027)

Smoking Kills! Call the Quitline

One "smoking kills" sign per A4 sheet. This sign contains a "call the Quitline" advertisement. Designed for AVERY J8167 (199.6mm*289.1mm). (H-1047)