Identified Positions

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					                                     Identified Positions

                                                                           HRM Policies and Guidelines
                                                                           Employment and Recruitment

                                      Purpose of Identified Positions I
 Examples of Identified Positions I Advertising an Advertised Position I Selection Criteria for Identified
   Positions I Weighting Selection Criteria I Selection Process I Selection Panel I Transfers into an
   Identified Position I Classification of Existing Positions I Cultural Awareness Training I Manager
responsibilities I Human Resources responsibilities I Register of Identified Positions for Monitoring and
                         Evaluation I Grievance and Issue Resolution I Contacts

Identified Indigenous Positions within the Justice Portfolio help ensure the
effective development and delivery of policies and programs affecting
Indigenous people and provide an important source of recruitment of
Indigenous employees with appropriate skills and knowledge for these

Victorian Aboriginal Justice Agreement

The Justice Portfolio Identified Positions Policy is an initiative of the Victorian
Aboriginal Justice Agreement. It reflects a strategic objective within the
Agreement to identify and respond effectively to the needs of the Indigenous
Australian (Indigenous) community through the development and delivery of
culturally appropriate programs and services.

Further initiatives under this objective will include development of partnership
arrangements between individual Justice agencies and business units with
Indigenous groups. This will be achieved through community input into the
development and delivery of programs and services. The objective will also be
pursued through building increased awareness and commitment to Indigenous
issues across all levels of the Justice Portfolio, with initiatives targeting
executive officers.

An Indigenous person is someone of Australian Aboriginal and/or Torres Strait
Islander descent and who identifies as an Indigenous Australian.

An Identified Position is one in which all or the majority of the duties involve the
development and/or delivery of policy, programs and services which impact on
Indigenous people and/or involve interaction with Indigenous communities or their

The occupant of an Identified Position is required to have an understanding of the
issues affecting the Indigenous community and is required to communicate
effectively and sensitively with the target group.
Purpose of Identified Positions

Identified Positions within the Justice Portfolio have two important, interrelated

      they help ensure the effective development and delivery of policies and
       programs affecting Indigenous people; and
      they provide an important source of recruitment of Indigenous employees with
       appropriate skills and knowledge to these positions.

Examples of Identified Positions

Examples of positions identified under this policy, but not limited to, would be:

      service delivery positions that have Indigenous people as a significant portion
       of the client group;
      positions which involve the provision of substantial support to Indigenous staff;
      supervisory positions which have responsibility of Indigenous staff.

Specific positions to be identified under this policy, in part, will include:

      all positions within the Indigenous Issues Unit, Portfolio Planning;
      Koori Wellbeing Officers in correctional facilities;
      Co-ordinators within the Justice Portfolio with specific responsibility for the
       development and implementation
       of Indigenous specific policies, programs and services;
      all officers within the Aboriginal Advisory Unit, Victoria Police;
      all positions within the Aboriginal Liaison Unit, Corrections Victoria;
      Koori Liaison Officers, Magistrates Court;

Advertising an Identified Position

All Identified Positions should be advertised both internally and externally through the
following media:

selected state and national newspapers;
The Koori Mail newspaper;
Jobs@vicgov (Public Service notices) and any other relevant internal Public
Service newsletters;
the network of Victorian Indigenous community groups (a current list can be
obtained from the Indigenous Issues Unit, Portfolio Planning).

Any special procedures designed to make the process more accessible for
Indigenous people should be detailed in the advertisement.

Vacancy notices should also be referred to the
      Koori Co-ordinator, Koori Recruitment and Career Development, Human
       Resource Management, DOJ
      Diversity@Work Indigenous Employment Strategy by email to
      the Job Network component of the Victorian Aboriginal Community Services
       Association Limited (VACSAL)

ntact details for Diversity@Work and VACSAL are listed at the end of this policy

Selection Criteria for Identified

The core criteria below outline a base level of skills that make up the mandatory
selection criteria for all Identified Positions, in addition to other criteria related to
attributes, qualifications and experience required.

A demonstrated knowledge and understanding of Indigenous societies and cultures
and the issues affecting these societies;
A demonstrated ability to communicate sensitively and effectively with Indigenous

Further development of the Selection Criteria

Managers may build upon the core criteria to meet the specific requirements for
particular Positions. For example, where the ability to interact effectively with a
specific local or regional community is required, that too can be incorporated in the
criteria. However, care should be taken not to make the criteria so specific as to
either disadvantage or restrict opportunities for other applicants. Below is an example
of how the selection criteria can be developed to include more specific requirements:

a demonstrated knowledge and understanding of Indigenous societies and cultures
and the issues affecting these societies;
in particular, a thorough understanding of Indigenous society and culture and their
particular concerns and related issues;
a demonstrated ability to communicate sensitively and effectively with Indigenous

How should the Selection Criteria for
Identified Positions be Weighted?

As with other selection processes, the selection criteria may be weighted to indicate
that some attributes will be judged to be more important than others.

The specific criteria for Identified Positions are likely to be more important in positions
where the duties relate to development, implementation, monitoring or evaluation of
policies and programs which directly impact upon Indigenous people. They are also
important in positions providing a high level of service delivery to Indigenous people.

In positions which provide technical or administrative support to Indigenous units or
programs, the skills needed to meet the criteria would be less important and can be
weighted accordingly.

The Selection Process

The Public Sector Management and Employment Act 1998 requires established
employment processes to ensure:

employment decisions are based on merit;
employees are treated fairly and reasonably;
equal employment opportunity is provided;
employees have a reasonable avenue of redress against unfair or unreasonable

The selection process should be in accordance with the principles outlined in the
Department's guidelines for recruitment and selection. Managers recruiting for
Identified Positions should refer to the following Departmental policies and guidelines
on employment and recruitment in conjunction with this policy. In particular, reference
should be made to the following documents: Selection and Recruitment Guide for
Managers and Selection Panel Members, Vacancies, Selection Interviewing, Job
Descriptions, Transfers and "Merit and Equity".

The Selection Panel

Selection panels for Identified Positions will be established at the commencement of
the selection process and will comprise at least one Indigenous member. This
requirement also applies when having community representatives on the panel.
Variations to this requirement will only be approved by the General Manager, Human
Resources in exceptional circumstances.

The inclusion of an Indigenous person on the selection panel will assist with the
effective assessment of selection criteria unique to Identified Positions. Additionally,
they may be able to suggest appropriate alternatives to traditional selection
processes that may suit the target recruitment group.

In cases where knowledge and empathy with a particular community or a particular
group within that community is required, it is good practice to include a representative
of that community or group in the assessment process. Where this occurs, the chair
of the selection panel is responsible for informing the person assisting the panel of
the department's selection process and requirements.

In determining the suitability of non-Indigenous members for a selection panel for an
Identified Position, preference should be given to officers who have undertaken
Indigenous Awareness Training within the last two years.

Transfers into an Identified Position
Before an employee can be transferred into, or temporarily employed in an Identified
Position, they must be assessed against the selection criteria for the position,
including the two additional mandatory selection criteria outlined above.
Classification of Existing Positions

With the introduction of the Identified Positions policy within the Justice Portfolio,
Human Resource Management, together with Justice business units and agencies,
will tag and record those positions with an identified classification.

Cultural Awareness Training

The direct supervisors of staff in Identified Positions should attend an Indigenous
Awareness course prior to, or soon after commencing their position of supervising
staff in an Identified Position. Other non-Indigenous employees working closely with
those in Identified Positions should also attend an Indigenous Awareness course.
Advice on Indigenous Awareness training options can be sought by contacting the
Koori Recruitment and Career Development Officer Human Resource Management.

Where a position receives an Identified Position classification and there is no change
to the occupancy of that position, it is recommended that the occupant undertake
Indigenous Awareness Training offered by Human Resource Management within a
six month period, if they have not already done so.

Manager responsibilities

It is the responsibility of managers to be aware of the policy and apply it accordingly.

Adherence to the Identified Positions Policy is the responsibility of all managers who
appoint or recruit new employees. After the initial implementation of the policy,
individual agencies will be responsible for the identification of positions where the
inherent duties of a particular position require an understanding of Indigenous
societies and an ability to communicate effectively and sensitively with Indigenous

Human Resources responsibilities

Human Resource Management will be responsible for the provision of strategic policy
advice and interpretation and assistance in relation to this policy.

Register of Identified Positions for
Monitoring and Evaluation

Human Resource Management will maintain a register of classified positions, and will
report annually to Government through the annual report on implementation of the
Aboriginal Justice Agreement. The register will record positions with an 'identified'
classification across the Justice Portfolio.

Grievance and Issue Resolution
Applicants for an Identified Position or staff members occupying an Identified Position
that have any grievance or issues that need resolving should refer to the
Department's policy Issue Resolution and the Grievance Process.


Diversity@Work: Telephone 9608 0900

VACSAL: Telephone: 8415 0961



Other Key Documents                         Victorian Aboriginal Justice Agreement
                                            Selection and Recruitment Guide for
                                            Managers and Selection Panel Members
Forms                                       -
Require Further Advice?                     See Who to Contact about what in
                                            Human Resource Management

Other Related Policies and Guidelines

      Issue Resolution and the Grievance Process
      Selection Interviewing
      Vacancies
      Job Descriptions
      Transfers
      Merit and Equity

Department of Justice
Reviewed: 15/07/2003