Requirements of the. Job Responsibilities
Requirements of the. JOB Follow supervisor‟s instructions and directives. Required to perform tasks indicative of this level. Responsible for work outcomes/outputs. PROGRESSION Based on operational needs TASKS Asset inspections & audits Completion of daily documentation Design, set out and install civil works, including seating, pergolas and other minor buildings or install horticultural works, including landscaping & irrigation systems. Installation of Junction boxes, Boxing, Kerbing Operate hand-held motorised tools i.e. whipper snipper, jackhammer, chainsaws, pole saws and rollers Operate Plant Operation of Plant, excavator <2yrs, road sweeper, backhoe Read plans Stores administration Line Marker Concrete Finisher – able to use appropriate boxing methods for all forms of concrete work including kerbing, sumps, retaining walls, side entry pits, suspended slabs, read and interpret concrete structures plans. Understand the techniques to place and fix steel reinforcement, concrete compaction, use of concrete additives and utilise the methods of concrete curing, skilled in all forms of surface finishing Sign/Playground Maintenance Trade (/Civil Construction/Transport & Warehousing/ New Mechanic) SKILLS & KNOWLEDGE Trade Certificate (Certificate 3) A Level 4 worker can perform all relevant Level 1, 2& 3 tasks competently and independently. Relevant licenses for weed & plant operation LICENCES Hold current Driver‟s licence greater than the class of Car as per Level 2 employee inc Excavators, Road sweeper, Backhoe (new), Work zone Traffic Management LEADERSHIP Level 5 – Provide leadership to lower levels Note: Level 5 only applies when in a group of 2 or 3 of the same level QUALIFICATION LEVEL Occupations at this Level will have a level of skill commensurate with one of the following: NZ Register Level 3 qualification, AQF Certificate III including at least two years of on- the- job training. At least three years of relevant experience may substitute for the formal qualifications listed above. In some instances relevant experience and/or on-the-job-training may be required in addition to the formal qualification. An employee may seek to have their non-formal and informal learning recognised and counted towards a qualification through the Recognition of prior learning (RPL) which involves the assessment of previously unrecognised skills and knowledge an employee has achieved outside the formal education and training system. RPL assesses this unrecognised learning against the require...
Requirements of the. Job • Basic skills in oral and written communication with clients and other members of the public • Knowledge of established work practices and procedures relevant to the work area • Knowledge of policies and regulations relating to the work area • Understanding of clear but complex rules • Understanding of basic computing concepts • Application of techniques relevant to the work area • Developing knowledge of statutory requirements relevant to the work area • No formal qualifications required OR • Entry point for three year degree/associate diploma/appropriate certificate without experience OR • Will have attained through previous appointments or service an equivalent level of expertise and experience to undertake the range of activities required OR • Appropriate on-the-job training and relevant experience. Progression • Appointment level for officers who have completed an appropriate certificate and are required to undertake work related to that certificate • The 4th increment of this level is the appointment level for any graduate with a relevant three year degree who utilises that qualification to undertake associated professional work • Graduates will advance to the 1st increment of level 3 after twelve months’ satisfactory service.
Requirements of the. JOB Act as an effective team member by spending the majority of time in the field Act as the Response Person for a designated service profile, to ensure customer service standards are met through quick attention to urgent requests. Planning the work day activities Assisting with OHS management. Assisting with staff issues as they arise. Participating and assisting with Team meetings Prepare work programmes. Purchasing/ordering as within authority Providing inputs to staff performance plans and appraisals requests or unplanned event Responding to team, plant, work in progress and work method issues on site (troubleshooting) The ability to work unsupervised. Training of trade trainees. Working as a member of the team in "hands on" fieldwork PROGRESSION Based on operational needs TASKS Group Leader Provide Leadership (Larger Group) Provide support to Field Team Co-ordinators in their day to day interaction with the team. Supervise/manage contractors The Group Leader may allocate and monitor work performed, provide on the job training to staff or be assisted in their responsibilities by other more junior staff but should not be expected to be directly responsible for the supervision of staff. SKILLS & KNOWLEDGE A Level 8/9 skilled worker can perform all relevant Level 1-7 tasks competently and independently. Ability to interpret relevant plans. Accuracy of work and the ability to meet deadlines. Ability to relate effectively with a broad range of individuals. Ability to use or willingness to learn relevant software packages Broad knowledge of work planning, scheduling and developing rosters Familiarity with the Council's HR Policies, Corporate and Parks Policies and SOPs. Literacy and numeracy skills equivalent to Year 10 is desirable Negotiating and problem solving skills. Skills in conducting meetings and minute taking or the willingness to learn. Skills in time management, priority setting, planning and organising of own/team‟s work. Management of Contractors LICENCES Hold current Drivers licence greater than the class of Car as per Level 2 employee, Work zone Traffic Management LEADERSHIP Permanent Supervision of a workgroup of = or >6 (including Group Leader) QUALIFICATION LEVEL Trade Certificate and Frontline Management (required for level 9) Occupations at this Level will have a level of skill commensurate with one of the following: NZ Register Level 4 qualification, AQF Certificate IV or AQF Certificate III including at least three years of on-the job ...
Requirements of the. JOB Act as an effective team member by spending the majority of time in the field. Act as the Response Person for a designated service profile, to ensure customer service standards are met through quick attention to urgent requests. Planning the work day activities and conducting the morning muster. Assisting with OHS management. Assisting with staff issues as they arise. Participating and assisting with Team meetings. Providing inputs to staff performance plans and appraisals requests or unplanned event. Required to remain at work in periods of inclement weather. Responding to team, plant, and work in progress and work method issues on site (troubleshooting).Working as a member of the team in "hands on" fieldwork. PROGRESSION TO LEVEL 9 Based on operational needs. The incumbent must have a Trade Certificate in the relevant Field and a Frontline Management Certificate IV or above. In some instances relevant experience and/or on-the-job-training may be required in addition to the formal qualification. High level computer skills and working knowledge of internal software packages. E.g. Asset management TASKS Group Leader Provide and demonstrate Leadership to all staff Provide high level support to Field Team Co-ordinators in their day to day interaction with the team. Supervision and management of Agency Staff and Contractors Allocation and monitoring work performed, provision of on the job training to staff including workforce management planning. Asset planning to optimise expenditure and asset utilisation to ensure the efficient and effective provision of services. Strategic planning and management of assets to assist the organisation goals. Conduct of regular team meetings Provision of quality service delivery to the community Management of staff absences and conduct Responsible for Occupational Health , Safety and Welfare Development of strategic initiatives as well as personal responsibility and autonomy in performing complex technical operations. Assistance with Budget preparation and monitoring SKILLS & KNOWLEDGE A Level 10 highly skilled worker can perform all relevant Level 1-9 tasks competently and independently. Ability to interpret relevant plans. Accuracy of work and the ability to meet deadlines. Ability to relate effectively with a broad range of individuals. Ability to use relevant software packages High level knowledge of work planning, scheduling and developing rosters Understanding of the Council's HR Policies, Corporate and Parks Policie...
Requirements of the. JOB Act as an effective team member by spending the majority of time in the field. Act as the Response Person for a designated service profile, to ensure customer service standards are met through quick attention to urgent tasks. Plan the work day and conducting the morning muster. Assisting with OHS management. Assisting with staff issues as they arise. Participating and assisting with Team meetings. Providing inputs to staff performance plans and appraisal requests or unplanned event. Required to remain at work in periods of inclement weather. Responding to team, plant, and work in progress and work method, issues on site (troubleshooting).Working as a member of the team in "hands on" fieldwork.
Requirements of the. ARTIST(S)
4.1 The Artist is required to complete and return all requested information to Foodland for the purposes of promoting the exhibition and to act professionally at all times.
Requirements of the individual flexibility arrangement The Employer will ensure that the individual flexibility arrangement:
(a) is in writing;
(b) includes the name of the Employer and Employee;
(c) is signed by the Employer and the Employee and if the Employee is under 18 years of age, signed by a parent or guardian of the Employee;
(d) includes details of:
i. the terms of the Agreement that will be varied;
ii. how the arrangement will vary the effect of the terms;
iii. how the Employee will be better off overall in relation to the terms and conditions of his or her employer as a result of the arrangement; and
(e) States the day on which the arrangement commences.
