T.E.C.C. WORKSHOP 2 Mechanisms and Access to Work Opportunities

HOW TO IDENTIFY RELEVANT WORK SIX KEY POINTS TO NOTE ABOUT AN ADVERTISEMENT

6 KEY POINTS 4 The Organisation 4 Title of position & location within Organisation 4 Classification & Salary 4 Description of Job 4 Selection Documentation 4 Selection Criteria

THE ORGANISATION 4 The ad will name the organisation and usually give an introduction paragraph about the organisation. 4 From this information you can commence your research 4 What it does 4 Where it’s located 4 What it’s like to work for 4 Research: annual reports, web sites, brochures, directories, newsletters newspaper articles, contact head office

TITLE POSITION & LOCATION WITHIN ORGANISATION 4 Title often identifies the key responsibilities & key functions of role e.g., Records Mgr & Records Assistant. 4 Reference made to program, a section, a branch, & a division (hierarchical structure) 4 Duty statement can provide clarification

CLASSIFICATION & SALARY 4 Check if the department or agency has a Certified Agreement in place & whether Australian Workplace Agreements are available. 4 These agreements have a bearing on salary & Conditions

DESCRIPTION OF THE JOB 4 Brief description of main duties provided 4 Obtain the duty statement & talk to contact Officer. 4 Ascertain: if job is created or existing 4 Is someone acting in position 4 When addressing Officer create a favourable impression: 4 Courteous 4 Dressed appropriately 4 Ask intelligent questions - staffing, relationships with other areas, policy dev & key issues.

SELECTION DOCUMENTATION 4 Selection documentation consists of a duty statement & selection criteria. 4 The duty statement indicated what the job involves. 4 Extra knowledge, skills, experience, not adequately covered by selection criteria, can be added in covering letter.

SELECTION CRITERIA 4 This is the most important document in your application 4 Address all parts of the Selection Criteria 4 Primary function is to provide the selection panel with sufficient relevant information about your work experience, skills and education 4 Preparing a quality application is hard work

KEY EXPRESSIONS USED IN SELECTION CRITERIA (1) 4 “Background in” - used in reference to educational qualifications or areas of specialisation 4 “Experience in, proven record of” - must have practical acquaintance with the matter 4 “Knowledge of, Understanding of, Awareness of, Appreciation of” - Expression often used in reference to government policy such as Workplace Diversity(EEO), OH&S

KEY EXPRESSIONS USED IN SELECTION CRITERIA (2) 4 Awareness of - least amount of familiarity with subject 4 Knowledge of - more than a passing familiarity gained from actual experience or from learning 4 Understanding of - Comprehension of matter and perception of the significance of it 4 Appreciation of - making a valued judgment about the value or quality of a matter or having a deeper understanding of a matter

KEY EXPRESSIONS USED IN SELECTION CRITERIA (3) 4 Ability to - having the skills, knowledge or competency to do the task 4 Capacity to - to be qualified to perform the task 4 Aptitude - suitability for a task, or fitness to carry out a task or role

KEY QUALIFIERS 4 Qualifiers - expressions that distinguish the level to which they are needed. Higher level positions 4 Well developed - “well developed understanding of immigration policy” 4 Demonstrated - “demonstrated qualifications and experience in public relations” 4 Extensive - “extensive experience in journalism and government information programs” 4 High level of - “high level of appreciation of OH&S practices” ALL OF THE ABOVE MUST BE SOUNDLY SUPPORTED WITH CONCRETE EXAMPLES