leader of people & culture

LEADER OF PEOPLE & CULTURE

POSITION DESCRIPTION – LEADER OF PEOPLE & CULTURE - 20.09.2019

28 Drage Road, Wodonga, Victoria 3690 | 02 6057 5859 | ABN 47 476 534 312 | [email protected] | www.vlc.vic.edu.au

20th September 2019 Dear Applicant,

"But thanks be to God who gives us the victory through our Lord Jesus Christ." Corinthians 15:57

Thank you for your interest in applying for a position at Victory Lutheran College. Victory Lutheran College is owned and operated by the Lutheran Church of Australia (LCA) under the support of the Wodonga Lutheran Parish. The LCA has a long and rich history in education with its first school opening in 1839. In 2018, some 40,000 students across Australia are educated in Lutheran schools. The first sod for Victory Lutheran College was turned in 1991 in a rural paddock on the outskirts of Wodonga. The school was officially opened on the old Drage’s Airworld site in 1992 as Victory Primary School, catering for students from Prep through to Year 6 with the initial enrolment of less than 50 students. The College moved into secondary education in 2004 and was renamed to Victory Lutheran College at this time. With the decision to move into secondary education, a new building program was developed to ensure a high-quality education was able to be delivered in first-class facilities. A new Junior School was begun in 2003 and completed in 2008. Over the past 10 Years, numerous building projects have been completed including a Science building, Computer Lab, Music Centre, Trades Skills Centre, Multipurpose Hall, Argus Senior Centre and our recent 2018 building project of our Year 5&6 Curtis Learning Hub all to assist with our rapidly growing student population. In 2019, the College has a population of nearly 760 students cared for by a staff of 100. While many of the staff are teaching staff, they are well supported by a significant number of administrative, grounds, maintenance and non-teaching personnel. Facilities at the College are exceptional and continue to evolve and develop in line with modern educational philosophy and understandings about the nature of teaching and learning. Diverse curriculum offerings, quality teaching and learning, outstanding facilities and a strong record of academic success are all hallmarks of Victory Lutheran College. Serving as a staff member at Victory provides a wonderful opportunity to actively support and develop the ethos of the College, contribute to the lives of young people and be part of an exciting and vibrant team of professionals. Victory Lutheran College has a clear vision for the future and seeks to employ motivated, passionate and driven staff. Victory Lutheran College is seeking to employ a Leader of People and Culture. We are excited to offer this newly created position. You will have the opportunity to shape, develop and realise the College strategy in relation to employee engagement and culture at Victory Lutheran College. This is a permanent part-time or full-time position with 0.7 FTE – 1.0 FTE. We trust the following information will assist you to assess your suitability to the position currently advertised and is designed to assist you in preparing an application:

§ Position Description – Leader of People & Culture § Key Selection Criteria § How to Apply § Appointment of Staff: Recruitment & Selection of Staff

Enquiries regarding the position should be directed to our Executive Assistant to the Principal, Mrs Jodie Ainsworth at (02) 6057 5859 or [email protected]. In his Service John Thompson Principal


POSITION DESCRIPTION & PERSONAL SPECIFICATION

Leader of People & Culture

VICTORY LUTHERAN COLLEGE MISSION STATEMENT To provide excellence in a Foundation to Year 12 Christ-centred community, inspiring

tomorrow’s leaders.

POSITION TITLE Leader of People and Culture

TENURE Permanent Part-time or Full-time

COMMENCEMENT January 2020 (or earlier by negotiation)

TIME ALLOWANCE 0.7 FTE – 1.0 FTE

RESPONSIBLE TO Principal

Statement of Commitment to Child Safety

Victory Lutheran College is committed to being a Child Safe organisation. Victory Lutheran College has a zero tolerance for child abuse and is committed to acting in children’s best interests and in keeping them safe from harm. Victory Lutheran College regards its child protection responsibilities with the utmost importance and as such, is committed to providing the necessary resources to ensure compliance with all relevant child protection laws and regulations and maintain a child safe culture.


POSITION DESCRIPTION 1. Summary of the broad purpose of the job in relation to the College’s goals. (Expected outcome and how is it achieved). The newly designed position of Leader of People and Culture will have the opportunity to shape, develop and realise the College strategy in relation to employee engagement and culture at Victory Lutheran College. The Leader of People and Culture plays a significant role in the leadership of the College by working closely with members of the Executive Leadership Team to ensure the high quality care and learning is provided for all students at Victory Lutheran College, and ensuring that the educational programs and operations of the College realise its mission. The Leader of People and Culture will be a human resources generalist and work with the Principal to develop an employee engagement and culture transformation strategy and plan. The role holder will be required to engage all areas of the College to lead the cultural transformation/revitalisation strategy through executing best practice human resources principles to attract, develop, engage, acknowledge and retain quality employees, and to maximise their professional productivity. 2. Reporting / Working Relationships (To whom the person reports, staff for whom the person is responsible and other significant connections and working relationships within the College.) The Leader of People and Culture reports directly to the Principal and is required to work collaboratively with Executive Leadership Team members on College strategies. The Leader of People and Culture will support and work closely with the Principal and Business Manager with regards to industrial relations, staff recruitment, occupational health and safety, professional learning and staff performance management. The Leader of People and Culture will communicate with and coordinate staff support for the College Leaders as required. A critical aspect of the Leader of People and Culture role will be the development of sound working relationships with all College staff, providing a point of contact to address concerns and in some cases, be jointly involved in aspects of Pastoral Care. 3. Special Conditions The Leader of People and Culture is employed under the conditions specified in the Lutheran Schools Association Enterprise Agreement. The Leader of People and Culture position is a permanent position with a time fraction between 0.7 FTE – 1.0 FTE which will be negotiated with the successful candidate. The Leader of People and Culture is a leadership position, and as such, the position description is considered dynamic and subject to change from time to time.

It is also understood that the nature and scope of duties may require time and attention outside what might be considered as ordinary school hours.


4. Extent of Authority The Leader of People and Culture is an autonomous role. They will act as the College representative at professional networks within LEVNT and ISV. 5. Essential Leadership Skills, Behaviours & Abilities

There are a series of Essential Leadership Behaviours for all leadership positions within the College. These leadership behaviours, and an explanation of each, are listed below. Professional Composure: Is a settling influence within a complex environment, is not easily irritated or quick to judge, can manage reasonable stress without it affecting professional performance. Decision Quality: Makes good decisions, based on sound data, collective wisdom, experience and in alliance with strategic aims and objectives. Ethics and Values: Demonstrates Christian values, role models expected behaviors, demonstrates honesty and integrity in all situations irrespective of complexity. Interpersonal Expertise: Relates well to all kinds of people, easily builds rapport and trust, is respectful and diplomatic in dealings with others, represents the situation accurately without embellishment and displays a genuine empathy for others. Organisational Agility: Knowledgeable about the relational and operational complexity of the college organisations, works strategically to achieve goals understanding how best to motivate and align teams of people to achieve these. Priority and Solution Focused: Can identify what is of strategic importance and prioritize focus accordingly, manage impulsivity and limit distractions accordingly, can overcome blocks and barriers, is able to complete projects within required timeframes, consistently meets the goals of the College and the expectations of others, creates opportunities and support structures for others to be internally motived. Self-Knowledge: Knows personal strengths and weaknesses, reflects upon previous experiences to facilitate personal and professional growth, regularly seeks feedback from others, values transparency and accountability. Communication: Can communicate with clarity and purpose within a variety of settings, is an active listener, is measured in the formation of judgment and opinions, is able to interpret and respond accordingly to the non-verbal responses of others. Managerial Courage: Speaks the truth with love, corrects communicated inaccuracies, provides direct feedback to others, faces difficult situations from a clear process perspective, does not personalise professional situations unnecessarily.


6. Statement of Key Results Areas & Responsibilities The Leader of People and Culture’s role encompasses key outcomes, and these have been collectively accommodated with other associated activities under the KRAs of:

College Culture Operational Organisation Human Resources Management Recruitment Workforce Performance Workplace Relations Occupational Health & Safety Child Protection

The key responsibilities of the Leader of People & Culture in each KRA include: College Culture (College Ethos, Character, Points of Difference to other Schools) § Develop in collaboration with the Executive Leadership Team, the culture of a caring Christian community

amongst staff, students and families. § Lead, inspire and mentor the College Staff in their care and education of the student body. § Set a vision for learning, developing a strong culture and expectations to staff within the College. § Model, foster and promote the use of a restorative approach with College community members. Operational Organisation (Strategic Plan, Governance, Policies, Procedures, Structure, Strategies, Tools) § Develop and maintain the Strategic Plans for the Human Resource Department ensuring they reflect and support

the overall strategic goals of the College. § Identify, design and implement strategic HR projects, as and when required. § Ensure the College is compliant, efficient and effective with Human Resource related policies, procedures and

guidelines and that these have currency ownership within the College including facilitating their cyclical review. § Monitor legislative developments and practices within the educational sector which may impact on Victory

Lutheran College, particularly in the areas of governance, industrial relations, human resources, health and safety, and child protection.

§ Completion of Workplace Gender Equality Reporting on behalf of the College. § Ensuring appropriate College policy exists in relation to grievance procedures and other industrial matters and

guiding staff in these areas. § Ensuring that the Principal and Executive Leadership Team are kept fully informed of all pertinent issues in relation

to industrial relations matters. § Leading and managing processes and associated documentation in relation to staff grievances/complaints,

conduct-related issues, and consultation about change and dispute resolution as per the Lutheran Education (Victorian Schools) Multi Enterprise Agreement.

§ Developing and implementing appropriate recognition and acknowledgement processes for all staff; § Ensuring that the Principals Office is in receipt of information pertinent to the service of staff members where

external recognition is available. Human Resources Management (Job Descriptions, Documentation, Leave Requirements) § Work closely with senior and line managers, providing them with advice, guidance, coaching and support on the

full range of HR activities (including policies and procedures, terms and conditions of employment, absence and performance management).

§ Manage HR related documentation, data, practices, and records including: o Preparation of employment contracts, documentation for all staffing changes and employment modifications

and other HR administration as required; o Recording and maintaining tenure periods and contract expiration dates;


o Coordinating long service leave, annual leave and extended sick leave requests, including return to work arrangements where necessary;

o Coordinating the staff intentions process including consultation with staff in relation to requests for changes in work conditions;

o The review and benchmarking of salaries for roles as requested. § Collaborate with the Finance Department and Coordinator of Daily Organisation regarding industrial matters for

staff of the Lutheran Education (Victorian Schools) Multi Enterprise Agreement. § Manage and maintain staff personnel records in both electronic and hard copy formats in an efficient and

professional manner ensuring their storage and back-up in a safe and secure environment. § Develop appropriate HR reporting tools. § Keep up to date with legal developments and advise the Executive Leadership Team on compliance and risk

factors. Recruitment (Job Descriptions, KRAs/KPIs, Awards, Recruitment Support) § Develop a vision and strategy of progressive employment policies and practices which support the College ethos

and attract strong candidates. Provide the Executive Leadership Team and panels with guidance, coaching and support to implement this strategy.

§ Ensure all Position Descriptions comply with College standards, are accurate and exist for each role within the College. These are to be developed in conjunction with the College’s leaders, approved by the Principal and reviewed according to schedule.

§ Determine appropriate pay structures and ensure they are aligned to the appropriate Schedule of Rates as per the Lutheran Education (Victorian Schools) Multi Enterprise Agreement and approved by the Principal.

§ In liaison with Marketing & Communications Manager, generate advertisements for new staff as required with placement on the College website, Teachers on Net and other mediums as determined by the Principal.

§ Manage the recruitment process from application through to appointment according to the recruitment policy and standard operating procedures.

§ Manage the HR data integrity including ensuring all employee files and records, both digital (TASS) and hard copy are maintained accurately and in accordance with legislative requirements.

§ Manage the provision of all required resources and collection of relevant documentation for all new staff. Workforce Performance (Induction, Performance Management, Professional/Personal Development) § In conjunction with Executive Leadership Team, design and implement an induction strategy for new staff which

is appropriate for their employment status and compliant with industrial requirements. § Ensure the professional induction of new staff into the College by developing standard operating procedures and

resources to support the developed strategy. § Monitor and review the performance appraisal process. Continually develop as necessary to ensure that

performance is managed and that annual appraisals are carried out in a timely manner and followed up. § Provide support and training where required to the Executive Leadership Team and other College leaders on the

Performance Appraisal process, ensuring that all staff understand their responsibility to contribute, and are equipped to do so.

§ Coordinate the scheduling of Performance Reviews with Line Managers. § Manage the resources developed and utilised in the management of Under Performance throughout the College,

and support leaders throughout this process. § Assist College leaders in the development of training initiatives and development plan outputs. § Be responsible for all statutory and child safe requirements of staff, ensuring continual compliance. § Manage the training schedule for mandatory requirements of all staff including VIT renewal, WWCC, Police

Checks, Child Protection and Mandatory reporting obligations. § Conduct exit interviews with staff and report to the Principal on key trends and issues to inform areas for

improvement.


§ Establish networks to assist in staying informed of HR related conferences and organisations that provide services and information that supports operating professionally in the Education environment.

Workplace Relations (College Culture, Communications, Employee & Industrial Relations) § Work with Executive Leadership Team to provide change leadership strategies to ensure new initiatives and

changes are successfully launched and embedded. § Assess implications for the staff of the College with regard to organisational change, including organisation design,

job design, structural and cultural aspects of change, recruitment implications, learning and development implications and employee relations.

§ Establish and maintain a strategy to maintain awareness and adoption of the College culture and ethos by the wider College community.

§ Identify issues impacting College operations, staff morale or legal compliance and provide solutions and expertise in the management of these issues.

§ Manage investigations, disciplinary and grievance matters in conjunction with the Principal and Business Manager, providing advice and guidance on individual employee relations cases, ensuring that these are well managed.

§ Communicate HR related matters effectively with the wider College community. Occupational Health & Safety (OHS, Staff Welfare, Work Environment) § As a member of the Occupational Health and Safety Committee, communicating and ensuring execution of

relevant legislation. § In liaison with OHS Officer, to ensure:

o reporting to College Council is regular and provides sufficient information to fulfil their roles as Officers under the Act.

o manage OHS training and placement of suitable representatives in the work environment. § Manage the administration of any Worker’s Compensation claims. § Manage the coordination of the ‘Return to Work’ program and implement recommendations for staff. Child Protection § Support the Principal & Director of Wellbeing in matters related to Child Protection. § In consultation with the Principal, conduct investigations or interviews pertaining to child protection matters. § Coordination of documents and records relating to investigations. § Liaise with and report to external agencies on Child Protection matters. Other duties as directed by the Principal.


PERSON SPECIFICATION 1. Educational / Vocation Qualifications § Tertiary qualifications in the HR field are required. § Current National Police Check. § Current Working With Children Check (WWCC). § Qualifications in ‘Return to Work’ Programs as per government requirements. 2. Personal Skills, Abilities & Aptitude A personal commitment to the College vision, mission and values underpinning the delivery of a Christian based education to students in the College community is essential. Skills § Demonstrated effective skills in:

Ø Managing other staff and achieving required team goals. Ø Interpersonal skills demonstrating the ability to interact and influence at all levels. Ø Written communications. Ø Planning and time management. Ø Managing and delivering projects.

§ Effective reporting to management. § Suitable understanding of current Office 365 applications (Word, Excel, PowerPoint) to support the demands of

the role. Abilities § Demonstrated ability to document, implement, monitor and report on administrative and HR procedures. § To respect the confidential nature of all personal data associated with staff and students. § To build positive working relationships with staff and leaders. § Demonstrated ability to provide feedback to College staff members about the achievement of goals. § Prioritise workloads effectively whilst working under pressure and to deadlines. § To see the overall picture while having an excellent attention to detail. § To achieve objectives of meeting specified Key Performance Indicator (KPI) targets. Aptitude § Personal commitment to the College vision, mission and values underpinning the delivery of a Christian based

education to students in the College community is essential. § Being a lateral thinker, proactive and prepared to undertake innovative process. 3. Experience § Relevant experience in Human Resources and leadership of staff. § Working successfully and collaboratively with other team members. § Using database software. § Strategic visioning and planning. 4. Knowledge § A thorough understanding of TASS software and its applications would be an advantage. § Sound understanding of the current Office 365 applications (Word, Excel, PowerPoint, Publisher) § An understanding of current organisational, OH&S and management practices appropriate to the position.


5. Classification Level § The position of Leader of People & Culture carries a Classification Level relevant to their previous experience and

tertiary qualifications in Human Resources and leadership of staff. (Refer to the guidelines in the Lutheran Education (Victorian Schools) Multi Enterprise Agreement for additional details relating to roles and responsibilities at this Grade Level.) 6. Performance Standards & Review An annual Performance Review is undertaken with the Principal & Business Manager to determine capacity to meet the demands of the role, where additional skills training is required and what level of job satisfaction is being obtained. The basis of the Performance Review is utilising the Key Performance Indicators (KPIs) identified in Appendix A.


PERFORMANCE MANAGEMENT Appendix A

In relation to setting goals and managing performance, Key Performance Indicators (KPIs) are put in place within each Key Performance Indicators (KPI) so that effort can be measured, and performance rewarded.

Operational Organisation Key Performance Indicator (KPI)

Strategic Plan The HR Strategic Plan is monitored on a monthly basis with a formal review with the Principal & Business Manager is undertaken bi-annually, including a complete update of the Strategic Plan documents. Objectives determined in the Strategic Plan are outworked as projects and completed within required timeframes.

College Policies A set of standard College Human Resource Policies are in place in a standard documented format and all staff are aware of these policies and have access to them through the College Intranet. All College policies are communicated clearly to staff and procedures are in place to implement them and monitor their uptake and ongoing management.

Documentation, Data & Tools Standard Human Resources templates that are consistent in their layout and professionally reflect the College corporate identity are stored digitally within the College for access by staff. Maintain LMS People & Culture page to engage and keep staff up to date with Human Resource related matters.

Appropriate tools are in place to support HR reporting requirements.

Compliance Regular connection with legal and compliance agencies ensures any update to legislation is assessed and recommendations made to ensure ongoing compliance.

Human Resources Management Key Performance Indicator (KPI)

Coaching Leaders of the College report being supported in the outwork of HR related functions as related to their roles.

Personnel Records All members of staff have an individual personnel file that is professionally maintained and stored in a safe and secure location. All personnel files include records of; a current Job Description, Entitlement History, Performance Reviews/Management, Professional Development history, and Qualifications.

Staff records are maintained allowing immediate access to data relating to staff compliance with mandatory requirements including VIT renewal, WWCC, Police Checks, Child Protection and Mandatory reporting obligations.

Staff data is maintained and accurate in both TASS and Lexicon.

Principal & Business Manager are confident HR processes protect staff and the College by ensuring accuracy with Enterprise Agreement and industrial regulations.

Documentation, Data & Tools Standard Human Resources templates that are consistent in their layout and professionally reflect the College corporate identity are stored within the College server for access by staff.

Appropriate tools are in place to support HR reporting requirements.


Recruitment Support Key Performance Indicator (KPI)

Position Descriptions All staff have current Position Descriptions that accurately reflect agreed remuneration, basis and hours of employ, responsibilities, Key Result Areas (KRAs) and Key Performance Indicators (KPIs). All background information and reference data is kept up-to-date to ensure that responsibilities and pay rates are, as a minimum, aligned to industry and professional standards.

Job Advertising All job advertisements follow a standard layout and professionally represent the corporate identity of the College. Job advertisements are placed appropriately to ensure 90% of applications meet required criteria.

Recruitment Communication with candidates, leadership and panel members is timely and consistent throughout the recruitment process to ensure they are prepared and informed. Contracts are prepared which protect staff and the College by being compliant with legislation and outline expectations and conditions. All required documentation to support a new staff member’s compliance with child safe procedures and contractual obligations are collected and recorded according to procedures. Following appointment all required resources are provided for the new staff member in a timely manner.

Workforce Performance Key Performance Indicator (KPI)

Strategy An induction strategy is designed which allows for different induction requirements from continuing staff to contractors and is implemented with each new staff member. The performance management strategy is implemented each year for all staff at the College with a biannual assessment to ensure its effectiveness.

Inductions Executive Leadership Team and other leaders in the College are provided support and training as required to ensure they feel confident to perform their roles within the performance management processes. All Teaching staff are provided with an induction into the College prior to starting their employment and Non-Teaching staff within a week of starting their employment.

Performance Management Standard templates are in place for use by staff in relation to all aspects of Performance Appraisal and associated Personal Development plans. All staff have been briefed on the Performance Appraisal process and understand their responsibilities to contribute to it. Performance Appraisals are undertaken with each staff member by their Line Manager on an annual basis with specific outcomes resulting from the process. A standard operating procedure is available with supporting documentation to assist leaders in the management of a staff member who is under performing. Leaders report that they feel supported in the process.

Personal Development Leaders are supported in the design of training initiatives and departmental plans to ensure their desired outcomes are achieved. Every staff member has a Personal Learning Plan. All staff members’ Personal Learning Plans are effectively monitored and supported by their PLP Mentor.

Professional Learning Training for staff with regard to mandatory requirements are managed each year.

Exiting staff Data collected at exit interview is collated in a format that allows improvements to be implemented.


Workplace Relations Key Performance Indicator (KPI)

General Workplace Relations The College community is fully aware of the culture to be adopted and evidences it through daily practices in the learning and general work environments. The College community is monitored for issues that potentially impact College operations, staff morale or legal compliance and leadership is supported with advice and guidance as required. Investigations, disciplinary and grievance matters are managed within guidelines provided by the Enterprise Agreement and local policy. Guidance and advice is provided to ensure resolution and the entire process is documented clearly.

Communication Communications from the HR department are clearly understood by the wider College community.

Occupational Health & Safety Key Performance Indicator (KPI)

OHS In conjunction with the OHS Officer OHS practices at the College are guided by the CompliSpace platform, which incorporates all industrial requirements. Council and the LEVNT are provided with reports as required by the system and local procedure. Scheduled internal and external audits are conducted ensuring compliance with the Safety Management System and industrial requirements.

Worker’s Compensation All Worker’s Compensation claims are managed according to legislative requirements and in a timely fashion with the relevant government authorities.

Return to Work Maintain Return to Work officer certification and attend training updates as required by legislation and good practice. Develop and implement Return to Work Strategies which focus on an injured worker returning to the workplace, with modified duties if required, as soon as possible.


KEY SELECTION CRITERIA KSC1 A desire to contribute proactively to a Christ-centred community utilising your own God given talents.

KSC2 A knowledge of contemporary trends in Human Resource Management and Compliance.

KSC3 Demonstrated experience in similar roles.

KSC4 Demonstrated capacity in coordinating the training, development, evaluation and management of staff.

KSC5 Knowledge of recruitment and selection procedures.

KSC6 Knowledge of Industrial Relations, Work Health & Safety and Compliance.

KSC7 Experience working as part of a team.

KSC8 Experience in change leadership.


HOW TO APPLY These guidelines are designed to help you prepare your application for a position at Victory Lutheran College. Applications are invited from suitably qualified and enthusiastic people to fill our vacant teaching and non-teaching positions. The successful candidates would preferably be a suitably experienced Christian person and possess the desire and ability to implement the College values, policies, practices and objectives.

Read the Position Description Assess your level of skill and experience against the Position Description and then provide all three elements listed below. Covering Letter Please include a covering letter of no more than one (1) page with your application.

The letter should clearly identify the position you are applying for. It is your opportunity to highlight the skills and experience that you would contribute to the position from the Position Description. Resume Your resume should contain contact details such as your name and address; educational/qualifications/training background and a summary of work history detailing where you have worked, positions held, period of employment and brief details of duties performed, skills and experience acquired. It is also a good idea to include achievements, goals, personal interests, etc.

Each application should provide the names and details of three professional referees (including your current employer) and one pastoral referee where possible (should be a current minister of religion or a person who can comment on your ability to work within the ethos of a Lutheran school). Please include their name, address, professional position, business telephone and mobile telephone number. Response to the Key Selection Criteria Write a response (series of statements or paragraphs) to each of the Key Selection Criteria outlined in the Position Description. In responding to the Key Selection Criteria, this should not exceed four (4) pages. Applications should be emailed to [email protected] with the subject line of ‘Confidential – Position being applied for’ by 4pm on Wednesday 9th October 2019. All applications will be acknowledged (via email) and applicants will then be provided with further information regarding the process. Should you require further information about the positions please contact the Executive Assistant to the Principal via email: [email protected].


APPOINTMENT OF STAFF RECRUITMENT & SELECTION

OF STAFF § Applications are invited from suitably qualified and enthusiastic people to fill our vacant teaching and non-

teaching positions. § Should a position become vacant, we may advertise the position internally, on our website and externally on the

LEA website, Teachers.on.net and within the Careers section of selected local print media. § A closing date is provided for all positions to ensure a fair process. Applications received after this date, will not

be accepted, unless discussed with the Principal before the closing date. § With three days after the closing date, an assessment of all applications will determine a shortlist of the most

suitable candidates and those applicants will be invited to attend an interview. This decision will be based on the information you provide in your application. As a result, you should ensure that your Resume is detailed, easy to read and current and you address all the Key Selection Criteria.

§ An interview panel chair (usually the Principal or member of the Executive Team) and two other members will

be appointed. In most situations, there are 3 on our Interview Panel. § Those short-listed will receive a phone call and an interview arranged. § Those not short-listed will be advised in writing by email or letter at the completion of the Interview process. § Once interviews are concluded, an offer will be made to the successful candidate on the completion of positive

reference checks. § The full recruitment process for a position can take up to 3 weeks to finalise from the closing date to finish

depending on the amount of applications received. § On accepting a position, a New Staff Induction will be scheduled with the successful applicant to provide support

in the transition in the Victory Lutheran College community.

leader of people & culture

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