Any enquiries relating to vacancies are welcome. Please contact Donna Moorcock with any enquiries.
Job vacancies are advertised locally, regionally and in some cases nationally. We use the following media to advertise our vacancies:
Depending on the position being recruited, we may also use other websites such as the IPENZ site and also the NZ Herald.
For persons interested in applying for an advertised position, the following are provided:
- Job Description
- Application Form
- An ‘Information for Applicants’ booklet
Applicants are requested to forward the completed application form and Curriculum Vitae by the closing date.
Once applications have closed, a short-list is compiled and candidates are requested to attend an interview. This Council has a strong EEO focus and candidates are short-listed based on how suited they are to the position. Assessment is made regardless of gender, age, personal situation, ethnicity or disability etc. Applicants who have not been successful in making the short-list will be advised in writing as soon as practicable following the closing of applications.
Persons chosen for interview will be contacted by telephone with interview details. Council will organise travel arrangements and will provide a set reimbursement if an interviewee chooses to use their own vehicle to drive to the interview.
Interviews in general take place within three weeks of applications closing. Applicants are able to bring support people with them if desired (at their own cost) and confirmation of this is appreciated by Council. Interview panels range in size from two to four, dependant on the position being interviewed. This information will be provided if requested by an interviewee.
Following interviews the Corporate Services Manager will contact at least two verbal referees of candidates who appear to be a good fit for the position. This may be all interviewees or the strongest ones. The interview panel will review the information gained from the verbal references and decide what the next step is. That could be any of the following:
- Second interviews
- Further recruitment drive
- Offer of employment
All interviewees will be contacted within one week of interviews to inform them of where the recruitment process currently is. Unsuccessful candidates will be told by telephone and in writing of the result of their application. The successful applicant will be made an offer of employment initially by telephone and then in writing with adequate time to seek independent advice on the employment agreement.
Original Curriculum Vitae will be destroyed following the recruitment process of the position unless the applicant has requested in writing that their CV be returned to them. The successful applicant’s CV will be kept on their personnel file.
We’re a friendly bunch at the Council, where discussions at morning tea can range from the latest community issue to what happened on Coro Street and a staff member’s child is reading some books or drawing a picture in the staffroom due to being not well enough to go to school but not sick enough to have to stay in bed!
A family friendly and team culture is evident from day one for new employees. Important to the organisation is a healthy work/life culture for our staff. A number of initiatives have been put in place to help address a healthy work/life mix. These include:
- Flexibility with working hours
- Time off in recognition of extra hours worked
- Arrangements to allow staff to work from home when dependants are sick
- Occasional family oriented social events
- Staff social club
- Open door policy of all managers
- Staff consultation on organisational issues
- Compulsory morning tea shouts for birthdays and other ‘stipulated’ reasons for shouting!
In 2002 we were placed 17th in the Unlimited ‘The 20 Best Places to Work 2002’ survey.
In 2003, we were the joint winner of the EEO Trusts ‘Work & Life Awards’.
When a new permanent employee commences employment with Council, they immediately begin a one month formal induction programme. This includes an overview on day one of the Council structure, policy and procedures and lots of the day to day things like how to use the various systems and who to go to for what etc. The purpose of the Induction programme is to quickly and effectively welcome and settle a new employee into the workplace. A checklist is used to ensure all the appropriate areas are covered and opportunities for feedback on the programme are provided.
At the end of the first month of employment, an evaluation is carried out on how things have gone and what else could be done to enable the new staff member to settle into their role more efficiently.
The management team has a strong focus on H&S for their staff. An effective H&S Committee comprising of representatives from a cross section of staff meets on a quarterly basis to discuss H&S issues and make recommendations to the Chief Executive.
All new employees participate in a H&S Orientation which is completed within the first week of employment.
As an organisation, Central Hawke’s Bay District Council seeks to continually improve its H&S policies and procedures.
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