Task 1 - Recruitment - Ricardo-Vasquez

In this assessment task, you will demonstrate skills and knowledge required to assist in planning for recruitment and obtaining approval for your plans.

 Across three assessment tasks you will support the recruitment, selection and induction ind uction of staff. In this  Assessment task, you will plan for recruitment r ecruitment and selection. Assessment Task 2

Plan for recruitment and selection

Consult with

Notify applicants and

selection panel

Group

develop an induction

to prepare for

work

plan

interviews

Participate in interview and selection process

Group work

Check referees and complete a selection report In response to a simulated business scenario (CoffeeVille), you will: ● develop a schedule for recruitment activities ● write a job description and job advertisement, that reflects role requirements, organisational needs and

compliance with legislation

● identify a selection panel and questions for interview to be added to the interview guide template provided.

 As a part of the consultation process, you are to obtain approval and develop these in accordance with organisational requirements.

1. Review the CoffeeVille simulated business documentation provided in task 1, Appendix 6 . 2. Identify the role requirements for the position of café manager by reading the scenario and consultation notes (provided in Appendix 1). 3. Prepare a recruitment schedule (using the template provided in Appendix 2)for the recruitment of a new café manager.

The schedule should clearly support the organisational goals, be ordered logically to reflect the human resources life cycle and include: ○ human resources functions and personnel required to complete recruitment ○ a schedule which clearly indicates the different stages of recruitment and steps to be undertaken ○ timelines for each of the stages/steps.

4. Develop a job description for the role required (using the template provided in Appendix 3) in line with the CoffeeVille scenario and simulated business documents. The job description must comply with EEO and anti-discrimination legislation and standards. 5. Write a job advertisement for the position (using the template provided in Appendix 4) in line with CoffeeVille’s policies and procedures and suitable for the types of advertising media identified in the

consultation notes. 6. Develop an interview guide (using an editable, electronic version of the template provided in Appendix 5). The interview guide must identify the selection panel (in accordance with the CoffeeVille scenario) and contain five questions which evaluate the applicable selection criteria identified from the consultation notes. The questions must not breach EEO or anti-discrimination legislation.

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The five questions should cover the following categories: ○ work history (two questions) ○ education and training (one question) ○ personality, motivation and character (two questions).

7. Seek approval from Emma Belcastran (your assessor) and make necessary amendments as required by Emma to the: ○ recruitment schedule ○ position description ○  job advertisement ○ interview guide.

8. Submit all documentation (original and amended versions) as per specifications below. Keep copies for your records. You will need to retain your completed work for reference in Assessment Tasks 2 and 3.

You must submit a completed: ● recruitment schedule using Appendix 2 ●  job description using Appendix 3 ●  job advertisement using Appendix 4 ● interview guide using Appendix 5. ● any amendments made following consultation made to the:

○ recruitment schedule ○ position description ○  job advertisement ○ interview guide.

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Your assessor will be looking for: ● literacy skills to:

○ work with job descriptions ○ review policies and procedures to ensure legislative requirements are reflected in job descriptions ○ to devise suitable questions for interviews ● communication skills to:

○ support the recruitment and selection functions required in the simulated business scenario ● technology skills to:

○ develop job advertisement/s appropriate to the advertising channel selected ○ update the interview guide template in accordance with instructions ● planning and organisational skills in arranging a recruitment schedule ● knowledge of human resources functions, human resources life cycle and the place of recruitment and

selection in that life cycle, when arranging a recruitment schedule ● knowledge of principles of equity and diversity and relevant legislation when developing a job description,

 job advertisement and interview questions.

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CoffeeVille is a family-owned and run café located in Melbourne. CoffeeVille aims to serve quality food and fair trade coffee at a city pace. The café is currently open 7 am– 5 pm, Monday to Friday.

CoffeeVille has been experiencing consistent growth in sales and numbers of customers over the last two years. This growth has led to a need for a second floor manager who is able to manage customer complaints, take responsibility for higher level café operations and manage staff performance. The current manager, Joe Belfone, works four days a week. Joe is a good manager, but when he’s n ot there on Fridays, the café does not run as smoothly. The owners of the café have also decided to start opening on

Saturdays, and would like to have at least one manager working from Monday to Saturday. Owners Emma and Rufus Belcastran have provided you with the task of recruiting a full-time or part-time café manager (working Tuesday – Saturday Saturday or Wednesday – Saturday). Saturday). Recruitment, selection, and induction processes must be undertaken in accordance with relevant external standards, such as legislation and codes of practice, and internal standards, such as organisational policies and procedures. You will need to review organisational documentation and undertake preliminary research into hiring a café

manager. You will need to recommend the tasks and timelines required for recruitment and selection, provide a job description and advertisement for the role and, finally, provide an interview guide template to the owners for approval. The new staff member needs to be appointed within six months.

The following are recorded notes from consultations that you’ve undertaken with management.

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Rufus has expressed that he would like to: ● interview ASAP and is happy to negotiate a suitable time for interviews ● attract an applicant through referral from staff or patrons.

Rufus would like a café manager who is available for an immediate start, who lives locally and who has at least five years’ experience in: ● managing staff ● barista training ● motivating staff

● induction and in-house training ● performance appraisals.

Rufus would also like to hire an individual with a qualification that is relevant to operating/managing a small business. Rufus is available any time for interviews.

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Emma wants to spend the minimum on advertising the position and generally prefers to try advertising on the shop window or through word of mouth. She really wants the manager to start some time in the next six months. In terms of the salary, Emma explains that ideally they want to hire someone who’s available for a fulltime work week (38 hours) at $24.50 an hour. Emma is available to conduct interviews on Tuesdays, Wednesdays, Thursdays and Fridays, but she requires at least 48 hours’ notice.

Emma also mentions that it’s really important to ensure that anyone of any age, gender, cultural background feels welcome to apply. Emma says: ‘We’ve tended to write ads in the past with extremely

formal English and sophisticated wording and I feel like it has limited our applicant pool to people with university degrees. I want to move away from that kind of advertising to attract someone with the right skills, not someone with a PhD.’

When you write the advertisement, put my name and email as the contact details for submitting the applications. Emma would be looking for the following in the new café manager: ● an understanding of fair trade principles ● a qualification that is relevant to operating/managing a small business ● exceptional communication skills ● staff management experience including:

○ performance management ○ training ● strong understanding of coffee products ● sales and customer service skills ● sustainability and community building experience ● ability to develop and implement café policies and procedures ● ability to manage vendors and maintain inventory ● ability to run staff meetings.

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Joe would prefer to promote an existing staff member who understands the needs of the café and requires

limited training. Plus, an internal staff member would be able to start immediately which would be a big help to Joe. Joe would like to utilise CoffeeVille’s Facebook page to advertise the position. Joe is available after 3pm, when he finishes work, for interviews, or Tuesdays around 11am when café is

quiet. Joe would be looking for the following in the new café manager: ● CoffeeVille product knowledge ● at least three years’ experience in:

○ managing staff, including training ○ performance appraisals ● must be highly motivated ● excellent communication and interpersonal skills ● excellent management and leadership skills ● good organisational skills ● an understanding of food and beverage operations ● must be available to work four weekdays and Saturday each week ● social media savvy especially with Facebook and Twitter ● bilingual skills desirable (particularly Italian, Greek or Chinese)

The new manager would need to be able to perform the following duties: ● coordinatingthe café schedule, covering different shifts if necessary ● serving as the lead customer service contact at the café, including answering questions, welcoming

customers, and other communications ● responsibility for keeping café area clean, neat and orderly ● ordering any supplies needed for the café.

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........................................... ........................................... .......................

 ...................................................................

(including information in support of new position) Due to the growth of the Coffe Ville, the company has decided to open the shop Saturdays as well. So for that reason the owners want to hire a new manager who can work full-time or even part-time to manage customers/Staff and on the other hand cover the time that the current manager can't. This position must be cover within the next 6 months. For hire this person the owners don't want to spend much money on advertising the position, they prefer an advertisment on the shop or through word of mouth. But the manager prefer to promote a person from the current staff and use the facebook page for that. The main qualities and skills that the company look for in this person are : previous experiences managing small business, able to manage and train staff and knowledge in Cafè. The company invites anyone, any gender, any nationality and any culture background to participate in this position.

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(where applicable) Initation Meeting and planning Develop job Description and selection points Select the interview selection Panel Create advertisment and develop strategy for spread the position. Applications reception and filter Develop Interview Questions Schedule and arrange interviews

1 Day 2 Days 1 Day

4 Days

15 Days

Owners, HR and Owners, HR and Manager

Meeting Room

Meeting Room

HR

HR HR - Manager

5 Days

Owners, HR and Manager

5 Days

Owners, HR and Manager Owners, HR and

Social Media and Networks signboard Via E-mail and printed

(where applicable) 1 Day

Initation Meeting and planning Develop job Description and selection points Select the interview selection Panel Create advertisment and develop strategy for spread the position. Applications reception and filter Develop Interview Questions Schedule and arrange interviews Interview the people filtered Interview Result analysis and Selection Select candidate and make and offer Sign Contract and start induction process

2 Days 1 Day

4 Days

15 Days

Owners, HR and Owners, HR and Manager

HR

Social Media and Networks signboard

HR - Manager Owners, HR and Manager

5 Days

Owners, HR and Manager

10 Days

Meeting Room

HR

5 Days

15 Days

Meeting Room

Via E-mail and printed

Owners, HR and Manager Owners, HR and Manager

2 Days 2 Days

Manager and HR

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Caf è Manager 

$ 24,50 / Hour 

Full-time : (38 Hours/ Week) Tuesday - Saturday / Part-time: (30 Hours/week) Wednesday-Saturday

Caf è Manager 

$ 24,50 / Hour 

Full-time : (38 Hours/ Week) Tuesday - Saturday / Part-time: (30 Hours/week) Wednesday-Saturday

Melbourne 

Must present Reports to the owner Rufus and Emma. This person will have the same responsibilities of Joe as a Managers

Coffe Ville is family -owned -owned and Run Cafè Located in Melbourne who aims to serve quality.

food and fair trade coffee at a city place. the Cafè is currently open from 7am to 5 pm monday to friday. Finally the company also wants to assure a fair jobs opportunities for anyone.

 The position asked is a second manager working Full or Part Time who supplies the needs of the company, becouse the current manager does not work Fridays and also the owners   have decided to open Saturdays as well and want to have at least one manager working from monday to Saudary. The intention of this is to provide high quality on customer service, operations and staff performance.

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Coordinate Caf è    schedule, cover different shifts if necessary. è schedule,

 Serve as the lead customer service contact including answering questions, welcoming customers and other communications.

 area clean, neat and orderly. Keep the caf è  è area

Order any supplies needed for the caf è. è.

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e.g. Certificate in Office Administration 

e.g. Advanced Excel course

Qualifications operating and managing small  Bilingual Skills - Courses Small Business  Coffe Products Knowledge (Seminar/Course)   Barista course Familiar POS system Barista course Microsoft Office

e.g. Minimum two years general

e.g. Experience working within a

administration/ reception experience 

manufacturing environment 

3 years experience managing and training staff. Understanding for food and bevarages Customer Service skills

5 years experience managing and training staff. Sustainability and community building    experience

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e.g. Written and verbal communication skills

e.g. Attention to detail 

Exceptional communication and interpesonal   skills Higly motivated  Sales and costumer skills  Excelent Management and leadership skills

.........................................................

................................................. ....................... ............................................ ..................

.............................. ...................... ........

................................................ ...................... .................................... ..........

................................................. ....................... ............................................ ..................

.............................. ...................... ........

Every three months 17 May 2017

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x café noticeboard



newspaper classifieds

x  Facebook





classifieds online

x 



café window

industry newsletter

This channels have been selected due that one of the owners wants to spend the minimun as possible on advertising the position position and prefers cafe window for the advertising and social networks and cafe noticeboard becouse the manager prefers to promote people from the current staff. Those channels are cheap and effective for spread the information as much as outside and inside the company.

● Caf è Manager ● Melbourne ● $ 24,50 Hour ●  Application closes 12 pm May 2017 ● Do you think that you have potential to manage our recognized and fast growing Cafè?

This family owned Caf è has taken recognition in their customers for it 's excellence and quality Products especially iconic coffee. Due to an expasion in the Caf è, è, this see the need to a hire a new highly motivated manager who leads with energy and passion all the internal process and the staff supporting and training them.

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The applicants must have at leat 3 years or more as a manager, working in Cafes will be preferred. Skills training and motivating staff. Should understand fair trade principles and regulations. U nderstanding nderstanding coffee products, beverages, and food. Bilingual is desirable.

Please email email your confidenti confidential al CV to Emme Belcastran Belcastran at  emma.belcastran  at  emma.belcastran @coffeville.com.au  @coffeville.com.au  for further information.

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11 am Tuesday 20 / 3 pm Wednesday

Raj Mukherjee / Leila Hussain ● Each member of the panel should make notes (on a separate sheet) and score each applicant. Scores should then be added up and used

when making a decision. ● The panel should also decide which questions will be asked by each member of the panel.

 – applicant’s  –  applicant’s answers s hould be scored as follows: No answer given or answer completely

Some points covered, not all relevant. Some

Good answer. Relevant information. All or most

irrelevant. No examples given.

examples given.

points covered. Good examples.

 A few good points but main issues issues missing.

Some points covered. Relevant information

Perfect answer. All points addressed. All points

No examples/irrelevant examples given

given. Some examples given.

relevant. Good examples.

 questions can be  –  questions

 or

 to reflect their overall importance to the position.

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Work history

1.

2.

Education

3.

and training

Personality, motivation

4.

Tell me about yourself and your previous  experiences

What kind of manager Do you think you are?

Why do you believe you  are qualified for this  position ? What you most like/dislike from your current or

Working in Cafès since 2003/ Current position Manager/  knowledge in food and bevarages/ fair trade consultant/  available to work in weekends/ Supervisor , develop and trainning experience with employees Cafe manager and assistant manager since 2002/ knowledge seasonal food and beverages / Oxfam fair trade member/ training -mentoring coaching staff operations and budget in Cafè high expectations in his staff. Monitor but leaves the staff act for their own. Systematic Person / Work as ONE / Follow cafê culture policies and procedure

flexible hours/ 8 years experience /excellent customer skills/ experience  planning and running cafès/stock knowledge Management experience / know hoe to provide food quality and customer service/ knows recruitment process / programs for generate sales

2

5

2

4

8

4

8

2

4

8

2

5

10

2

4

8

1

4

4

2

Nothing, he just need a new challenge. Prefers small and dynamic environments like coffeeville

10

Work history

1.

2.

Education

3.

and training

Personality,

4.

motivation

Tell me about yourself and your previous  experiences

What kind of manager Do you think you are?

Why do you believe you  are qualified for this  position ? What you most like/dislike from your current or previous job ?

Cafe manager and assistant manager since 2002/ knowledge seasonal food and beverages / Oxfam fair trade member/ training -mentoring coaching staff operations and budget in Cafè high expectations in his staff. Monitor but leaves the staff act for their own. Systematic Person / Work as ONE / Follow cafê culture policies and procedure

5

2

Management experience / know hoe to provide food quality and customer service/ knows recruitment process / programs for generate sales

What is you biggest achievement ?

8

4

8

2

4

8

2

5

10

2

4

8

1

4

4

4

4

Nothing, he just need a new challenge. Prefers small and dynamic environments like coffeeville

1 5.

10

4

2

flexible hours/ 8 years experience /excellent customer skills/ experience  planning and running cafès/stock knowledge

and character

2

Working in Cafès since 2003/ Current position Manager/  knowledge in food and bevarages/ fair trade consultant/  available to work in weekends/ Supervisor , develop and trainning experience with employees

Manager of the year award won 3 times in a row

5

1 Makes McJoe`s Cafè win best small business in a row

5 5

5

1

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How much notice do they have to give?

2 weeks / 4 weeks

When can they start?

2 weeks / 4 weeks

1 1

3

1 1

3 2

2

3 2 3 2

How much notice do they have to give?

2 weeks / 4 weeks

When can they start?

2 weeks / 4 weeks

1 1

3

1 1

3 2

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Email

Reference for (Applicant) Dear (Former Employer), This present email for request you references about the person above who has applied for employment in our shop (Coffeville) and also has named you as a employer former. Due to our Quality requirements and for hire a new person, we need to know the applicant's work history. So, any information you provide to us will held as a confidential. Verification for the employer, How long has the person worked with you?/ position/Reliable/rate of pay/reason for leave the job/ remarks Thank you for your response. Sincerely,

Now give the applicant an opportunity to ask any questions that they might have and answer them.

How do you manage the tips in the Cafè? Do you have any kind of commission for compliance of sales?

2

3 2 3 2

Email

Reference for (Applicant) Dear (Former Employer), This present email for request you references about the person above who has applied for employment in our shop (Coffeville) and also has named you as a employer former. Due to our Quality requirements and for hire a new person, we need to know the applicant's work history. So, any information you provide to us will held as a confidential. Verification for the employer, How long has the person worked with you?/ position/Reliable/rate of pay/reason for leave the job/ remarks Thank you for your response. Sincerely,

Now give the applicant an opportunity to ask any questions that they might have and answer them.

How do you manage the tips in the Cafè? Do you have any kind of commission for compliance of sales?

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● Thank the applicant for attending the interview. ● Let them know what happens next i.e. when you will be making your decision and how you will be letting them know the results (applicants

who have attended the interview should be made aware of your decision either way).

the applicant were chosen by comparison between their resumes and the requirements of the owners and manager, and alson taking in to account the needs of the company. then they were schedule for a personal interview in which the panel prepared some questions before and depending on the answer, the person get a weight and score. With this results the panel choose the ideal candidate and present it to the owners. With the decidition made it. We will contact the successful applicant by an offer letter and acknowledgement of application to the unsuccessful applicants. The company also will send a internal email with this information. Finally the applicant will sign the contract and will start the induction process.

● Thank the applicant for attending the interview. ● Let them know what happens next i.e. when you will be making your decision and how you will be letting them know the results (applicants

who have attended the interview should be made aware of your decision either way).

the applicant were chosen by comparison between their resumes and the requirements of the owners and manager, and alson taking in to account the needs of the company. then they were schedule for a personal interview in which the panel prepared some questions before and depending on the answer, the person get a weight and score. With this results the panel choose the ideal candidate and present it to the owners. With the decidition made it. We will contact the successful applicant by an offer letter and acknowledgement of application to the unsuccessful applicants. The company also will send a internal email with this information. Finally the applicant will sign the contract and will start the induction process.

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Appendix 6

Business Summary

The Business Business name: CoffeeVille Pty Ltd Business structure: Partnership ABN: 3000000000 Business location: 3216 Collins Street Melbourne Vic 3000 Date established: 1 July 2009 Business owner(s): Emma Belcastran; Rufus Belcastran

CoffeeVille provides high quality, fair trade, coffee, superior hot and cold gourmet food and beverages, and a consistently high level of expert and k nowledgeable, fast and friendly service. Research indicates a growing

Appendix 6

Business Summary

The Business Business name: CoffeeVille Pty Ltd Business structure: Partnership ABN: 3000000000 Business location: 3216 Collins Street Melbourne Vic 3000 Date established: 1 July 2009 Business owner(s): Emma Belcastran; Rufus Belcastran

CoffeeVille provides high quality, fair trade, coffee, superior hot and cold gourmet food and beverages, and a consistently high level of expert and k nowledgeable, fast and friendly service. Research indicates a growing demand for this product/service combination.

Relevant owner experience Rufus Belcastran has an MBA from the University of Melbourne and 15 years’ experience in financial

management and operating various small businesses, including cafés. Emma Belcastran has a Diploma of Marketing from Swinburne TAFE and 13 years’ experience in customer service, sales and marketing.

Products/services CoffeeVille provides: ● high quality, fair trade coffee ● superior hot and cold gourmet food and beverages ● consistently high level of expert and knowledgeable, knowledgeable, fast and friendly service.

Current staff Job Title

Expected staff turnover

Name

Owner

Rufus Belcastran

-

Owner

Emma Belcastran

-

Skills or strengths

MBA from the University of Melbourne and 15 years’ experience in financial management and operating various small businesses including cafés. Emma Belcastran has a Diploma of Marketing from Swinburne TAFE 13 years’ experience in customer service, sales and marketing.

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Job Title

Name

Expected staff turnover 24 months

Manager

Joe Belfone

Cashier/bar ista

Michael Roux

12 months

Cashier/bar ista

Oliver Chan

12 months

Cashier/bar ista

Lucy Ospensky

12 months

Cashier/bar ista

Anna Frye

12 months

Skills or strengths

Joe Belfone came to CoffeeVille with 5 years’ experience as a barista and had also managed a fast food franchise for three years. Michael has been with company for two years and is good with customers but c an come into conflict with other te am members. Oliver has two months experience with CoffeeVille. He has good customer skills but low food and beverage skills. Has clear aptitude and willingness to train. Lucy has been with CoffeeVille six months. Lucy has adequate customer service and food/beverage preparation skills. Anna has been with company one year. Anna has three months’ experience with CoffeeVille. Anna has superb customer service skills.

Required staff Job Title

Quantity

Café Manager

1

Expected staff turnover 2 –3 years

Skills necessary

Relevant qualifications in operating small business. Financial and performance management skills. Five years’ experience.

Date required

December

Recruitment options Staff will be recruited through word-of-mouth, using a shop window/noticeboard advertisement and/or through social media. At least two staff should form the t he selection panel and could be comprised of the ow ners, Emma and Rufus and the longest-standing manager (currently Joe Belfone).

Induction and ongoing training programs Induction is critical for setting employees up for success in their job roles. Induction ensures t hat staff understand the requirements of their roles and are introduced to CoffeeVille’s ‘way of doing things’.

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Ongoing training is crucial to CoffeeVille’s service offering. Coffee Ville will implement training programs on

coffee/food preparation and customer service monthly. Training will be conducted by inter nal managers and partner Emma Belcastran.

The Future Vision statement Within five years, the company will have established itself as a premier provider of gourmet coffee and food for the ethically and socially aware Melbourne coffee drinker. CoffeeV ille will have expanded to a number of key locations in the Melbourne CBD.

Strategic directions for the coming 12 months: ● Increase revenue through targeted marketing campaigns. ● Control direct and indirect operational costs. ● Maintain superior product and service quality standards. ● Establish CoffeeVille brand as ethical and environmentally responsible company. ● Maintain highly trained and motivated staff.

Operations Process CoffeeVille grinds and prepares coffee and pr epares fresh food on site daily. Bread, muffins and prepared pastries are delivered daily from suppliers. Food and beverages are prepared by café employees in accordance with kitchen proce dures and CoffeeVille food and hygiene standards, available to staff in the employment handbook provided to all staff on induction.

Our customers Customer demographics The profile for a CoffeeVille customer consists of the following geographic, demographic, and behaviour factors: ● Overview CBD

○ large percentage of office workers (80% of daytime trade) ○ area population growing at 8% per year ● Geographic

○ our immediate geographic target is the area of within 500 metres of the café. ○ the total area population is estimated at 45,000 Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 25 of 46

● Demographics

○ male and female ○ ages 20–60; this is the age-group that makes up 83% of the available daytime market ○ full-time employment ○ an income over $50,000 ● Behaviour Factors

○ eat out most times for lunch in a week ○ tend to patronise fast service cafés ○ enjoy a high quality meal ○ value quality ○ value ethical and sustainable practices.

Customer management CoffeeVille will communicate with customers through social media campaigns. The company will encourage feedback through email and social media and will highlight positive company responses to fee dback in marketing messages.

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Policies and Procedures Equal Employment Opportunity (EEO) Policy The purpose of this policy is to outline CoffeeVille’s approach to

Purpose

employment in regards to giving fair opportunity to all peo ple to apply and be selected for job roles at CoffeeVille. CoffeeVille is committed to providing a workplace free from all forms of discrimination.

Relevant legislation

●

Workplace Gender Equality Act 2012 (Cwlth)

●

Disability Discrimination Act 1992 (Cwlth)

●

Equal Opportunity Act 2010 (Vic)

Guiding principles CoffeeVille is guided by the principle of equal opportunity in all of its activities. CoffeeVille aims to create a positive, equitable and productive working environment. This includes providing staff with an environment that is safe, flexible, fair, culturally appropriate, friendly and professional. Equity principles are a core e lement of the planning, recruitment, interview, selection and appointment of new employees o f CoffeeVille. It is critical to the achievement of our business goals that we have a culture which respects, values and actively pursues the benefits of diversity. CoffeeVille is committed to an equitable and inclusive work environment that is free from discrimination and harassment. The organisation has implemented policies and procedures to promote a discrimination- and harassment-free work environment for all staff to e nsure that they are able to work effectively within the organisation and with its clients and stakeholders. CoffeeVille will assist staff in meeting these objectives w ith clear policy, education, training and practice.

Definitions and application CoffeeVille is responsible for ensuring that equal employment opportunities exist for all current and future employees. Staff will be selected or promoted according to merit irrespective of personal attributes. In relation to staff, diversity can re fer to function, experience, discipline, education, socio-economic background, marital status, personality profile, gender, age, language, ethnicity, culture, sexual orientation, religion, family responsibility, etc. Managing diversity is about creating an environment in which everyone can achieve his or her full potential. Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 27 of 46

Employees are happier and more productive if they are appreciated and included, not assimilated or tolerated. Strategic advantages can result from incorporating a wide variety of approaches and perspectives in the workplace. Improved innovation and creativity are documented benefits of diversity. Teams t hat are diverse and inclusive find more innovative, feasible and effective ways to overcome c hallenges. They bring a variety of perspectives to a situation and thus offer a wider range of solutions. Diversity also allows for more flexibility in rostering. CoffeeVille is committed to identifying and eliminating the barriers that may be encountered by staff, including the elimination of discriminatory selection criteria and providing equal access to training and development, support and mentoring. This may include the provision of reasonable adjustments. For more information on reasonable adjustments, see the anti-discrimination, anti-harassment and anti-bullying policy. Equal employment opportunity and merit-based management and recruitment requires you to avoid discrimination. For more information on anti-discrimination, see the anti-discrimination, anti-harassment and anti-bullying policy.

Updated/authorised 2014 – Rufus Belcastran (Owner CoffeeVille)

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Anti-Discrimination, Anti-Harassment and AntiBullying Policy The purpose of this policy is to provide a wor kplace free from

Purpose

discrimination, sexual harassment and bullying. Behaviour that constitutes discrimination, sexual harassment or bullying will not be tolerated and will lead to action being taken, which may include dismissal.

Relevant legislation

● Racial Discrimination Act 1975 (Cwlth) ● Sex Discrimination Act 1984 (Cwlth) ● Disability Discrimination Act 1992 (Cwlth) ●  Age Discrimination Discrimination Act 2004 (Cwlth) ● Racial and Religious Tolerance Act 2001 (Vic).

For the purposes of this policy, the following definitions apply:

occurs when someone is treated unfavourably because of a personal

●

characteristic. ●

occurs when a rule seems neutral, but has a discriminatory impact on certain people. For example a minimum height requirement of 175 cm for a particular job might be applied equally to men and women, but would indirectly discriminate on the basis of sex, as women tend to be shorter than men.

●

 includes unwelcome conduct of a sexual nature in circumstances in which it could reasonably be expected to make a person feel offended, humiliated or intimidated.

●

 may include behaviour that is directed toward an employee, or group of employees, that creates a risk to health and safety, e.g. physical and/or verbal abuse, excluding or isolating individuals; or giving difficult or unpleasant tasks to particular staff members.

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Discrimination based on a personal characteristic mentioned under state and federal equal opportunity legislation is strictly forbidden. Under state legislation, characteristics that must not result in discrimination include: ● age

● physical features

● breastfeeding

● political activity/beli activity/belief ef

● carer status

● pregnancy

● disability

● race

● employmen employmentt activity

● religious activity/belief

● gender identity

● sex

● industrial activity

● sexual orientation

● lawful sexual activity

● personal association with someone

● marital status

having any of these characteristics.

● parental status

Any employee found to have contravened this policy will be subject to disciplinary action, which may include dismissal as outlined in the complaint procedure below. Employees must report any behaviour that constitutes sexual harassment, bullying or discrimination to their manager, or, where the manager is implicated in the inappropriate behaviour, to an owner: Rufus or Emma Belcastran. Employees will not be victimised or treated unfairly for raising an issue or making a complaint.

Reasonable adjustment adjustments s Reasonable adjustments are changes that allow people with a disability to work safely and productively. CoffeeVille will make reasonable adjustments for a person w ith a disability who: ● applies for a job, is offered employment, or is an employee; and ● requires the adjustments in order to participate in the recruitment process or perform the genuine

and reasonable requirements of the job. Examples of reasonable adjustments can include: ● reviewing and, if necessary, adjusting the performance requirements of the job ● arranging flexibility in work hours (see ‘flexible work arrangements’) ● providing telephone typewriter (TTY) phone access for employees with hearing or speech impairments ● increasing font sizes on organisational documents or purchasing screen reading software for

employees with a vision impairment ● approving more regular breaks for people with chronic pain or fatigue. Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 30 of 46

When thinking about reasonable adjustments CoffeeVille will weigh up the need for change with the expense or effort involved in making it. If making the adjustment means a very high cost or great disruption to the workplace, it is not likely to be reasonable. In some cases CoffeeVille can discriminate on the basis of disability, if: ● the adjustments needed are not reasonable; or ● the person with the disability could not perform the genuine and reasonable requirements of the job

even if the adjustments were made.

Procedure: To make a complaint If you believe you are being, or have been, discriminated against, sexually harassed or bullied, you should follow this procedure.

1. Tell the offender the behaviour is offensive, unwelcome, and against business policy and should stop (only if you feel comfortable enough to approach them directly, otherwise speak to your manager). Keep a written record of the incident(s). 2. If the unwelcome behaviour continues, contact your supervisor or manager for support. 3. If this is inappropriate, you feel uncomfortable, or the behaviour persists, contact one of the owners. Employees may also lodge a complaint with the Victorian Equal Opportunity and Human Rights Commission, the Australian Human Rights Commission, or take action under the Fair Work Act 2009 . Employees should feel confident that any complaint they make is to be treated as confidential c onfidential as far as possible.

Updated/authorised 2014 – Rufus Belcastran (Owner CoffeeVille)

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Recruitment Policy The purpose of this policy is to establish guidelines for the recruitment

Purpose

and selection of employees. CoffeeVille aims to attract and employ the most suitable person for the position who will support the organisation’s

values, culture and goals in order to achieve its strategic directions. Recruitment and selection of employees will comply with all legal requirements, and with relevant equal opportunity, affirmative action and human resource management principles, policies and guidelines adopted by the organisation.

Relevant legislation

●

Income Tax Assessment Act 1997 (Cwlth)

●

Superannuation Guarantee (Administration) Act 1992

(Cwlth)

Updated/ authorised

●

Fair Work Act 2009 (Cwlth)

●

Racial and Religious Tolerance Act 2001 (Vic)

●

Equal Opportunity Act 2010 (Vic)

●

Occupational Health and Safety Act 2004 (Vic).

09/2014 – Emma Belcastran

Principles and workforce strategy The following principles guide decision-making in relation to recruitment and selection of em ployees. ● The aim of the recruitment recr uitment and selection process is to appoint the most suitable person to the position. ● Recruitment of new employees will only be undertaken after capabilities of existing employees have

been taken into account and training options sufficiently explored. ● Recruitment and selection will be informed by the or ganisation’s strategic directions and priorities and

will take place following an evaluation of the need fo r the role given the staffing requirements to achieve these directions and priorities. ● Recruitment and selection will be guided by requirements of relevant legislation and other relevant

human resource management policies in use by the organisation such as equal opportunity and antidiscrimination policies. ● Recruitment and selection processes will be conducted on the basis of fair, equitable and respectful

treatment of all applicants. Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 32 of 46

● Positions will be advertised using advertising channels of minimal cost: word-of-mouth, social media,

referrals, and posting a notice in t he café window. ● All appointments will be made on the basis of care ful and consistent application of the principle of merit

and adherence to the key selection criteria and requirements of the position as outlined in the position description. ● All recruitment and selection processes will be conducted so as to ensure the confidentiality of the

applicants and to preserve the integrity of the process. CoffeeVille’s strategy around recruitment involves: ● striving for diversity: incorporating a wide variety of approaches and perspectives in the workplace ● expanding hours of operation: hire another manager and train baristas to take on limited supervisory

functions to improve CoffeeVille’s ability to provide quality service at all times ● hire the right person for the job: ensure that job descriptions effectively cover the requirements of the

role without incorporating unnecessary exclusions (e.g. only specify qualifications when they are necessary for the role).

To recruit employees 1. New jobs and job vacancies The job description must always be reviewed and/or developed for a new hire. Approval for hiring a new employee must be o btained from one of the owners: Rufus or Emma Belcastran.

2. Job description A job description is a key document in the recruitment process, and must be finalised prior to taking any other steps. It must include: ● the job title (which must be gender

neutral)

● the work type (casual, part-time, full-

time ) and hours

● the location of the job

● main purpose of the job

● wage or salary scale for the position

re sponsibilities ● main duties and responsibilities

● who the job role reports to

● any special working conditions (e.g.

evening or weekend work).

3. Selection criteria The selection criteria – the knowledge (including necessary qualifications), skills and abilities, experience, aptitudes required to do the job – must be determined prior to advertising and interviewing. The se lection

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criteria should be specific, related to the job, and not unnecessarily restrictive, for e xample, only qualifications strictly needed to do the job should be specified. Great care must be taken if physical requirements are specified. Anti-discrimination legislation requires employers to make reasonable adjustments to jobs to make them suitable for people with a disability. It is important that any physical requirement is stated in ter ms of the job that needs to be done. For example a job may require that the appointee ‘must be able to travel to a number of different locations’. In this instance, it

will be necessary to consider if an ability to drive is required, or whether or not reasonable adjustments can be made for non-drivers.

4. Advertising the position CoffeeVille’s job advertisement template should be used to complete t he job advertisement.

The first item of the template requires the writer to identify the advertising channel that will be used to advertise the position. The advertising channel should be a low-cost option. The advertisement must also include the following details: ●  job title

● a role description

● location

● required and preferred qualifications,

experience, skills and personal traits

● salary ● application closing date

● details on how to apply.

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The advertisement should also include a statement about privacy in relation to job applications, such as ‘CoffeeVille will treat your application confidentially, in accordance with our privacy statement which will be made available upon request’.

The job advertisement must support CoffeeVille’s diversity strategy by mentioning in the body of the advertisement that CoffeeVille promotes a culture which respects, values and actively pursues the benefits of diversity at CoffeeVille. The advertisement should also be written in plain English.

5. Processing applications Staff must be aware that t hat when dealing with enquiries about vacancies that it is unlawful to state or imply that applications from a particular gender, racial group, age g roup, sexual orientation or religion/belief would be preferred, (unless a genuine occupational qualification or requirement applies) and to do so may lead to a complaint of unlawful discrimination. Care must also be taken that all applicants are treated in the same way, for example with regard to informal meetings to discuss the vacancy, and provision of information. However, it is ac ceptable to respond to requests from individual candidates who demonstrate initiative in their preparation. The confidentiality of applications must be respected by all of those involved in the selection process.

5. Short-listing After the closing date has passed, applications from candidates may be short-listed. This decision should be based on evidence that the applicant has met the requirements of the selection selec tion criteria. The original applications from all applicants as well as interview notes, must be retained for a minimum of six months from the date that an appointment decision is notified, in case of complaint to an employment tribunal. All photocopies of application forms must be shredded after six months.

6. Arrangements for interviews Letters, emails or phone calls to t o short-listed candidates should include: ● date, time and place of their interview ● travel directions to the interview venue ● a request that they contact the author of the letter/message if they have any special requirements in

relation to the interview (related to access to the venue or any other special need related to a disability) ● if appropriate, details of any test or presentation they will be required to do, or anything that they

should bring with them (e.g., examples of work or proof of qualifications that are essential to the post).

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7. Interviewing Interviews should be scheduled as soon after the closing date as reasonably possible. The structure of interviews should be decided in advance by determining what areas of questioning are required to cover all of the t he selection criteria. The questions should be agreed on by all panel members prior to the interview to avoid overlap or repetition. The same areas of questioning should be covered with all candidates. Interview questions should be phrased so that they do not favour any one candidate and should be designed to seek evidence of how the interviewee meets the selection criteria. c riteria. Supplementary questions should be used to probe for further information or clarification where answers are incomplete or ambiguous. Care must be taken to avoid questions that could be construed as discriminatory (e.g., questions about personal circumstances that are unrelate d to the job). Interviewer panels act for the organisation in making selection decisions and are accountable for them. Interview notes must be taken to help make an informed decision based on the content o f the interviews. Such notes must relate to how candidates demonstrate their knowledge, skills, experience and abilities in relation to the selection criteria. Applicants can request disclosure of such notes in the event of a complaint. Any inappropriate or personally derogatory comments contained within the notes could be co nsidered discriminatory and are unacceptable. Disabled applicants

Where the candidate being interviewed has a disability for which adjustments may need to be co nsidered, the candidate’s requirements should be discussed with him/her once the planned questioning is complete. The outcome of these discussions must not influence the consideration of the candidate’s application (unless their

disability precludes them from performing essential tasks, even with the addition of reasonable adjustments). If the disabled candidate best meets the se lection criteria, consideration must be made regarding what would be ‘reasonable adjustments’ to accommodate the needs of the person in question. If it is considered that the

adaptations needed would not be deemed to be ‘reasonable’ under anti-discrimination legislation, the manager will draft a letter to the applicant explaining why the adaptations cannot be made. Reasons for not making adjustments to the working environment must be both material and substantial, and must be documented.

8. Making a decision after interview The information obtained in the application, the interview, and in any se lection tests will allow candidates to be assessed against the selection criteria and allow the panel to make a selection decision. Owners, Rufus and Emma Belcastran, must ensure that a written note of the reasons re asons for selecting the successful candidate and rejecting others is made and placed on the recruitment file, together with the original applications and notes of all panel members, for a minimum of six months after the appointment decision has been notified to the candidates. The selected applicant will be made a provisional offer subject to satisfactory references and disclosures (if appropriate) being received. Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 36 of 46

9. Feedback It is good practice to t o offer applicants feedback after interviews and it is o ur policy to respond if requested. Feedback should be specific and honest. Panel members giving feedback must ensure that any feedback they give relates to the selection criteria for the position and that the wor ds that they use could not be t aken to infer unlawful discrimination.

10. Pre-employment checks Reference checks must be undertaken before a formal offer of employment can be made. It must be ensured that any offer of employment given, is a ‘provisional’ one, subject to receipt of documentation as shown below.

References

References should only be used after interview to confirm, but not influence, a decision. Appropriate referees are those who have direct experience e xperience of a candidate’s work, education or training, preferably in a supervisory capacity and a re ference must be obtained from the current or previous employer. References are confidential and must be sought ‘in confidence’. Panel members must return all copies of any

references with the application forms and their interview notes to the manager on completion of t he recruitment process. References must only be kept in the personal file.

14. Appointment Offering the job

Applicants are offered a position once they have been approved by either owner and the offer is communicated through a letter of offer. The offer should clearly indicate: ● new employee’s name ● nature of the job e.g. fulltime, part time, casual ● remuneration ● annual leave, sick leave, maternity/paternity leave ● terms and conditions of resignation/termination, including notice period ● instructions for returning relevant documentation (employment contract).

To comply with the Fair Work Act 2009, the Fair Work Information Statement is enclosed with the letter of offer. The Fair Work Information I nformation sheet can be directly downloaded from www.fairwork.gov.au/fwis from www.fairwork.gov.au/fwis or found through the Fair Work Ombudsman website at www.fairwork.gov.au. at  www.fairwork.gov.au. In addition to the Fair Work Information Statement, the contract of employment and CoffeeVille’s Privacy

Statement (provided in Appendix 1) should also be enclosed with the letter of offer. Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 37 of 46

Informing staff of the new appointmen appointmentt

Once the selected applicant has confirmed that they will take the position, it is nece ssary to notify CoffeeVille staff of the new hire. When advising staff of the new hire, email the staff with the following information: ● the name of the new hire ● the job role that they will fill ● the new hire’s starting date ● instructions for staff to welcome the new hire

Notifying unsuccessful candidates

All unsuccessful interviewees are sent a letter to inform them that they were not successful in securing the job role. Ensure to: ● thank the applicant for their application ● express regret that CoffeeVille is unable to hire them at this time ● inform them that their application and personal details will be destroyed sec urely according to the

privacy statement (Appendix 1) ● wish them well in future job searc hes.

15. Induction and probation All new staff will undergo a probationary period during which they will be introduced to the main duties and responsibilities of their post. Under the legislation, the staff member must still be provided with at least minimum entitlements and must be given at least 1 week of notice if their employment is to be terminated (provided there has been no serious misconduct). For each new employee, an induction plan must be prepared before their start date. Use the induction checklist (Appendix 2) to ensure that all nec essary tasks are included in the induction plan.

16. Record-keeping All records relating to the recruitment and selection procedure will be r etained only for as long as is necessary (generally six months), and will be securely destroyed thereafter in accordance with CoffeeVille’s privacy

statement (Appendix 1).

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Remuneration and Performance Appraisal Policy Policy and Purpose This policy establishes the framework and guidelines to be used by t he organisation in determining remuneration arrangements for its employees and to assist staff in understanding the organisation’s position

on staff remuneration. The purpose of the policy is to: ● attract and retain employees of the required quality ● ensure the staff are appropriately compensated for the services they provide to the organisation ● ensure that remuneration levels are competitive with the external market ● encourage and motivate staff to achieve the organisation’s strategic business objectives

employee behaviours ● promote and reinforce the organisation’s key values and appropriate employee ● ensure a level of equity, consistency and transparency in employee remuneration.

Definitions Remuneration will comprise base salary and an annual bonus based on performance. The total o f these components make up the employee’s remuneration package.

Underlying Common Rule Award Staff covered by the relevant underlying award, Restaurant Industry Award 2010, will be paid no less than the rate of pay set out in that award for the relevant position.

Policy Coverage The staff remuneration policy covers all employees at all levels of the organisation.

Determining Base Salary Levels L evels Base salary levels will be determined by job evaluation. Job evaluation is the evaluation of the position from the information in the relevant position description, in terms of the level of required skills, competencies and knowledge, and criteria such as the level and impact of decision-making and authority to act. Job evaluation will be carried out by the Café owners, Rufus and Emma Belcastran. The underlying principles of job evaluation include: ● salary levels will be paid no less than the rate of pay set out in the relevant underlying award,

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● salary levels are to be benchmarked on an annual basis (as part of the annual budgeting process)

against the external market using salary surveys to establish competitiveness with similar positions in the external market ● if the job changes as determined by a job evaluation, the base level remuneration should be altered

to reflect the change in the employee’s role and responsibili responsibilitties ● decisions on broad salary increases (those that apply to all employees), such as CPI or cost of living

based increases will be made on an annual basis by the owners ● staff will have the opportunity to raise remuneration issues at six monthly performance review

meetings with their manager.

Staff Performance Plans Staff will be provided with individual performance plans/workplans for the subsequent financial year. For new employees, a performance plan will be provided at the end of the probation period (first t hree months of employment). In further years, workplans are agr eed upon after the July/August performance review has been conducted. The performance plans/workplans set out the role t hat the position is expected to play in the organisation achieving its strategic plans and objectives; the actions or activities required to achieve those objectives; and the criteria or standards used to assess the achievement of the objectives. In addition to business plans outcomes, the performance/workplans will include specific project and personal development goals.

Updated/authorised 2014 – Rufus Belcastran (Owner CoffeeVille)

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Work Health and Safety (WHS) Policy CoffeeVille recognises its responsibility to provide a healthy and safe working e nvironment for employees, contractors, clients and visitors. CoffeeVille is committed to the continued wellbeing of its employees and to ensuring that all employees are safe from injury and health risks whilst undertaking work-related duties, including home-based work.

Objectives In order to ensure a healthy and safe working environment, CoffeeVille will: ● undertake risk assessments and implement procedures to adequately manage any risks in the

working environment ● provide written procedures and instructions for safe working practices ● ensure compliance with all relevant legislation ● maintain safe systems of work including the work premises and environment ● provide appropriate support, instruction, training and supervision to employees to ensure safe

working practices.

Relevant Legislation ● Work Health and Safety Act ● Dangerous Goods Act 1985 (Vic)

Both of these Acts are administered by WorkSafe Victoria.

Responsibility Responsibi lity and Authority The business owners are ultimately responsible for ensuring that safe systems of work are established, implemented and maintained. The business owners are responsible for: ● the effective implementation and regular review of WHS procedures ● consultation with employees regarding health and safety issues and changes to legislation and/or

working practices which may affect the health, safety or welfare of employee ● providing and maintaining a safe system of working practices ● providing support, training, and supervision to employees to ensure safe and healthy workplace

practices are carried out, including relevant first aid training where appropriate ● the provision of adequate resources for employees to meet the WHS commitment, including an up-to-

date first aid kit. Support the recruitment, selection and induction of staff – BSBHRM405 Innovation and Business Industry Skills Council Ltd, 1st Edition Version 2, 2015 Page 41 of 46

Individual employees are responsible for: ● following all WHS policies and procedures ● ensuring they report all potential and actual risks to partners or managers/supervisors ● taking care to protect their own health and safety and that of their colleagues at work ● ensuring their own or others’ health and safety is not adversely affected by the consumption of drugs

or alcohol ● encouragin encouraging g others to follow healthy and safe working practices in the workplace.

Policy Implementation and Review This policy will be reviewed regularly by CoffeeVille owners to ensure compliance with legislation, industry standards and organisational changes.

Updated/authorised 2014 – Rufus Belcastran (Owner CoffeeVille)

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CoffeeVille privacy statement CoffeeVille collects personal information from prospective employees for the purposes of administering a recruitment process. We use the personal information of CoffeeVille staff for the purposes of administering their employment with CoffeeVille. This may include using and disclosing disclosing personal information for: ● general management of employment ● performance management (misconduct, grievance, probation) ● financial, legal, security, information technology and communications matters related to a staff

member’s employment.

Personal information collected by CoffeeVille is treated as confidential. CoffeeVille will treat your personal information in accordance to the following: ● CoffeeVille collects the personal information provided by you to assist CoffeeVille in assessing you r

suitability for the vacancies advertised. ● CoffeeVille may disclose your personal information collected to assist CoffeeVille staff involved in

assessing your application, referees and other third parties involved in assisting CoffeeVille with the recruitment process and if you are a successful applicant, to those involved in the CoffeeVille induction process. ● If you do not provide CoffeeVille with the information requested, CoffeeVille will be limited in our ability

to assess your suitability for the position you are applying for or, fo r successful applicants, to finalise your engagement. ● If you provide personal information during a recruitment process and ar e unsuccessful in securing the

position, we will destroy your personal records 6 months afte r the application date. Interview re cords are kept for 6 months in the event of a dispute relating to CoffeeVille’s selection decision. ● Personal information provided by you for the purposes of processing payroll are stored sec urely and are

only accessed for the purposes of processing payroll and Australian Taxation Office reporting. They are only accessible by the business owners Emma and Rufus Belcastran. ● You will be able to access and update your personal information by directly contacting Emma or Rufus

Belcastran.

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Induction Checklist This checklist is used to guide the induction process for new employees. Once the induction checklist is completed, both the supervisor and new employee should sign-off as it is completed. Note: The term supervisor refers to the person who will train the new inductee into the new role. The completed checklist will form part of the new employee’s training records.

Name:

Starting date:

Position:

Reviewed by:

Supervisor:

Reviewed date:

Item

Responsible officer

Completed (sign-off and date)

Introductions

Hand out organisational policies and procedures Introductions to all staff on-shift.

Supervisor Supervisor

Role, Responsibilities & Performance Expectations

Provide position description

Supervisor

Workplan/performance expectations

Supervisor

Performance evaluation

Supervisor

Reporting relationships.

Supervisor

Organisational Overview

Mission, values and relevant areas of business plan/objectives. Overview of CoffeeVille’s product areas

Introduction to stakeholders business owners

Supervisor Supervisor Supervisor

Administrative Arrangements

Collect paperwork to enable processing of payroll and superannuation.

Supervisor

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Item

Responsible officer

Completed (sign-off and date)

Office Facilities & Equipment

Set up a POS (point of sale) user ID. Bathroom, kitchen, use of photocopier and phone system

Supervisor

Emergency exits, emergency procedures and occupational health and safety officer Introduction to email, electronic filing of invoices, pilferage reports, stock control

Supervisor

reports Organisational Policies and Conditions of Employment

Terms and conditions of employment

Owner/Business Partner Owner/Business

●

Human resources policies

●

Dress code

Supervisor

●

Equal employment opportunity (EEO), harassment and discrimination

Supervisor

●

Employee details form

Supervisor

●

Grievance and complaints

Supervisor

●

Health and safety

Supervisor

●

Privacy

Supervisor

●

Staff remuneration and performance appraisal

Supervisor

●

Staff training and development

Supervisor

●

Statement of values

Supervisor

●

Tax file number declaration form

Supervisor

●

Choice of superannuation fund

Supervisor

Partner

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Item

Responsible officer

Completed (sign-off and date)

information and application form ●

Leave application form

Supervisor

●

CoffeeVille organisational chart

Supervisor

●

Emergency evacuation procedures

Supervisor

●

Café security and keys

Supervisor

I have received the information and participated in the activities checked above. I understand employment employment duties and the conditions of my employment. Employee:

Date:

Supervisor:

Date:

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