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Professional Career Guide Career success starts here
Getting a job
Job s r e F F o
Start i a jobng
g n i g n a Ch jobs 19.5 cm
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The Association of Professional Engineers, Scientists & Managers, Australia
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Getting a Job Starting Out
Looking for Employment Resume Covering Letter Interviews Position Description
Getting a job Did you know? Many people don’t realise how vitally important informal methods are for finding work. More than 50% of people find work through networking.
Thanks for your valuable comments. This is the first professional review of my resume and I’m really pleased I had it done. Manager NSW
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Getting a Job Starting Out 44Job Search steps
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Your new career starts here
44Assessing yourself
Job Search steps
44What employers are looking for in graduates
Job Search is a process and will involve anything that will assist you to find employment. Some of the activities involved in a job search can include, but are not limited to:
Looking for Employment
Resume Covering Letter Interviews Position Description
My JOB SEARCH to-DO LIST! A ssessing yourself and deciding on potential areas of employment U nderstanding what employers are looking for Planning and implementing your approach to job searching P reparing your resume and covering letters S ecuring and preparing for interviews C onsidering the job offer, obtaining advice, and signing a contract.
Are you ready to take the next step? Print page
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Getting a Job Starting Out 44Job Search steps
44Assessing yourself 44What employers are looking for in graduates
Looking for Employment
Resume
4 Getting a Job
Job Offers
Changing Jobs
It’s time to take a long, hard look at yourself There are some important issues to consider in preparation for your job search. Taking the time to establish your areas of greatest interest, as well as making an honest assessment of your own capabilities will bring you closer to identifying the kinds of positions you should be seeking.
Assessing your interests and capabilities
ASK YOURSELF… 1.
What are my skills?
2.
What are my personal attributes?
Interviews
3.
What makes me employable?
Position Description
4. What employment is available to someone with my skills, qualifications and interests?
Covering Letter
Starting a Job
5.
Can, and do I want to (city, country or overseas)?
6.
What environments do I find stimulating?
7. When am I happiest or most comfortable and why? 8.
What sorts of people interest me?
9.
What have I learnt from mistakes I’ve made?
10. What am I good at? 11. What are my personal values? 12. What sort of a person am I?
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The Association of Professional Engineers, Scientists & Managers, Australia
Getting a Job Starting Out 44Job Search steps
44Assessing yourself 44What employers are looking for in graduates
Looking for Employment
Resume Covering Letter Interviews Position Description
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
What employers want from you Any student or recent graduate looking for employment should be asking the question: ‘What are employers looking for in graduates?’ Recent research suggests that there are a number of core competencies that employers consistently assess in regards to employing graduates. These competencies are listed below and addressing them will help you present yourself in the best possible light to prospective employers.
CAN you tick all of these boxes? Client Focused
Career Aspirations
Communication Skills – verbal and written communication skills
Practical People
Change Orientation Problem Solving Leadership Potential
Work Experience Mobility Critical Thinking
Team Work Planning & Organising Genuine Interest Enthusiasm
Do you have what it takes? Read on to get all the help you need Print page
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Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking 44Employment agencies 44Careers Fairs, Company Presentations and Workshops
44Networking 44Finding information on prospective employers 44Guide to researching employers and businesses
Resume Covering Letter Interviews
Position Description
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Finding a Job Doing the groundwork Industrial/Vacation/Work Experience: It is a good idea to seek out as much industrial/vacation/work experience as you can, particularly while you are still studying. If you are taking a break after finishing university or if you experience an extended period of job seeking, it can also be a good idea to organise work experience during this time. This will not only provide valuable experience for your resume, but you will be able to build up a list of contacts for graduate employment opportunities.
TIPS Navigate organisation website s for graduate programs Note important dates Research positions and employers
You may like to refer to APESMA’s Online Guide to Vacation Work, which will provide useful advice to obtaining work experience in your chosen profession. For Graduate Positions: Look at the newspapers at the start of the first semester of your final year. Large organisations begin their recruiting early in the year in order to find the most talented graduating students. Start regularly looking at job advertisements as soon as possible, even if you are not yet ready to begin applying. Keeping your eye on job advertisements will familiarise you with the opportunities available and help decide which opportunities you are most interested in pursuing. APESMA jobs updates As part of your APESMA membership we send out a weekly Young Professionals Job Update email. This contains a listing of relevant graduate, student and vacation employment opportunities from across Australia, some from obscure sources.
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Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking 44Employment agencies 44Careers Fairs, Company Presentations and Workshops
44Networking 44Finding information on prospective employers 44Guide to researching employers and businesses
Resume Covering Letter Interviews
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Approaches to job seeking - gaining a competitive edge! If there are thousands of graduates each year, how do they all get jobs? No matter what your profession is, chances are you will be facing a highly competitive employment market. You should expect that there will be a buyers’ market for jobs offering the best opportunities and those employers can afford to be choosy. The best approach to finding employment is to exploit all of the options available to you. This will entail a combination of reactive and pro-active approaches to your job search. Reactive job seeking includes applying for positions that are openly advertised or made known to you. A pro-active approach relies on gaining information about opportunities which are not immediately obvious to you. Examples of pro-active job seeking include making contact with potential employers, networking, and contacting employment agencies. Tips for both reactive and pro-active job seeking are outlined below. In print
Check These
Reading the papers, including the business sections, can tell you which companies are winning tenders for contracts and expanding. Looking at employment advertisements for more senior positions in your field may mean new opportunities for graduates also. Call the company and find out if they intend hiring new graduates.
Position Description here are many different written publications that assist T new graduates in finding employment: Newspapers (check the classifieds section) The Graduate Outlook, published by New Hobsons Press. Graduate Opportunities, published by Trotman Australia. Online career journals Internet Print page
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Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking 44Employment agencies 44Careers Fairs, Company Presentations and Workshops
44Networking 44Finding information on prospective employers 44Guide to researching employers and businesses
4 Getting a Job
Job Offers
Starting a Job
Employment agencies
TIP!
Know how they work to gain an advantage Employment agencies work on the basis that the employer pays a commission to the agency for finding them a short list of suitable potential employees. There is no charge to the job seeker. Generally an agency will ask you to register your details, university results, a detailed resume, and it is likely that this will be followed by a direct interview. This alone may not result in a job prospect, but it all forms part of your networking plan. Ensure that the details you register with the agency are clear and concise. A quick way of finding agencies that handle positions for your profession is to look out for newspaper advertisements placed by these agencies. Employment agencies can also be found in the Yellow Pages.
Resume
You can also make contact with APESMA’s own recruitment agency, ETM Search and Selection who specialise in the recruitment of engineering, science and technology professionals. By registering with ETM you will be able to:
Covering Letter
44 keep up to date with recruitment trends and related job market information.
Interviews
44 receive automatic notification of opportunities relevant to your career and experience (both permanent and contract roles).
Position Description
Changing Jobs
gencies f finding a o y a w k A quic s for your le position that hand k out for n is to loo professio ments advertise r e p a p s w ne cies. ese agen th y b d e c pla n also encies ca g a t n e m . Employ ow Pages in the Yell d n u fo e b
44 access the ‘hidden job market’ as they will inform you of those roles not advertised in the mainstream media. Joining a relevant professional association such as APESMA, is another way to find out more about your potential employment market, as well as salaries and other employment conditions for students and recent graduates. APESMA’s Professional Network Magazine provides information on various career opportunities and job related information for graduates.
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Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking
4 Getting a Job
Job Offers
Starting a Job
Careers Fairs, On Campus/Company Presentations and Workshops On-campus activities involving companies and organisations interested in recruiting recent graduates are advertised through the university careers service and your faculty or department. Starting early in the year, regularly scan your departmental notice boards and student publications for these advertisements.
44Networking
Remember that your attendance at an on-campus fair or company presentation could be your first point of contact with a prospective employer, so be prepared and dress appropriately. Learn about the company and get a contact name and title for future reference. Make the effort to introduce yourself, ask questions and show an interest. Take multiple copies of your resume just in case you have the opportunity of making personal contact.
44Finding information on prospective employers
Careers Service
44Employment agencies 44Careers Fairs, Company Presentations and Workshops
44Guide to researching employers and businesses
Changing Jobs
Does your careers service at University have a close relationship with employers? Can you register to have information on graduate positions sent out to you?
Resume Covering Letter Interviews
Position Description
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The Association of Professional Engineers, Scientists & Managers, Australia
Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking 44Employment agencies 44Careers Fairs, Company Presentations and Workshops
44Networking 44Finding information on prospective employers 44Guide to researching employers and businesses
Resume Covering Letter Interviews
Position Description
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Networking Considering that many jobs are never even advertised, it makes sense to utilise all of your existing contacts in your search for employment. It is a common practice in the world of work for professionals to be recommended for interview by friends or colleagues. Therefore, you should never feel self-conscious about making use of any existing contacts in your search for employment. Ask your friends, relatives or acquaintances to help you search out opportunities. Often these contacts will offer to recommend you for an interview or pass on your interest.
Basic networking skills Sending an email or phoning to introduce the contact to the idea that you are looking for work. It gives them time to think about any contacts that may help, and possibly to clarify whether there is work at their organisation. Make an appointment to speak with your contact for a set period of time (15-20 minutes). Your interview can be by telephone or in person. Impress them with your interest and enthusiasm.
Let your contact know that you do not expect them to know
of any job vacancies themselves, but only a point in the right direction. They will be more open to helping you. Write down a list of questions to ask your contact
Also make a point of contacting your industrial/ vacation work experience employers. Generally employers feel more comfortable about employing people known to them, and who have performed well in the past.
Take notes on the interview and on what you learnt from your contact.
Membership and involvement in professional associations are an ideal basis on which to be able to approach people for information or advice.
Follow up any leads.
Never over-step your time allowance.
Write a letter to thank them for their time. Showing courtesy in such a way will help you reinforce your current network – you never know when you may need to call on these people again.
always It’s not know, but u what yo ou know! who y Print page
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Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking 44Employment agencies 44Careers Fairs, Company Presentations and Workshops
4 Getting a Job
Job Offers
Changing Jobs
Finding information on prospective employers There are many ways of finding relevant information for your job application and/or interview. 44 Read as much about a company as you can. Sources may include newspapers, employer profiles on employment websites (see above), business magazines, information from industry associations, the websites and annual reports of the organisations themselves. 44 Public libraries, your university library & your university careers centre should hold or have access to these useful databases and references: 44 Australian Business Index - CD ROM database, includes major Australian newspapers
44Networking
44 Annual Report Collection - CD ROM database
44Finding information on prospective employers
44 Jobsons Online – CD ROM database of companies http://jobsons.dnb.com.au/
44Guide to researching employers and businesses
Starting a Job
44 The Business Who’s Who of Australia http://www.dnb.com.au/
Resume
44 Kompass Australia http://www.jpmmedia.com.au/kompass/
Covering Letter
44 The Graduate Outlook http://www.graduatecareers.com.au/content/view/full/52
Interviews
44 Graduate Opportunities http://www.graduateopportunities.com
Position Description
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The Association of Professional Engineers, Scientists & Managers, Australia
Getting a Job Starting Out
Looking for Employment 44Doing the groundwork 44Approaches to job seeking 44Employment agencies 44Careers Fairs, Company Presentations and Workshops
44Networking 44Finding information on prospective employers
4 Getting a Job
Job Offers
Starting a Job
What to do when researching employers and businesses 44 Contacting the company (or the employment agency if relevant) is one of the best ways to find out information. 44 Contact the Human Resources and the Marketing departments, or the people responsible for those functions. Explain that you are applying for a job at their organisation and are seeking any recruitment literature and general marketing information that they can provide. You may also ask for more detail on the nature of the position, possible career paths, some background on the organisation, and more information on what the employer is seeking. 44 If you are researching a small business, arm yourself with a series of questions that will cover the information you require, in case they do not have any suitable material to send to you. 44 Ask friends and colleagues what they know of the particular organisation.
44Guide to researching employers and businesses
44 Graduates offered employment in areas that have traditionally been public sector are typically not free to negotiate on salary.
Resume
44 What does the company do? What are its products and services?
Covering Letter
Changing Jobs
44 What is the company’s position in the marketplace?
Interviews
44 Where is the company located? Does it have offices in one city, across Australia or across the world?
Position Description
44 What does the company’s financial position look like? What are its areas of growth and decline? 44 What is the company’s ‘vision’ for the future? What are its managers particularly focused on over the next year? 44 Has the company been featured in the media recently? 44 What is the structure of the organisation like? What opportunities for promotion will be open to you?
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Getting a Job Starting Out
Looking for Employment
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Resume
Resume
The basic aim of any job application is to convince the employer that you may well be the best person for the job and, therefore, that you should be interviewed. This chapter provides easy to follow guidelines to help you achieve just that.
Covering Letter
What should my resume look like?
Interviews
For more information look at our printable cover letter included on this CD.
Position Description
ETM has developed an online resume builder that takes the pain out of putting a professional resume together. To try out the builder visit www.etm.com.au Resume checklist
Click Here to View
R esume plan B e specific, provide brief examples of your achievements B e succinct and clear M arketable (it must stand out from the crowd) A nalyse exactly what the employer is looking for your qualifications E mphasise your skills or experience
S ell yourself
S how that the job is a logical next step for you A statement of fit: explaining that you possess the necessary qualities for the job
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4 Getting a Job
Job Offers
Starting a Job
Covering Letter
Resume
A Covering Letter is extremely important for introducing yourself and stating the type of position you are seeking. It can orient the reader to the strongest parts of your application and prime the employer to read the resume in a positive light.
Covering Letter
The following steps provide a structure for developing your Covering Letter:
44Addressing selection criteria
44Evidence for selection criteria
Interviews
Position Description
1. Start with your name and contact details. 2. Next put name and address of intended recipient and name of the company (the advertisement usually specifies name of individual taking care of applications, use exact wording provided in the advertisement. If the advertisement doesn’t contain contact name, phone or e-mail the company and ask for contact name). 3. Date the letter.
Changing Jobs
A Good co ver le tt er can … ive an excellent G impression of yourself, making the potential employer read on through your application. Give the reader immediate insight into the purpose of the correspondence Explain your motivation for applying for the position et a positive tone for S the resume
4. Start letter with greeting such as Dear Sir or Dear Mr Smith (if ad gives this) or Dear Sir/ madam/ To Whom It May Concern (if don’t know contact person). 5. Put name and description of the job you are applying for, and reference numbers mentioned in the advertisement and where you saw the job advertised. 6. A few snappy statements emphasising why you are the best fit for the position. The first sentence or sentences should demonstrate your knowledge of the company, while following sentences should impress the reader including your credentials for the role and/ or degree of knowledge relevant to the company. 7. Add a sentence explaining that you are keen to be interviewed for the position. 8. Sign off line such as ‘yours sincerely’ or ‘yours faithfully’. 9. Write in your signature/ type your name below the signature. Sample Covering Letter
Click Here to View
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Getting a Job Starting Out
Looking for Employment Resume Covering Letter 44Addressing selection criteria
44Evidence for selection criteria
Interviews
Position Description
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Addressing selection criteria Some organisations often issue a list of selection criteria, which include the knowledge, skills, attitudes, abilities and education that they would prefer the candidate possess. Failure to address selection criteria explicitly is one of the biggest reasons why people get rejected when applying for a job. Selection criteria for some positions are available from HR departments, web sites or from recruitment companies handling positions. In some cases the selection criteria will be summarised in the job ad or there will be a number on the website. If you are not clear about some aspect of the job it is a good idea to clarify selection criteria by obtaining the information package (including a position description) or speaking to the contact person. Addressing selection criteria is like compiling competency statements – you have to write succinct statements that clearly demonstrate your knowledge, skills, abilities and attitudes.
Evidence for selection criteria 44 Understand the key phrases and address these in your application. E.g. ‘Experience in project management ‘ means you have actually worked as a Project Manager, whereas ‘knowledge of project management’ means you know what project managers do. You need to understand the statement as well as the subtle differences in meanings.
Crea tin g a selection criteria reate a new document C separate from your resume. Identify this with your name, job title and position number Create a table where you outline each of the selection criteria and your claims to them Use each of the selection criteria as a heading
lity rovide evidence of your abi P eria crit the of h to meet eac
44 Understand the role and functions described. The roles of managing, leading, supervising or administering are different, but are often confused with one another. 44 Demonstrate skills and abilities sought and provide concrete examples and descriptions of these skills and abilities e.g. Examples of contributing to a work group, interacting with people or managing your own performance. 44 Avoid making unsupported claims or sales pitches about your skills based on your own personal opinion.
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Getting a Job Starting Out
Looking for Employment Resume Covering Letter Interviews 44Possible interview questions 44Questions you should ask
44The Do’s and Don’ts of job interviews 44Closing the interview
Position Description
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Interviews Preparation is the key to presenting well in a job interview. Interviews are a major part of your job search, and they should be viewed as a positive step towards achieving employment with an organisation of interest. Candidates must show superior presentation abilities and need to market themselves in a relaxed and natural manner. It is important to have the right attitude, realising that your task is to convince the interviewers that you are the right person for the job. Remember an interview is not an examination. It is not about finding what you know or do not know. The six different types of interviews you may encounter 1. Individual Interviews
2. Group Interviews
3. Panel Interviews
✔✔ Conducted by most organisations ✔✔ Wide range of questions including; employment history, academic qualifications, achievements, personality and career goals
✔✔ Conducted by large organisations ✔✔ 6-8 candidates with one or two interviewers making assessments ✔✔ Assess qualities that may not be apparent in traditional interviews
✔✔ Conducted by large organisations ✔✔ Panel members will take turns asking questions ✔✔ Can consist of 2 to 6 interviewers ✔✔ Ensure that all the relevant people will meet you ✔✔ Eliminates personal bias to a candidate
4. Targeted Behavioural Interviews
5. Assessment Centres
6. Psychological Testing
✔✔ Based on the premise that your past behaviour is an indicator to your behaviour in a similar situation ✔✔ Focus in on real-life work or conflict situations rather than hypotheticals ✔✔ Interviewers will usually ask questions like ‘Tell me about when ...’ or ‘Give me an example of a time where you had to’
✔✔ Popular form of assessment, particularly for graduate recruitment ✔✔ Role-playing ✔✔ Interviews ✔✔ Presentations ✔✔ The interviewer will assess your behaviour – Remember to put your best foot forward!
✔✔ Designed to assess candidates on their suitability for a position based on their personality & skills ✔✔ General ability tests – measuring verbal, numerical, speed, spatial, co-ordination or perceptual skills ✔✔ Specific aptitude tests – for keyboard, technical or foreign language skills ✔✔ Personality tests Print page
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Getting a Job Starting Out
Looking for Employment Resume
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Possible interview questions Thinking through likely questions and preparing answers will improve your performance at an interview. You will feel and appear more confident, sound more certain and articulate, and give the most appropriate answer. To make the process easier APESMA has provided a brief checklist to questions you may be asked.
Covering Letter
Questions the interviewer may ask
Interviews
Personality and Cultural Fit
Social & Interpersonal skills
Communication Skills
Work Style
44Possible interview questions
Tell me about yourself?
44Questions you should ask
How would you describe yourself?
What does teamwork mean to you?
Did you get along with your previous supervisor and/or colleagues?
What are some of your strengths/ weaknesses?
44The Do’s and Don’ts of job interviews 44Closing the interview
Position Description
What do you do in your spare time?
Technical Knowledge/Skills What skills do you possess? Tell me about an achievement you were particularly proud of? Are your academic results an indication of how you will perform in the work force?
How do you get along with other people?
Knowledge and understanding of the organisation Why should we hire you for the position? Can you describe the main functions of the organisation? Where do you see yourself five years from now?
What communication skills do you have? In what ways have you developed these skills?
How would you describe your work style? How do you work under pressure?
Specific work related skills
Employment History
Can you give an example where you showed initiative at work?
What were your reasons for leaving your previous position? What did you do in your previous position? What did you like/dislike about your previous job?
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Job Offers
TIP!
Whilst it is important to show an interest in the position by asking some questions, it is important not to overdo it. A good interview impression can be cancelled out by a prattling list of questions on minor details. Some appropriate questions might address the following issues: 44 a detailed description of the position; 44 reason the position is available;
Interviews
44 anticipated induction and training programme;
44Possible interview questions
44 how your work will be supervised and appraised;
44Questions you should ask
44 what sort of people have done well;
44The Do’s and Don’ts of job interviews
44 potential for progression and development;
Position Description
Changing Jobs
Questions you should ask
Covering Letter
44Closing the interview
Starting a Job
An Interview situation is a good time to ask your potential employer some questions
44 company growth plans; 44 best selling products or services; 44 Interview process and position starting date.
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Getting a Job Starting Out
Looking for Employment
4 Getting a Job
Job Offers
Starting a Job
The Do’s and Don’ts of job interviews
Resume
THE Do ’s
THE Don’ts
Covering Letter
Be punctual, arrive early
Interviews
Greet the interviewer, smile & handshake
Identify factors that may be seen as negatives
44Possible interview questions 44Questions you should ask
Wear professional attire
44The Do’s and Don’ts of job interviews
Sit upright, look confident and interested
44Closing the interview
Speak clearly so you can be comfortably heard
Position Description
Changing Jobs
Maintain eye contact with the interviewer Ask for clarification if you do not understand a question Think before you respond to a question Get the interviewer to describe the position so you can relate your skills and background to the position Really show you want the job Be natural
Dress untidily or look unshaven and dirty Answer questions with a simple ‘yes’ or ‘no’ Lie or make unsupportable claims Make derogatory remarks about your present or former employer or companies Be aggressive, overbearing, conceited or a ‘know it all’ Show no knowledge of the company Show a lack of ambition in your career Fail to admit your strengths/ weaknesses Make enquiries about salary, bonuses & holidays before or at the initial interview – be patient, it will come up at a later date Print page
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The Association of Professional Engineers, Scientists & Managers, Australia
Getting a Job Starting Out
Looking for Employment Resume Covering Letter Interviews 44Possible interview questions 44Questions you should ask
44The Do’s and Don’ts of job interviews
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Closing the interview 44 If you are interested in the position ask what their next steps will be. 44 If you are offered the job on the spot, are happy with the terms and conditions and you want it, accept it. If you wish it think it over, be courteous and tactful in asking for time; set a definite date for when you will provide an answer. 44 Don’t be discouraged if no definite offer is made or specific salary discussed. The interviewer may want to speak with others in the office, or interview more applicants, before making a decision. 44 If you get the impression the interview is not going well and that you have already been rejected don’t let your discouragement show. Sometimes an interviewer who is genuinely interested in your potential may seem to discourage you in order to test your reaction. 44 Thank the interviewer for his/her time and consideration of you.
44Closing the interview
Position Description
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4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Position Description Position Descriptions are frequently prepared when jobs are advertised. If a Position Description is available, make sure you request a copy. Position Descriptions usually outline the objectives of the role, the duties and responsibilities. This information can help you prepare your job application and interview. If you get the role, position descriptions assist you to know what will be expected. Sometimes Position Descriptions can become part of your employment contract.
Sample Position Descriptions Example 1: Engineer / Hydrologist
Click Here to View
Example 2: Graduate Engineer
Click Here to View
Example 3: Graduate Behavioural Scientist
Click Here to View
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Job Offers Contracts
Salaries
Job rs e F F o Thank you so much for all the advice and help you have given me. I have decided to take the job… Did you know?
Engineer NSW
You should be prepared to be asked about salary. If you are asked a direct question about salary, make sure you have done your research on market rates for your role and industry.
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers Contracts 44How is a job offer made?
44What should my contract contain?
44When should I accept the offer? 44What if I change my mind?
44Employment contracts explained
Salaries
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Contracts How is a job offer made? If you have been successful in the job interview process, you will usually be notified by telephone. Alternatively, if you have been invited back for a second, or even a third interview, you may be offered the position at this time. If the offer has been made orally, the employer will usually follow up with a written employment contract, which may take the form of a short letter of appointment or more detailed contract. This document will contain further information about the position; you will be required to sign and return it to the employer. Always keep a copy of this document for your own records.
Remember… get it in writing!
What should my contract contain? 44 names of the parties to the contract; 44 position title and duties (sometimes called a position description); 44 where you will be located; 44 how you can be transferred; 44 who you will report to; 44 annual salary and other benefits; 44 superannuation (amount and default fund); 44 hours of work and overtime arrangements; 44 annual leave, sick leave, parental leave entitlements; 44 termination arrangements (including redundancy provisions); 44 probationary period; 44 salary reviews. Print page
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers Contracts 44How is a job offer made?
44What should my contract contain?
44When should I accept the offer? 44What if I change my mind?
44Employment contracts explained
Salaries
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
When should I accept the offer? Before formally accepting any job offer, it is important to ensure that you have all the relevant information regarding conditions of employment for the position. If you have already reached ‘in principle’ agreement with the employer regarding your salary and conditions, you can wait for the formal written offer to arrive. Alternatively, at the time the offer is made, you can express your thanks and tell the employer that you will respond to the written offer in a few days. It is important to give yourself enough time to obtain advice on the offer and make a considered decision. The employer will tell you if they require your decision in a shorter time period. Remember - always get it in writing. When you have something in writing, members should consult APESMA on the offer. We are happy to:
TIPS Assess yourself and decide what jobs you’re qualified for and interested in Plan & research for job search Prepare resume & cover letter
Prepare for interviews
44 explain any unfamiliar terms; 44 check the salary and conditions against the relevant award and legislation; 44 compare the salary offer with market rates; 44 ensure that the terms of the contract are in your best interest; 44 identify any key conditions not covered by the contract; 44 advise members of any conditions which could be improved by negotiation. You are then in a position to make an informed decision regarding your acceptance of the employment contract.
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers Contracts 44How is a job offer made?
44What should my contract contain?
44When should I accept the offer? 44What if I change my mind?
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
What if I change my mind? It is usually possible to withdraw your acceptance of a position prior to commencing work by notifying your employer. Keep in mind, however, that this course of action involves inconvenience for the employer, and that this may affect your chances of working with them in the future. If you have commenced work, but then change your mind, you are bound to give notice to terminate your contract, unless this occurs during your probationary period. Usually the notice period is one month, although a shorter notice period may be arranged by agreement. If in doubt, contact APESMA.
44Employment contracts explained
Salaries
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers Contracts 44How is a job offer made?
44What should my contract contain?
44When should I accept the offer? 44What if I change my mind?
44Employment contracts explained
Salaries
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Employment contracts explained An employment contract is an agreement between the parties for work to be provided in return for remuneration and other benefits. Legally speaking either a verbal or written contract is perfectly valid. However, where something as important as your employment is the subject of the contract, APESMA recommends that you always get it in writing. Usually once verbal agreement is reached between the prospective employee and employer, the details are written down to record the agreement. This document usually sets out the agreed salary and conditions of employment, and the duties and title of the position. A contract is a legally enforceable agreement. If, however, the salary and conditions contained in a contract of employment are less than the relevant award, they may not be legally enforceable. In this respect, the award system provides a safety net. Common contract types Employment Contract
Fixed Term Employment Contract
Independent Contractor
Ongoing permanent employment
Same as employment contract except termination date is included in the contract
Not an employee, but in business for themselves
Employer may give notice to employee of termination
Do not receive a salary
Employment is maintained so long as the employer can provide you with work Employer gives prior notice to the employee of termination Termination can be challenged
Parties can re-negotiate a new contract Unfair dismissal action is generally unavailable Retrenchment benefits
Charge a flat hourly rate for services Independent Contractor deducts pay from his/her hourly payment Entitled only to what is stated in the contract Have no guaranteed rights to conditions such as sick leave and annual leave
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers
Contracts
Salaries 44When should I discuss salary?
44Can I negotiate my salary? 44Can I negotiate my conditions? 44What are you worth? 44Salary surveys and market information
4 Getting a Job
Job Offers
Starting a Job
Salaries When should I discuss salary?
Changing Jobs
How much are you worth?
The second interview is usually the best time to discuss salary, but you should wait until this is raised by the interviewer. This may be a time to agree in principle on salary and conditions of employment. Obviously it is a good idea to be informed about both market salaries and award minimums (that is, the legal minimum salary by industry or profession) at this stage. APESMA membership gives you access to up-to-date information on these matters.
Can I negotiate my salary? Private sector In most private sector areas of employment graduates are free to negotiate their salaries. While graduates usually have a lot less scope than more experienced professionals to get the best deal, your remuneration can however, be improved over and above the award minimum. If your salary is discussed with the employer prior to a written offer, you may seek to increase their offer. Remember to be delicate in your negotiations and be well informed about your award and market rates. www.apesma.asn.au/adviceonline/remuneration/market_rates.asp Public sector Graduates offered employment in areas that have traditionally been public sector are typically not free to negotiate on salary. These workplaces have classification structures in place which specify a graduate starting salary. Other areas of employment that specify a particular graduate starting salary include the airline, automotive and waterfront industries.
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers
Contracts
Salaries 44When should I discuss salary?
44Can I negotiate my salary? 44Can I negotiate my conditions?
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Can I negotiate my conditions? Starting dates of employment can usually be negotiated. In the private sector, negotiable conditions may include the length of any probationary period, superannuation arrangements, overtime compensation and much more. This is an important reason for APESMA to review your contract. Opportunities for the negotiation of conditions in public sector areas of employment are very limited because of the greater incidence of award regulation.
44What are you worth? 44Salary surveys and market information
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers
Contracts
Salaries 44When should I discuss salary?
44Can I negotiate my salary? 44Can I negotiate my conditions? 44What are you worth? 44Salary surveys and market information
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
What are you worth? The employment market is a marketplace like any other. Professionals offer their skills and expertise in exchange for a salary and other benefits in an ever-changing environment. It is important that you have current information on the level of demand for professionals with your qualifications and experience and what salaries are being paid in the marketplace for your level of experience, location and specialisation. The usual method of simply determining your worth in the market is by consulting a market rate survey. These survey reports bring together a series of information about what is being paid to others with similar backgrounds. Once you determine your market rate, be aware that it will also increase over time, usually well above increases to the cost of living, as measured by the Consumer Price Index. Check the annual movement in market rates that you need just to keep pace with your position in your profession.
TIPS Have I got a reason able salary for skills?
Does this seem like a healthy environment to work? Will I go far in my po sition? Is this the right job fo r me?
Market rates will also increase as you gain responsibility. Most young professionals who are in their first year in the workplace will be at the first responsibility level, the entry level. You will usually move on to the second level when you have gained sufficient experience to work without detailed supervision. As a rough guide, this would usually occur after three or four years of work experience. You can use market rate information to assist you in the bargaining process that you go through each time you undertake a salary review or negotiate a new role. Market rate information will also enable you to consider the salary implications of different career directions. Organisations will vary in their use of market rates depending upon their remuneration policies. If you are unclear about your market value or how to apply this in your workplace, contact APESMA for advice.
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The Association of Professional Engineers, Scientists & Managers, Australia
Job Offers
Contracts
Salaries 44When should I discuss salary?
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Market rates APESMA conducts comprehensive market rates salary surveys, and that information is available as a part of your membership.
44Can I negotiate my salary?
Online Surveys
Other Information
44Can I negotiate my conditions?
Engineers and Graduate engineers
Engineers responsibility levels
44What are you worth?
IT professionals
IT professionals responsibility levels
44Salary surveys and market information
Scientists
Scientists responsibility levels
If you are in one of these disciplines, click the link and select the 'log in to online survey' option. Look up your profession and graduate rate (usually at the first or entry responsibility level). Check out the different variables, e.g., what would happen to your salary if you did further study? Hint: enter only two variables at any time to get results. Use multiple queries for comparison. APESMA also conducts remuneration surveys for Pharmacists and Architects, and has a large amount of information on salaries on other professions. Contact APESMA for further information. If the median rate seems too high or low, consider the range of salaries paid in the market by looking at the top and bottom quartile rates (top and bottom 25%). If you are earning below the bottom quartile, check with APESMA to ensure that you are above the legal minimum rate and to discuss strategies on how to improve your salary.
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The Association of Professional Engineers, Scientists & Managers, Australia
4 Getting a Job
Job Offers
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Changing Jobs
Starting a Job Work expectations
Induction process Performance and salary reviews
Promotions Training and further education
start ing a job
Career plan
Did you know? Employers find it particularly annoying when their new recruits compare every aspect of their new workplace with their old job.
Thanks so much for your time and considered feedback. There has been much more to the transition from Uni to the workplace than I expected. Your help has given me confidence in dealing with this process. Architect NSW
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations 44Be yourself
44Be measured but keep your enthusiasm
44Policies and procedures
Induction process
Performance and salary reviews Promotions Training and further education
Career plan
4 Getting a Job
Job Offers
Starting a Job
Work expectations Be yourself The golden rule of surviving your first graduate job is to be yourself. Always remember the interviewer has sought after you, not some unrealistic ‘know it all’. As a graduate your supervisor will be seeking potential in you. This does not mean being perfect overnight. In fact, those who try to be someone they are not are sure to burn out. It is important to start small and create a list of career goals. When accepting your job offer, be mindful; develop a list of strengths and weaknesses. Employers will always look for someone with honesty. Admitting to your supervisor that; ‘You need to work on your presentation skills’, or, ‘that you can be impatient at times’ show both character and personality. An employer will always respect graduates who are genuine. More importantly, the combination of keeping a positive and controlled mind-set will prove useful when meeting your future peers in the workplace.
Changing Jobs
ine Time to Sh ant
Know what you w to achieve Be yourself
e patient B sten and learn Li
After all, from the first day of your graduate career you will be working with supervisors and peers. To avoid slipping up it is best to keep the supervisor’s and fellow colleague’s expectations about you reasonable.
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations 44Be yourself
44Be measured but keep your enthusiasm
44Policies and procedures
Induction process
Performance and salary reviews Promotions Training and further education
Career plan
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Be measured but keep your enthusiasm When offered a job, maintain your enthusiasm, but also respond in a measured and business-like fashion. Where there are matters that require negotiation with the employer do so in a pleasant, sensible, non-confrontational manner. Keeping a controlled mind-set and enthusiastic approach in any job is vital. It shelters you from high pressure and it also helps you work with others. Therefore, as you negotiate your salary and position act responsibly as the employer will be looking for someone they can trust.
Policies and procedures In most organisations there are policies and procedures on how to do things. These are made not to infringe but to protect your rights and responsibilities. For instance, in most cases there are rules for daily routines, facilities, emailing, deliveries and budgeting. Furthermore, there are often rules for submitting or contacting others in the workplace. In most organisations there will be an induction to how policies and procedures operate. However, if your organisation does not offer a formal induction it is strongly encouraged that you ask before you act.
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews
Promotions Training and further education Career plan
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Induction process When you start a new job the first experience will be the induction process. If you are not taken through an induction you may wish to ask your employer about this. Typical induction ✔✔ Your obligations
✔✔ Your company’s obligations
✔✔ Understanding your role
✔✔ Set up work area and tools
✔✔ Complete all employment paperwork
✔✔ Outline key procedures/processes
✔✔ Meet your colleagues
✔✔ Introduce you to the team
✔✔ May receive a staff conditions manual
✔✔ Guide you around the office
Whilst you may not learn everything about your role and company during an induction, it is a good place to start. Don’t be afraid to ask questions. You are new to the organisation and people will respect this.
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
4 Getting a Job
Job Offers
Starting a Job
Performance and Salary Reviews Why have performance reviews? Performance reviews involve the regular, systematic and formal assessment of how staff are performing in their jobs. Often they will be linked with salary reviews or incentive schemes of one form or another. The objective of performance reviews is to improve individual performance by effective two way communication between the individual and their manager. The intended outcome is improved overall effectiveness and efficiency within the workplace. Specific objectives of the review process include:
44Performance Pay
44 to improve performance in the context of corporate goals and the culture of the organisation;
44Fixed remuneration 44Variable remuneration
44 to improve the individual’s understanding of their work responsibilities and performance standards expected of them;
44Process
44 to give feedback on individual performance;
44Salary Reviews
44 to identify training and development needs and to develop, with management, plans to address these needs;
44Tips on individual salary negotiations
44More tips on individual salary negotiations
Changing Jobs
44 to reward performance exceeding expectations with salary increases; and 44 to provide a fair basis to identify and manage unsatisfactory performance.
44Job evaluation
Promotions
Training and further education Career plan
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Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
4 Getting a Job
Job Offers
Starting a Job
Typical process Any performance appraisal process should include the following: Performance Agreement The process starts with a performance appraisal agreement, which links the individual job responsibilities to the department/workplace goals. The agreement is generally prepared by you and your manager together and should include:
44How to prepare and maximise the outcome of a performance review
44 a statement of job responsibilities;
44What is a fair process for a performance review?
44 performance indicators setting out expected level of achievement for each objective; and
44Performance Pay
44 objectives to be achieved during the appraisal cycle; 44 expected performance standard for each indicator.
44Fixed remuneration
Mid-Term Review
44Variable remuneration
Most employers will conduct this after six months. This gives the opportunity:
44Process
44 to assess standards of performance and deal with any perceived under-performance;
44Salary Reviews
44 to ensure that the performance appraisal agreement still matches the job priorities and objectives; and
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
Training and further education
Changing Jobs
44 to arrange for any training or development needed. Annual Review or Performance Assessment This occurs once a year and is often tied to a salary review. It should take place in an interview with open, honest, two-way communication and your full participation as the individual being appraised. Performance is usually rated against a scale of achievement, with salary increases or bonuses being paid once a certain level is reached.
Career plan
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
44Tips on individual salary negotiations
4 Getting a Job
Job Offers
Starting a Job
How to prepare and maximise the outcome of a performance review It is obviously important to ensure that you work consistently throughout the year to meet the objectives set out in your performance appraisal agreement. Any problems should be addressed as they occur and any training or development needs should be met where reasonably possible. Preparation throughout the review period, as well as shortly before the review itself, will improve your chances of ensuring the best possible outcome. Throughout the review period: 44 Keep a record of critical events, such as achievements and milestones, which impact on the appraisal.
Prepa re perfor for your mance review or sala r - do y our re y search When in dou bt ask Be rea listic. You c be a g an't re overn at success ight
44 Examine your performance appraisal agreement in light of your work over the review period. Consider where you have met or exceeded your objectives and performance indicators and note down the best examples of this. 44 If you have not met certain objectives, consider why this has occurred - for example, did the objective become irrelevant during the review period due to a change in responsibilities? Prepare to explain the reason for not meeting an objective or goal to your manager. 44 Consider any training and development needs you may have.
44Job evaluation
Promotions
During the review:
Training and further education
TIPS
Before to the performance review (at least one week prior):
44 Some performance appraisal systems require that the above preparation process be done in writing and submitted before or at the review. Even if your manager does not require your written input, it is still a good idea to prepare notes to take with you into the review - to ensure you do not forget any important points or examples.
44More tips on individual salary negotiations
Changing Jobs
44 In the appraisal interview, try to focus on a balanced discussion of your performance throughout the period, not just most recent events.
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Starting a Job
What is a fair process for a performance review?
Induction process
44 The performance agreement should be in writing, agreed between the individual and manager and in place at the beginning of the appraisal cycle.
Performance and salary reviews
44 The performance agreement must contain realistic and achievable objectives and take into account the skills and resources needed to achieve results.
44Typical process
44 Standards should be expressed as clearly and objectively as possible.
44How to prepare and maximise the outcome of a performance review
44 Agreements should be reviewed if there are changes in circumstances which impact on the ability of the individual to meet the agreed objectives during the agreement period.
44What is a fair process for a performance review?
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
Changing Jobs
44 The individual should receive regular informal feedback, so that they are aware of any problems well before either the mid-term or annual review. 44 There should be a mechanism in place to ensure that consistency and equity is applied to the appraisal process, so that individuals achieving similar levels of performance receive similar rewards. 44 There should be a process to resolve any disputes over the outcome. APESMA can provide assistance to members regarding performance reviews.
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
Training and further education Career plan
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
44Tips on individual salary negotiations
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Performance Pay Performance pay is sometimes referred to as pay for performance or incentive pay. Usually performance pay is associated with the more formalised systems of performance appraisal just discussed. It is based on the premise that where superior performance is expected it must be rewarded. At this point it might be useful to distinguish between fixed remuneration and variable remuneration.
Fixed Remuneration In private sector organisations, fixed remuneration would typically include base salary, any cash allowances, annual leave loading and non-cash benefits such as a motor vehicle and superannuation. In public sector organisations, it would include base salary, annual leave loading and superannuation - vehicles are not usually provided until more senior levels have been reached. Normally you will find a salary range is applicable to your position and this could comprise a number of pay points between the minimum and maximum values. Progression to higher pay points within this range is usually by annual increment. Assuming satisfactory performance, these increases are not ‘at risk’ and fall within what is usually called fixed remuneration.
44More tips on individual salary negotiations 44Job evaluation
Promotions
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
Training and further education Career plan
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Variable Remuneration On the other hand, variable remuneration is that part of your total reward that is performance based, with payments contingent on meeting set targets and corporate goals. It could take one of the following forms: 44 bonus plans - a discretionary payment based on organisational or divisional performance; 44 performance pay - payments made as a lump sum or as part of regular salary on achievement of targets negotiated with your supervisor or manager; 44 profit sharing - under this arrangement a prescribed proportion of profit is available for distribution to employees after an agreed threshold level has been realised;
TIP! If you need to kn ow more about the ins an d outs of Performance Pay, contact APESM A.
44 employee share purchase plans - in some instances these plans are linked to achievement of key performance targets and may involve the issue of company shares or an opportunity to purchase company shares at discounted rates e.g. option plans.
Process Variable remuneration is the ‘at risk’ part of the total reward provided to an employee and will therefore usually comprise one or more of the incentive or pay for performance arrangements outlined above. As already noted the approach to be followed in properly conducted performance/incentive schemes is very similar to that outlined for performance reviews and they are often combined as a single process. For example, there would need to be agreement on quantifiable targets generally arrived at by discussion between the individual and the manager concerned. This agreement should be in writing and, if possible, provide for a mid-term review so as to give an opportunity for fine-tuning and feedback. Both this and the end of term review should be conducted by the manager and the individual in a face-to-face interview. Preparation for the interview should follow the steps outlined earlier as well.
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Salary Reviews Many organisations have a procedure for salary review that does not involve either performance appraisal or performance payment. Should you find yourself in a situation where your employer does not undertake any regular review of salary levels or if you wish to become involved in your enterprise agreement, you should contact APESMA. The possible reasons behind a salary review are many and varied. A salary review may occur as a result of an enterprise agreement, to recognise company profitability, cost of living increases and the market, i.e. what their competitors are paying. Most organisations will conduct salary review of one form or another, as failure to do so will leave their employees dissatisfied and vulnerable to poaching by their competitors.
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Tips on individual salary negotiations The approach to salary negotiations differs between workplaces. Nevertheless, it is important to remember in any salary negotiation that pay increases are rewards for performance and reflect the value the employer places on the individual staff member. You should therefore, emphasise the achievements you have made and how they have benefited the employer, in terms of: 44 meeting or exceeding goals and objectives; 44 meeting budget targets or delivering under budget; 44 any initiatives you have taken which have resulted in benefits to the employer; 44 increased revenue as a result of your efforts; 44 increased efficiency as a result of your efforts, resulting in cost savings. Always remember that your employer will be very interested in how you can contribute to the organisation’s performance. Most companies are prepared to pay more to an employee if they know they are going to get value for money. So avoid talking about your own financial position and concentrate on how you can add value for your employer.
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job Work expectations
Induction process Performance and salary reviews 44Typical process
44How to prepare and maximise the outcome of a performance review 44What is a fair process for a performance review?
44Performance Pay 44Fixed remuneration 44Variable remuneration 44Process 44Salary Reviews
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
You might also find the following tips of use: 44 Keep a diary of your successes and achievements throughout the year. You can then use this to compile a list of what you have done before commencing negotiation with your employer on your salary review. 44 Research what the market is paying for similar jobs. APESMA’s Remuneration Surveys are an invaluable tool for this purpose and can be obtained by contacting your local Association office. 44 Decide on the salary you would like based on what you think you are worth to your employer and the appropriate market rate. 44 Prepare a work program with targets for the next twelve months so that your employer will be able to see how they will benefit from your contribution.
REMEMBER
!
t rate K now your marke L ist your sucesses B e confident.
44 Consider whether you will include an ‘at risk’ (variable) element in your remuneration package (see the performance pay section). 44 Be self assured and confident in your approach to negotiations with your employer. But do not overplay your hand and become too arrogant, or alternatively, allow yourself to be dominated in the discussion. 44 Do not jump the gun by trying to present your case immediately after you walk through the door. Observe the demeanour of your manager and listen first. It might well be that your manager will commence by making some comments on your performance over the past year.• 44 If things don’t work out so well, you shouldn’t threaten to resign in the heat of the moment. Nobody likes to be threatened, and it may be that your offer to resign is accepted. Aim to get a better understanding of the issues. so that you can make a properly considered decision once you have had the opportunity for reflection (and APESMA advice).
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Induction process
Payment should accurately reflect the nature of the work carried out, and should be equitable for all people carrying out the same job.
Performance and salary reviews
In this way you can access the worth of a new role that may attract you or justify a review in your current role when you have taken on more responsibility.
44Typical process
To evaluate your job, you need evidence of:
44How to prepare and maximise the outcome of a performance review
44 job size
44What is a fair process for a performance review?
44 skill requirement
44 complexity
44Performance Pay
44 intensity
44Fixed remuneration
44 responsibility and/or
44Variable remuneration
44 accountability.
44Process
One way of assessing this is to use a points factor assessment system. It is an analytical method which breaks down each job into its composite factors; this can occur using evaluation system such as those provided by Mercer, Hay and other consulting firms. Some organisations have developed their own versions of these systems. APESMA can advise you on formal job evaluation systems and assist you to undertake a job evaluation assessment.
44Salary Reviews
44Tips on individual salary negotiations
44More tips on individual salary negotiations 44Job evaluation
Promotions
Training and further education Career plan
Changing Jobs
REMEMBER
!
ers use job Some employ regularly evaluation to ns. level of positio reassess the ide you with This might prov to obtain a an opportunity salary increase
Once you role has been evaluated, a relative salary within your organisation as well as in the marketplace can be determined. The latter process uses market rates surveys. Your organisation will usually have a policy on how to apply these relativities, i.e. whether it pays at the higher end of market rates, or relies upon other aspects of the employment environment to attract and retain preferred employees. Issues can arise in the relative value assigned to specialist skills and responsibilities in 'off the shelf' assessment methodologies – for example, giving a higher weighting to roles that require PhDs or take high levels of safety responsibility. Again, if you have concerns, ask APESMA for advice. Print page
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The Association of Professional Engineers, Scientists & Managers, Australia
Starting a Job
4 Getting a Job
Job Offers
Starting a Job
Work expectations
Promotions
Induction process
Because you deserve one!
Performance and salary reviews
Contrary to popular opinion, promotions do not tend to land on your lap. To excel in today’s work environment you must learn to sell yourself. Here we give you some advice on the best strategy to beat the competition and win that promotion.
Promotions 44Promotion checklist
Training and further education
Career plan
Changing Jobs
Going for promotion is usually linked with a pay increase and is often associated with new challenges and new opportunities. A good promotion should also be consistent with the goals of your long term career plan. Different methods of advertising vacancies and accessing internal staff for promotion apply in different organisations. For instance, members employed in public sector organisations should take a close look at the promotion processes documented in the human resource policy manual. So although there is no single formula for promotion, there are however, some basic steps that should form part of your promotion strategy. These are outlined on the following page.
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Starting a Job Work expectations
Induction process Performance and salary reviews
Promotions 44Promotion checklist
Training and further education
Career plan
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Promotion checklist How to promote yourself Compiling information
Evaluating position
Self evaluation
✔✔ Understanding opportunities in your organisation.
✔✔ Get detailed information about target roles.
✔✔ What are my strengths and weaknesses?
✔✔ Does it suit current interests and aspirations?
✔✔ Do I need further training and development?
✔✔ Seek advice and feedback from your supervisor on your prospects.
✔✔ Does it have higher pay?
✔✔ Is this what I want?
✔✔ Are there future opportunities? Prepare your application and for your interview with the same rigour as for an external role.
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Starting a Job Work expectations
Induction process Performance and salary reviews
Promotions Training and further education 44Mentoring
Career plan
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Training and further education Training and education is essential to any role. It ensures continual improvement and in causes employee satisfaction. Internal Internal training is conducted within the organisation, with most employees, particularly graduates, under-taking some form of further training and education when they start a new job. This often consists of the new employee learning what is expected of them in the job, as well as the company’s policies, procedures and techniques. Organisations that have a structured Graduate Program usually include planned training as part of the program. Graduates are exposed to a variety of different roles and operations. It is important when in a graduate program to gain this breadth of experience, to move around into different roles and positions where possible to gain a variety of workplace skills and knowledge. The greater your skills and knowledge, the greater your chance of promotion and/or finding a better job outside your current organisation. Companies can also bring in external training providers to conduct training when they introduce new technology, work practices or changes in the structure of the organisation. Again, participating in this training allows you the chance to improve your skills and knowledge, and thus your employability. External External training and education is conducted outside your organisation you work for. External courses are usually authorised and funded by your employer, where you can gain skills to assist you in your role. Trainig to support your career development is often your own responsibility. Use your career plan to think ahead, and investigate the career options open to you within your company and outside it. Do you want to stay within your current field or move outside it with a career change? Thinking about your options will help you identify any gaps in your skills and knowledge, and help determine how you can develop your professional skills.
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Starting a Job Work expectations
Induction process Performance and salary reviews
Promotions Training and further education 44Mentoring
Career plan
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Mentoring For many graduates the transition from university to work can be difficult. Starting work in a new environment, even with a few years of work experience behind you, and dealing with new policies, procedures and an unfamiliar workplace culture can be daunting. One common solution to this situation is mentoring. While it is usually the supervisor’s/manager’s role to give you on the job training, an internal mentor can generally show you the ropes and help you settle in, using their broader practical knowledge of the organisation.
Eve ry o n e n e e d s a h a n d n o w a n d th e n
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Induction process Performance and salary reviews
Promotions Training and further education
Career plan 44Step 1: Self Assessment 44Step 2: Career plan
4 Job Offers
Getting a Job
Starting a Job
Career plan To successfully plan your career you must know yourself, be aware of your skills and competencies, your strengths and weaknesses, and of what you want in relation to work.
Step 1: Self Assessment esearch career options. What sort of role would suit you? What are the R career options available to you now? What jobs would you like to do in the near future? In the distant future? Would you like to work interstate or overseas? Would you like to change occupations altogether?
Changing Jobs
Use our r online caree t developmen workbook asn.au/ www.apesma. career/cdw/ employment/ index.asp
Narrow down your career options to a number of choices. Identify the skills and experience gap between your current capabilities and what the career options you have chosen require. Assess and research the skills, training and experience you will need to be considered for the positions you would like to hold in the future. Approximately how long will it take you to gain the experience required? Are courses available to fill any skill gaps you identify? Are short courses available or would you have to consider further study at university or TAFE? Are there any prerequisites? Can you develop the skills you need through volunteer work or by being involved in a local community group?
e in o rm a ti o n th e v a h w o n u Yo p re p a ri n g in g e b to d e e n u yo paper a c a re e r p la n o n Print page
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4 Getting a Job
Job Offers
Starting a Job
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Starting a Job Work expectations
Induction process
Step 2: Career PLAN
Performance and salary reviews
Start with your educational qualifications and work experience, your competencies and current skills, summarising what you have identified through self-assessment.
Promotions
Note your current position..
Training and further education
List your short-term (within one year), mid-term (within five years) and longterm (more than five years) goals as bullet points, relating to specific job titles and also to training, personal and professional development. You can include your goals on one continuum, or break them into sections, such as ‘occupational goals’ and ‘training goals’ and so on. Also include the steps you will need to take to work towards achieving each goal.
Career plan 44Step 1: Self Assessment 44Step 2: Career plan
It is important to recognise that obstacles may already exist to achieving some of your goals. Think about what these may be, and include what you identify in your plan. For example, you may have financial commitments that do not allow you to give up full-time work to study. Possible solutions to this hurdle could include studying part-time or doing an online correspondence course. This process can help you consider methods for overcoming obstacles, so try to list different ways of dealing with the obstacles you have identified.
You can then use your career plan to help in focusing on your short and long-term goals. If you find a job advertisement that looks interesting, for example, you can then consider how the job fits in with your overall plan. 44 Will it give you opportunity to expand your skills? 44 Will it place you into an administrative, managerial or technical direction? 44 A career plan should be revisited and revised 44 It should be flexible and adaptable to reflect change in your ideas Print page
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Job Offers
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Changing Jobs Changing Career
Resignation Redundancy
g n i g n a Ch jobs
Did you know? Job satisfaction is often more important than remuneration. Reflect on any reasons for concern and regularly review your current satisfaction against your career plan.
Thanks, you’ve made my day. I’ve recently started in IT recruitment consulting and I have a second job helping to run a fashion store that will expand very soon into multiple stores so this information that APESMA sent will be a great read. Hopefully it will help me think outside the square. Office Coordinator NSW
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Changing Jobs Changing Career 44At a difficult time
4 Getting a Job
Job Offers
Starting a Job
Changing Career
Resignation
The decision to leave your job can be a difficult one. Most obviously, you may consider leaving as you are unhappy or dissatisfied with your current position. Even when things are going well, however, it can sometimes be a good idea to think about leaving, so that you don’t miss out on a good opportunity. Either way, knowing when it is the right time to move on is an important element of successful career management.
Redundancy
At a difficult time
44At a successful time 44Job seeking while working
Changing Jobs
If you are unhappy or dissatisfied in your current position, you may consider looking for work elsewhere. How to best cope with a difficult time at work Some of the signs of a career cross-road
Short term solutions
✔✔ You dread going to work
✔✔ What do you really dislike about your job – is it the actual work? Your colleagues? Your supervisor? The hours of work?
✔✔ You often arrive late and leave early ✔✔ You no longer care about the quality of your work ✔✔ You feel socially isolated in your workplace ✔✔ Work problems are impacting negatively on your personal relationships outside of work ✔✔ You are bored and unchallenged in your job
✔✔ Can you change or have an affect on the cause of your dissatisfaction? ✔✔ If possible, seek advice from a trusted colleague or your mentor ✔✔ Speak to your supervisor or employer – could you spend some time gaining experience in another position or another part of the organisation? ✔✔ Is there a possibility of swapping work or certain tasks with another employee? ✔✔ Is there a possibility of changing your hours of work or your workload? ✔✔ Could you move into another section of your organisation permanently? ✔✔ Will training improve aspects of your current position, or give you a greater chance of promotion? ✔✔ Could a holiday or leave of absence help?
If the above suggestions are unlikely to help improve your situation, you may seriously consider the second option of leaving your current employer. It is usually not advisable to leave your present position until you have organised a new job.
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Changing Jobs Changing Career 44At a difficult time 44At a successful time 44Job seeking while working
Resignation Redundancy
4 Getting a Job
Job Offers
Starting a Job
At a successful time Once you have established yourself and gained experience, it can be a good idea to consider leaving a job when you are experiencing success. This can also be one way of fast-tracking your career in its earlier stages. It can be useful to consider how long you should stay in a position. To help you estimate, consider how long it will take you to make a contribution or impact and gain experience that you can demonstrate to others. Once you have achieved success in your position, you may consider the opportunities for new challenges or promotion in your current organisation.
Changing Jobs
APESMA Career Tip! It is always important to ensure that you keep your skills and qualifications up-to-date, undertake relevant training, and that you keep a record of your achievements in each position.
If you do decide to leave your job in order to take the next step in your career, you should have a clear career objective in mind. It is a good idea to develop a career plan, and to use this to guide your career development. It is always important to ensure that you keep your skills and qualifications up-to-date, undertake relevant training, and that you keep a record of your achievements in each position, but it is even more important if you decide to follow this particular career strategy. This preparation will also assist you in ensuring that your career heads in the right direction.
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Changing Jobs Changing Career 44At a difficult time 44At a successful time 44Job seeking while working
Resignation Redundancy
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Job seeking while working For many people it is obviously not a good idea to leave one job without another new position to go to. Job seeking while you are already working can, however, sometimes lead to a difficult situation once your employer becomes aware that you are seeking work elsewhere. Problems that can arise as a result of your employer discovering your intentions include everything from tension in your work environment to open hostility. Many employers, on the other hand, will not openly react at all, while others still are supportive in this situation. Naturally the response depends on the individual employer. Unfortunately there is no easy solution to this problem, but it is usually a good idea to be discreet and to keep your plans confidential for as long as possible, particularly if you believe that your employer will react badly. If possible, arrange interviews outside of working hours, and organise a reference from a supervisor or manager that you can rely on to maintain confidentiality. It is possible to be discreet for a certain amount of time, but eventually your employer may become aware of your intentions. Try to maintain your normal work effort and continue to interact with your colleagues as usual. Remember that you will probably need a reference from your employer, and that finding a new job might take longer than you expect.
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Changing Jobs Changing Career
Resignation Redundancy
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Resignation Once you have made the decision to leave your job, the next step is, obviously, to inform your employer. If you are leaving the organisation because you were unhappy with your role or dissatisfied with aspects of the organisation itself, it can be tempting to vent your anger through insults and criticisms. This is rarely a good idea, particularly as in most cases you will require a reference from your soonto-be previous employer. Be sure to check your contract of employment or letter of appointment as these often set out your obligations in terms of resignation. Unless otherwise stated, you are generally expected to give one months notice of your resignation, but a shorter period can also be arranged by agreement. If you leave without notice, you are only entitled to be paid up until the date of your leaving. In most instances, you will be entitled to be paid for any annual leave you have accumulated, but not for any sick leave. If you are unsure about your contractual obligations, please contact APESMA for assistance. Providing feedback on the organisation however, is valid, as long as it is appropriate. If you are planning to criticise your employer in your letter of resignation, it is a good idea to ensure that the letter is appropriate. Contact APESMA for advice. Your resignation is usually expected to be submitted in writing. The letter will usually be included in your file, and then serves as a final, and lasting, impression of you as an employee. If your letter includes insults and criticisms, a negative impression of you will remain on file. A positive, wellwritten letter, however, leaves a good impression, and can help counter any minor difficulties that may have occurred before you decided to leave.
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Resignation Redundancy 44More about redundancy
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Redundancy The employment market today is very different to that of previous generations. Working for the same employer for your entire, or even a significant part of your working life is now increasingly uncommon. What is a redundancy? A Redundancy is a Termination of Employment by the employer because the employer:
Redundancies Commonly arise where an employer is:
Rights and Obligations
✔✔ does not need that job done by anyone; or
✔✔ closing part or all of the business;
There are a range of legal obligations regarding the process of redundancy.
✔✔ needs fewer people to do that type of job.
✔✔ restructuring; ✔✔ cutting staff to save costs; ✔✔ Introducing new technology.
Because of this, it is important to contact APESMA for information on your rights and obligations regarding issues such as: ✔✔ consultation requirements with employee(s) and APESMA; ✔✔ notice periods; ✔✔ redundancy pay entitlements; ✔✔ additional termination pay; ✔✔ superannuation implications.
If members become aware of any potential redundancies within their organisation they should immediately inform APESMA. This will allow us time to establish the validity of the proposed redundancy, ensure appropriate procedures are followed, and assist you in gaining your best possible outcome. If you are faced with a redundancy, do not make any commitments or give any undertaking which may prejudice your subsequent rights to reinstatement or an improved redundancy package. Print page
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Resignation Redundancy 44More about redundancy
4 Getting a Job
Job Offers
Starting a Job
Changing Jobs
Redeployment If your position has been declared redundant you may be redeployed or laterally transferred into a new or vacant position. You may be given training to bridge any skill gaps or to gain any required qualifications. Obligations regarding redeployment vary greatly. In the public sector, in some states and territories, government policy prevents forced redundancies. Across the public sector, usually every effort is made to redeploy individuals within the department or within the public sector generally. In private industry, organisations are often obliged under legislation or awards to consult with the workforce when redundancies are likely to occur. During the consultation period there should be an attempt to redeploy any workers made redundant within the organisation, although the likelihood of this being successful depends on many factors, including the size of the company and its financial situation. Outplacement Services Outplacement services are a means of providing employees with an important source of advice and support in the event of job loss. These can include counselling for employees being made redundant, or services such as resume writing and interview skills workshops.
Recrui tmen t Ser vices is ETM Search and Selection ent cem pla an APESMA owned t tha and recruitment agency is operates commercially, and nt me ruit rec g din one of the lea , ing eer agencies for Engin ent Technology and Managem Professionals in Australia. ers There is no charge for memb h wit ails to register their det visit ETM. For more information the ETM website at
Go to the website
APESMA urges members to make use of any outplacement services provided by the employer. If those services are not provided as part of your package APESMA can assist in seeking their inclusion. Financial Advice Because of the complexity of the taxation laws regarding superannuation and lump sum payments, those facing redundancy must seek expert advice in the area. APESMA has entered into arrangements with leading financial advisory companies who can assist you in these matters. Obtaining appropriate financial advice is also recommended to ensure that your entitlements to unemployment benefits and other forms of government financial support are not prejudiced by particular investment decisions. Contact APESMA for further information. Print page
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