pd-team-leader-community-engagement-july-14 by Windermere

POSITION DESCRIPTION POSITION TITLE:

Team Leader Community Engagement 38 hours per week

CLASSIFICATION:

Band 3.1.4

PROGRAM:

Family Health and Wellbeing

LOCATION:

Narre Warren, Pakenham, Berwick and Cranbourne as well as work performed at the request of the agency at any Windermere location

TENURE:

2 years

DATE:

July 2014

1. HISTORY Windermere Child & Family Services started with the formation in 1851 of what later became known as the Melbourne Orphanage in Windermere Crescent, Brighton – hence our name Windermere. Today, we are a secular, Not-For-Profit that continues to work with some of the most at risk, underprivileged and disadvantaged individuals, families and communities.. We work with individuals, families and communities who are dealing with issues such as physical, emotional and practical support, counselling, advice, education, advocacy and other therapeutic interventions to those affected by these issues. Our range of services and programs include: • Counselling; for individuals and families • Family Violence Counselling; for children and adults • Disability Services; for people living with disabilities, their families and carers • Early intervention services for children 0-6 years with developmental delays or a diagnosed disability • Integrated Family Services; for parents who require assistance with family functioning and parenting • Victims Assistance and Counselling Program; a program which assists victims of violent crime to manage the impact of that crime • Housing Support; for families who are homeless or at risk of homelessness • Early Childhood Education and Care Services; provides in home care as well as Centre Based Long Day care © Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Community Engagement\TL Community Engagement PD July 2014.doc Page 1 Date Doc Created: 16/05/2007 24/07/2014, 1:57 PM

• Communities for Children; community based program to assist disadvantaged families in Cranbourne with children 0-12 years old • Allied Health, including Psychology, Speech Therapy, Occupational Therapy and Physiotherapy; for community and corporate sectors. With headquarters at Narre Warren in Melbourne’s southeast, Windermere assists thousands of individuals, families and communities . We work in arguably Australia’s fastest growing urban corridor, where demand for our services is increasing at an alarming rate. With a staff of over 140, we provide services from 9 locations with major centres at Narre Warren, Cranbourne, Pakenham, Berwick, Officer and in the Gippsland region. 2. OUR PURPOSE, VISION AND VALUES Windermere improves wellbeing in individuals, families and communities by helping to realise their potential, building resilience and connecting people to the community. Our Purpose: We get in early to make a difference in the lives of individuals, families and communities Our Vision: A stronger, connected and supported community Our Values: We believe that everyone is someone in our community where: • Equity is viewed as a natural right • Fairness embraces and incorporates difference • Collaboration results in social good • Opportunity creates empowerment and inclusion

3. POSITION OBJECTIVES, KEY PERFORMANCE MEASURES

RESULT

AREAS,

RESPONSIBILITIES

and

The purpose of this position is to work with and support the Manager Family Health and Wellbeing Services to ensure that provision of quality services is consistent with all Funding & Service Agreements (FASA) and all other contractual agreements and legislation. This role is integral to the organization and the team leader will be supported via coaching, professional development opportunities and other appropriate avenues, in order to achieve the required outcomes. This position will assist the progress of the growth strategy of the Agency and under the direction of the Manager is responsible for the operational day to day service provision within Windermere’s Community Engagement Services and will ensure that the overall service achieves target and budget objectives. The position will move across the Narre Warren, Cranbourne and Pakenham sites with the aim of growing the service within other areas deemed appropriate for the target market. This service area offers a suite of supports for Individuals, families and communities including Communities for Children Program as well as Philanthropic and donor funded supports such as Windermere’s Suicide Prevention Program and Kids on Track. The role will also be involved in supporting community engagement strategies within a placed based environment at the soon to open facility in Cardinia (Toomah). Through the use of the principles of Appreciate Inquiry, the Team Leader will contribute to and implement the goals and aims of the Client Services operational plan, which in turn is underpinned by the Windermere Strategic Plan. © Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Community Engagement\TL Community Engagement PD July 2014.doc Page 2 Date Doc Created: 16/05/2007 24/07/2014, 1:57 PM

The Team Leader will work with the team as well as other Windermere services to strengthen all life areas of individuals, families and communities through developing and maintaining efficient and effective services. This involves planning and evaluation of operations including providing analysis and interpretation of work practices and consumer outcomes. The role also provides mentoring, guidance, leadership and support to all staff within the team and works closely with the Manager, as well as other team leaders across the agency so as to strengthen organisational capacity, develop new services and service models, align policy and practice and to manage organisational change for continual improvement, as well as to promote the work of the organisation.

Key Result Area Job knowledge

Responsibility

Performance Measure

1. Operates flexibly across a range of functions inclusive of contributing to policy development, CQI, internal committees and supports other programs and service areas across the organisation

Engaged with other areas of organisation and cross referrals within organisation are increased

2. Demonstrates competence in standard tasks including supervision of staff, managing budgets, time management, punctuality as well as in holding difficult conversations

Positive team culture, evidenced in staff cultural surveys as well as day to day team interactions 90% staff retention in any given calendar year Budgets within projection or better Punctual for all meetings/events Tasks completed in a timely manner

3. Demonstrates a readiness and capacity to learn new skills and seeks own professional development opportunities, feedback and support as required

Staff supported through timely and positive discussions in regards to areas for improvement, with discussions documented as part of supervision or performance improvement framework Professional development opportunities explored and attended Actively seeks and receives feedback in regards to own performance Directions followed in a positive and timely manner

Judgment and decision making

4. Contributes to and regularly updates the Service Operational Plan, ensuring own program areas meet agreed tasks and timelines, which feeds in to the Strategic Operational Plan 5. Works without direct supervision

Areas of responsibility are included in the Service Operational Plan and actively worked on and achieved within agreed timelines Works autonomously and makes timely and responsible decisions for programs of responsibility, within delegation

6. Seeks guidance and advice in relation to difficult matters within an appropriate timeframe from the Service Manager, General Manager Client Services or Manager Human Resources as relevant

Difficult matters are discussed with the Manager and then managed appropriately

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7. Manages issues upwards to Manager or General Manager as required and in a timely manner, such as critical issues, death of a client, OH&S concerns, events likely to hit media as well as other issues as relevant

Manager and General Manager is aware of all critical issues in a timely manner, either immediately or next business day OH&S Reports completed within 24 hours Incident reports completed and provided to Manager and GM Client Services within the required timelines

In consultation with the Manager, support the review and implementation of risk analysis. Communicati on Skills

Risk analysis is maintained at best practice standards

8. Communicates appropriately and in a timely manner to external stakeholders such as clients and funding bodies, including via phone, face to face, email and fax as well as regular reporting as required.

Stakeholders are engaged and respected

9. To attend on prearranged dates around supervision and agency wide and MAG training including agency forums and be actively involved in the 6 week performance review, 3 and 6 month probationary review and a recurring annual performance review with the relevant supervisor

100% attendance at all internal reviews and agency events

Attendance and participation at relevant internal and external working groups and forums

Positive work place relationships, and in all conversations, Windermere and staff are spoken about positively.

Strong relationships built with internal and external stakeholders evidenced by positive feedback in regards to team work and overall contribution and respect of others Membership on or participation in committees / working groups / SOP

Leadership and Wellbeing

10. At all times displays appropriate professional behaviour, eg respect, inclusiveness, fairness, confidentiality, honesty Establish and maintain positive working relationships with colleagues that are fair, professional, supportive and respectful.

Positive work place relationships, and in all conversations, Windermere and staff are spoken about positively. Positive team culture and high staff retention

11. Take own lunch and tea breaks as per Windermere Policy

Observed by staff in order to role model

12. Work with staff to create a positive team and organisational culture, promote Windermere values and strategic directions

Lead by example

Foster a culture of openness, transparency and accountability

Individual staff performance as well as team issues are well managed with no requirement for external HR/IR consultants Speaking positively of Windermere and its entire staff and consumers

Foster a culture of inquiry, learning and community through collaborative leadership that is reflective of Windermereâ&#x20AC;&#x2122;s values

Team building days held balance between tasks and fun / humor

13.Take own annual leave and health and wellbeing leave as per Windermere Policy 14. Delegates tasks to other staff that sit within their PD’s and delegations

15. Actively promotes and assists in the growth and development of direct supervisory reports, such as in creating acting up opportunities, training events and mentoring

Results of employee engagement survey analysed and key areas for improvement noted and worked through with team, and reported back to Manager and General Manager Leave taken annually according to Windermere policy All staff are working according to their roles and delegations Team Leaders and Assistant Manager/s are actively supporting and managing their staff, and decision making occurs according to their delegation Coaching of staff via provision of honest feedback and affirmation and captured in supervision notes Staff are provided with acting up and secondment opportunities Staff continue to develop and grow, evidenced by increased leadership skills

Staff related Activities

16. Promote team to work within the Windermere Well-being Framework in accordance with the principles of Appreciative Inquiry

Exhibit workplace practice, actions and behaviours in line with Windermere’s Well-being Framework

17. Recruitment of staff in a timely manner

Vacant roles are discussed with Manager and recruitment paper work is lodged with HR within 2 weeks of a resignation of a current staff member or new funding allocated.

18. Staff are orientated and trained in all relevant Policy, procedure, guidelines, legislation and standards, and that these are adhered to

Policies, procedures, guidelines and legislation are understood and adhered to. Staff complete all mandatory training, including induction

19. 80% minimum supervision of staff within whole team once a fortnight (pro rata) as evidenced by supervision notes

Supervision audit, documented monthly within supervision framework/workplan

20. Ensure that staff take annual leave, RDO’s and TIL as per Windermere Policy

Leave is taken by all staff in accordance with Windermere Policy and audited in ADP

Manage all annual, sick leave, TIL and RDO’s for team through the use of ADP and timesheets 21. Ensure that staff take lunch and tea breaks as per Windermere Policy

Noted on timesheets

22. Where possible one conference abstract submitted by team annually 23. All staff attend on prearranged dates around supervision and agency wide and external training including agency forums and that all staff are actively involved in their 6 week performance review, 3 and 6 month probationary review and a recurring annual performance review with the relevant supervisor, inclusive of annual review of

Abstract submitted Reviews conducted and provided to Manager in a timely manner 100% of PD’s and contracts are up to date

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position descriptions Together with staff, identify training needs and develop individualised training programs, including compulsory training to eliminate potential risks where required (such as food handling and first aid) 24. Ensure productive and positive team meetings are held on a regular basis, encouraging staff to take on various roles within these meetings Team meetings focus on relevant practice, policy and protocol issues to create a diverse, creative and skilled team to support the lives of individuals, families and communities 25. Support Manager, as required, in the timely completion of contract information relating to employment / secondment / higher duties/role changes of staff within team Develop and support succession planning and professional learning opportunities for all staff. Provide effective mentoring and coaching of staff Budget/ Finance

26. Contribute significantly to the development of, and under the direction of the Manager, oversee implementation of budget for the Service

Training is sourced and attended Training forms are completed and submitted to HR

Team meetings held, minuted and items are actioned Team meetings are positive and facilitated using an Appreciative Inquiry framework

Paperwork completed at least two weeks prior to the change in role

Key staff are developed and provided with coaching/mentoring and acting up opportunities Budget is within forecast Resources are managed well

With the Manager, liaise with Finance Staff and the Accountant as required

Budget is administered in compliance with accounting policy

Under the direction of and in discussion with the Manager, implement strategies to ensure service delivery viability and optimum utilisation of all services

Consumer fees policy in place, and complied with Positive audit results

Monitor adherence to financial delegations and other financial policies 27. Seek to achieve a minimum of 3 submissions per service area per year to government or other funding bodies for additional funding and service initiatives inclusive of fundraising for equipment or applying for minor grants

3 possibilities explored and submitted

Identify opportunities for growth and development and actively pursue same in line with Windermere Strategic Plan Compliance related activities

28. Ensures program compliant with all relevant service agreements and regulations

Compliant

Participate in the evaluation of programs / audits

Audits conducted and passed

Ensure timely completion of Incident Reports and forward to Manager in order for Windermere to adhere to legislated timelines

100% FASA compliance Incident Reports completed

Regularly review individual and team performance against KPIâ&#x20AC;&#x2122;s and implement corrective action where necessary Discussed with Manager in supervision ÂŠ Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Community Engagement\TL Community Engagement PD July 2014.doc Page 6 Date Doc Created: 16/05/2007 24/07/2014, 1:57 PM

29.Ensures program compliant with all relevant standards/legislation; OH&S EEO Industrial Relations Privacy

Compliant

30.Oversees the implementation of Program Targets and report back to Manager monthly on same

All targets achieved, and seek to achieve 10% over set targets annually. Targets reported to Manager by the 7th of the month, for the month prior inclusive of year to date cumulative All case notes and client contact hours (direct and indirect) completed in mandatory Windermere and funding body data systems within 3 days of actual client contact

Oversee CRISSP and other client management data entry to ensure compliance

Evidence for demand / unmet need is documented and then analysed twice per year, July and January. File audits are conducted as per internal requirements and timelines with a minimum of 80% compliance achieved

Policy Development and CQI

31. Ensure that the learning’s from research, client feedback, data and service expertise are integrated into practice and service development

Evidenced by CQI and documented

32. Familiar with and adhere to Windermere’s Policies and Procedures

Policies read, understood and adhered to

33. Utilises the tools, templates and or supports designed to assist supervisors in effective and compliant workforce management

Tools utilised, inclusive of PDs, supervision, contract information, performance improvement

Issues of concern or non compliance are addressed in a timely manner, and discussed with staff openly and that staff are supported to address any concerns and improve performance as appropriate

Kids on Track

Conversations of performance are documented in line with policy and discussed with Manager

34.Grievances or complaints managed in line with Windermere policies – systemic issues identified and addressed

Grievance procedure followed

35. In conjunction with the Manager, risk management strategies employed and reviewed quarterly

Risk management procedure followed

Maintain a high level of awareness in regards to risk management, implementing appropriate action to eliminate or mitigate risks end ensure client/worker safety as well as organisational reputation and viability 36. Ensure that this program delivers group sessions (Series of 8 sessions per group) to three schools per term

Risks are eliminated or mitigated

Liaise with schools serviced in order to continue to build relationships and ensure expected outcomes are achieved

32 Groups are conducted per calendar year Meet with relevant school staff at least twice per year, per school.

Support the KOT worker via regular supervision and © Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Community Engagement\TL Community Engagement PD July 2014.doc Page 7 Date Doc Created: 16/05/2007 24/07/2014, 1:57 PM

guidance/direction Supervision is documented Under direction of Manager, ensure program operates within budget Program ends financial year within budget Risk assessments are conducted regularly, especially when commencing at a new school Program outcomes are monitored via pre and post questions with consumers, and analysis conducted and report provided to Manager

Risk assessments are conducted and any risks raised with Manager and a plan developed to mitigate risks Report provided to Manager at end of each term

Source and prepare suitable funding submissions to ensure ongoing viability of program Suicide Prevention Program

37. Provide supervision, support and direction to the Program Officer Under the direction of the Manager, attend relevant network meetings and forums as relevant to WSSP

Supervision is documented Windermere is represented at network meetings and forums, and minutes are provided to Manager

Program achieves all targets and outcomes as per term and annual work plans

Targets and outcomes are achieved

Liaise with stakeholders to continue to promote the program

Stakeholders are engaged and informed

Under direction of Manager, ensure program operates within budget and scope

Program ends financial year within budget

Source and prepare suitable funding submissions to ensure ongoing viability of program

Communities for Children

38. Provide effective, efficient and professional office management to support project, community members, community partners and other professionals Assist project staff to achieve required outcomes in a timely manner

Project Outcomes are achieved CP outcomes are achieved

Assist, support and monitor achieve agreed outcomes

Community Partners to

Complete reports and submit to Manager and General Manager Client Services for reading prior to sending to DSS

Reports are submitted to DSS by due date (Feb 28 2014 and 31/07/2014)

Work with Manager to prepare EOI for new community projects and support this process

EOI process is developed and implemented.

All outcomes are achieved as per Funding and Service Agreement

Outcomes are achieved

Community Partners achieve agreed outcomes as per submissions All reporting for DSS is completed in a timely manner

Toomah

Provide emerging research and evaluation information to the Manager, the CFC team and Committee

Documented in work plan and fed in to Strategic Operational Plan

Provide relevant advice and information on pre and post consultation to the Manager, the CFC team and Committee

To do so as required

Collect reporting and evaluation data from Community Partners quarterly

It occurs quarterly

Liaise with Manager, General Manager Client Services and Marketing Team in relation to any media and publicity

Relevant staff are consulted and permission gained prior to any media / publicity agreed to

Petty cash reimbursements are approved and processed in a timely manner and according to Windermere policy

Process adhered to

To contribute to and support Community Engagement within a placed based environment-Toomah

As negotiated with Manager/GM/CEO

The employee will be expected to perform other duties outside those set in the position description as directed from time to time which are within the employee’s skill, qualification, experience and competence level to meet the agencies operational needs. Where there is inconsistency between KPI’s in this Position Description and those within the Agency Objectives, the Agency Objectives will stand.

4. JUDGEMENT & DECISION MAKING The incumbent is expected to work without direct supervision though receives support and direction in the overall functioning of their program. It is expected that objective judgments be shown in all decision-making processes with reference to Windermere’s policy and procedure manuals. • • •

Day to day decisions will be expected to ensure the adequate supervision and safety of staff and clients involved in this program. Problem solving, within area of expertise, and decisive actions will often be needed. Guidance and advice in relations to difficult matters will be available within an appropriate time frame from the Manager or General Manager Client Services.

5. INTERPERSONAL SKILLS You will have a unique blend of: Sector expertise and strengths based practice; a sound understanding of integrated service models; proven skills in people leadership; significant and demonstrated experience in service delivery and compliance; as well as knowledge of basic financial reporting requirements. As a leader, you will coach and mentor staff while providing day to day operational direction of Community Engagement Services. Your collaborative leadership approach and excellent communication skills will ensure you build strong alliances that support and promote the organisation. Your ability to think critically and provide innovative solutions will support program and systems development. Cultural competence and your ability to manage relationships and build effective professional networks will be key.

6. ORGANISATIONAL RELATIONSHIPS Line Manager:

Manager Family Health and Wellbeing

Supervises:

Project Assistant Communities for Children, Program Officer Suicide Prevention, Kids On Track Youth Project Officer

Internal Relationships:

All Windermere staff and volunteers

External Relationships:

Relevant networks, peers, consumers and other stakeholders

Windermere’s Organisational Structure Board of Governance

Risk & Compliance Committee

Finance & Audit Committee

Executive Committee

CEO

Quality Improvement

Client Services

Housing and Victims of Crime Program

Early Intervention and Disability Services

Early Childhood Education and Care Services

Family Health and Wellbeing Services

Corporate Services Community and Corporate Relationships

Property and Administration

Human Resources

Finance/ Accounts and Payroll

Information Technology

Community Partnerships and Marketing

7. KEY SELECTION CRITERIA Knowledge, Skills and Experience: Tertiary qualification in Social Work, Community Development, Social Science or similar discipline Post Graduate qualifications in Social Work, Social Science, Community Development, Management or another related discipline, or working towards/ willing to work towards same will be highly regarded Minimum 4 years experience supervising and leading staff Stakeholder and change management skills, evidenced by achievement of positive outcomes and positive team culture Proven ability to implement and evaluate systems, policies and processes that support innovative service delivery Skilled in: Established skills in the delivery of strengths-based, family-centred and child-focussed approaches to service delivery; Minimum of 4 years experience leading teams who work with children, families and individuals with complex needs Demonstrated compliance with relevant legislation and guidelines relating to the delivery of Services Community Development Personal Qualities: A connection with and ability to advocate and work in accordance with Windermere’s vision, values and philosophy Results orientated Adaptable, flexible and resilient © Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Community Engagement\TL Community Engagement PD July 2014.doc Page 11 Date Doc Created: 16/05/2007 24/07/2014, 1:57 PM

Demonstrated confidence and able to take initiative Ability to facilitate critical reflection on practice General Current Victorian Drivers License Ability to use a computer and all relevant technology Willingness to undertake a Police Check and Working with Children Check

CONDITIONS OF EMPLOYMENT Terms and conditions of employment are in accordance with the Employment Agreement and Windermere Child and Family Services policies and procedures. Pre-Employment Disclosure - All appointments are subject to the candidate completing a PreEmployment Disclosure Form regarding pre-existing illnesses or conditions that may affect their ability to perform the inherent requirements of the position and consideration of the completed form by Windermere. Medical Examination - All appointments are subject to the satisfactory completion of a preemployment medical examination at Narre Warren Medical Centre at Windermere’s expense. Windermere will be advised by the medical practitioner whether the individual is fit to perform the role. Any medical opinion obtained by Windermere in respect of an unsuccessful candidate will be destroyed at the end of the selection process. In the case of an appointee, the medical opinion obtained will be stored in a secure location. Probation Period - The first three (3) months of your employment is a probationary period in which either of the partied may terminate your employment on 1 day’s notice in writing to the other party. At any time during, or at the end of the three month probationary period, the Employer may advise you as to whether and/or on what basis your employment will continue beyond the initial probationary period. A qualifying period of six (6) months applies to your employment. After the 3 month probationary period is completed, one weeks notice is required by either party upon termination in the final 3 months of the qualifying period. Police Record Check - All appointments are subject to a clear National Police Record Check. Working with Children Check – All appointments (dependant on position responsibilities) are subject to a clear Working with Children Check. The appointee is required to provide details of the Working with Children Check to Human Resources. Occupational Health & Safety – To adhere to OH&S policies, procedures and guidelines and use all the necessary safety equipment provided and to report any defect in any such equipment or workplace hazards as soon as it comes to your attention. Smoke free environment - Windermere is a smoke free working environment. Place of Employment - You may be required to report for duties and work from any of Windermere’s work locations throughout the service region. Qualifications - The successful applicant will be required to substantiate formal qualifications.

10. WORK AND FAMILY BALANCE © Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Community Engagement\TL Community Engagement PD July 2014.doc Page 12 Date Doc Created: 16/05/2007 24/07/2014, 1:57 PM

Windermere understands the importance of promoting a family friendly working environment that seeks to support staff to find a healthy-work life balance. Salary Sacrifice - Windermere employees have the option to access Salary Sacrifice through an external provider. Staff on an Employment Agreement can access this very generous provision of up to $16,050 as tax-free salary sacrifice for both full time employees and part time employees. Annual Leave - 4 weeks annual leave (cumulative) on full pay for 12 months continuous service. In addition 17.5% leave loading will apply to the total remuneration package. Personal Leave - Windermere offers 12 days personal days per year of employment (Accrued and Pro rata) Christmas Break - As a sign of good faith, Windermere offers all staff time off between Christmas and New Years. This is subject to the organizational performance and considered annually. Internal working Wellbeing and Rewards Committee (WARC) - Windermere values staff opinions and thoughts relating to employment benefits and working conditions, and have committed to the establishment of a WARC. This committee comprises staff members to advocate on behalf of service divisions. All recommendations from the committee are heard and considered by management for implementation. Professional Development and Training - Windermere offers all staff members allocated monies and training hours to invest into their professional development relating to their field of work each year. Infection Control - Yearly Flu vaccinations are available for all staff. Ergonomic Assessment - A professional ergonomic assessor will conduct a workstation assessment for each of the staff members within the various Windermere offices at the completion of their probationary period, and provide insightful advice and recommendations concerning individual workstations. The position may require some work outside of Windermere’s ordinary operating hours from time to time. Windermere is an equal opportunity employer and values diversity. Where possible, Windermere will examine ways to reasonably modify work practices to accommodate the successful applicants.

11. APPLICATION DETAILS To maximise your opportunity for employment, it is recommended that you provide the following information: • • •

Covering application letter Statements addressing the key selection criteria required in the position description Current Resume that includes a minimum of 2-3 referees Windermere conducts thorough and detailed reference checks for short listed candidates. Shortlisted applicants will be asked to provide copies of relevant qualifications at interview.

Under Victorian Workcover legislation, it is the successful applicant’s duty to advise Windermere of any pre-existing condition, which could be aggravated by the type of employment they are applying for. Failure to do so will seriously jeopardize any entitlement the employee might have for a work related aggravation of that non-disclosed pre existing condition. Closing Date: 8th August 2014 For further information about Windermere, please visit www.windermere.org.au Please send your application to:

Julie Knowles Manager – Family Health and Wellbeing julie.knowles@windermere.org.au 48 Webb Street, Narre Warren, Vic 3805

I have read this document and agree to undertake the duties and responsibilities listed above. I acknowledge that: • The PD is an indication of the duties and responsibilities that I may be required to undertake. Additional or other duties and responsibilities may be allocated to me. Where additional training and support is required to fulfil extra or other duties of a similar level of responsibility, it will be provided within the guidelines of Windermere’s Training and Development policy. • The PD will be reviewed regularly in consultation with me. • The Key Performance Indicators (KPIs), where included in this document, are indicative. KPIs will be set by the immediate supervisor in discussion with me, for each year (or another set period) and my performance reviewed against those KPIs. Occupant: Name _________________________________________ Signature ______________________________________ Date ________________________