Elements and Performance Criteria
- Identify, seek appropriate interpretation of and implement awards, workplace and union agreements and policies relating to industrial matters in the workplace
- Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained
- Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process
- The legitimate role of unions in the workplace is recognised by managers who maintain effective consultative processes
- Settle employee grievances and complaints
- Routine workplace grievances and complaints are settled to the satisfaction of the parties without the need for reference to outside assistance
- Settlement of routine workplace grievances and complaints is undertaken under the guidelines of legislation and the organisation's policy and procedures
- Routine workplace disputes are resolved quickly and with minimal cost and loss of productivity
- Assess and apply information about human resource principles, industrial democracy and freedom of information within the workplace
- Information is assessed and accurately applied within the relevant context
- The working environment is equitable, safe and conforms to legislation, government policy and organisational requirements
- Appropriate action is taken to advise management of unsafe or discriminatory situations within the workplace that require non-routine intervention
- Administer and instigate routine disciplinary action in accordance with policy and procedures
- Routine disciplinary matters are investigated to examine possible actions and to ensure that the designated senior officer receives a correct and comprehensive briefing
- Routine disciplinary matters are dealt with in accordance with the organisation's procedures
- Non-routine disciplinary matters are referred to the appropriate supervisor in accordance with the organisation's procedures
- Appraise personnel seeking promotional opportunities and coordinate promotional activities
- Evaluate and utilise the expertise of personnel
- Produce career and succession plans for the workplace
- Establish performance indicators in the workplace
- Performance indicators are established to ensure optimum efficiency of the individual and/or team
- Individuals and/or teams in the workplace are informed of the required performance standards and indicators
- Performance indicators are reviewed with individuals and/or teams to ensure they match the organisation's requirements
- Identify development needs of personnel in the workplace
- Identify, seek appropriate interpretation of and implement awards, workplace and union agreements, and policies relating to industrial matters in the workplace
- Awards and workplace agreements are appropriately applied in the workplace and where necessary, appropriate interpretation of industrial matters is obtained.
- Organisational policy regarding industrial relations is communicated to all levels of personnel as part of the employee consultative process.
- Role of unions in the workplace is recognised and consultative processes are followed.
- Appraise personnel seeking promotion opportunities and coordinate promotional activities