HBCAA - Careers

Welcome to Hervey Bay Community Access Association's Careers page. To fulfil our Mission "to enhance abilities to encourage independence through participation in the community by effectively supporting individuals and families through a flexible service" we need dedicated, hardworking people committed to enhancing the lives of people with a disability. Experience supporting people with a disability is not required. We look for people who have the right values and ethics, someone that can be trusted to treat people the same way that you yourself want to be treated, with respect and dignity. All staff are recruited according to Hervey Bay Community Access Association's Equal Employment Opportunity (EEO) and Affirmative Action Policy. All permanent vacancies are advertised externally however casual positions are usually not advertised. (see Process - Recruitment & Selection) An overview of Hervey Bay Community Access Association's approach to equity via Equal Employment Opportunity/Affirmative Action and the policy on Anti-Discrimination

CURRENT POSITIONS

Financial Administrator - Full Time

Please contact us for further information.

STAFF RECRUITMENT

HBCAA seeks to ensure that the right person is selected for positions by using merit based selection.  It is committed also to giving every potential applicant equal opportunity to apply for positions and ensuring that all processes are free from discrimination.  

An overview of Hervey Bay Community Access Association’s approach to equity via Equal Employment Opportunity/Affirmative Action and the policies on Sexual Harassment and Anti-Discrimination are as follows. 

EQUITY POLICIES

Hervey Bay Community Access Assoc. actively supports the provisions of equity legislation including:

• Anti-Discrimination Act;

• Affirmative Action (Equal Employment Opportunity for Women) Act 1986;

• Sex Discrimination Act.

• Equal Employment Opportunity (EEO)

Equal Employment Opportunity (EEO) simply means all employment and management practices operate in a way that gives everyone equality of opportunity in the work place.  EEO requires decision making to be based on clear, predefined, job related criteria in all aspects of personnel management including;

• Recruitment; ~ advertising for position, job description, interview

• Remuneration;

• Conditions of employment;

• Professional development; ~ training

• Promotion; ~ higher duties

• Termination of employment. ~ discipline and dismissal

Successful applicants, who obtain a job  will be based only on merit; the relevant skills / experience / qualifications / aspirations / potential / aptitude of the applicants.  The decision is not based on the basis of sex, pregnancy, age, impairment, political belief and activity, trade union activity, marital status, parental status, race, national origin, religion, criminal record, social origin, lawful sexual activity or other irrelevant consideration.

Discrimination

HBCAA considers discrimination an unacceptable form of behaviour and will not tolerate any form of discrimination, harassment, vilification in the workplace.  HBCAA believe all employees have the right to work in an environment free of discrimination, harassment, vilification and victimisation.

HBCAA is an Equal Employment Opportunity employer.  All employees are treated on their merit, without regard to attributes not applicable to the position.

Under Federal and State anti-discrimination laws, discrimination in employment is prohibited.  The following list are the attributes in the Anti-Discrimination Act 1991 ( Queensland )

It is the goal of HBCAA to create an environment free from discrimination and it is the responsibility of all management and employees to support this goal.

References

Anti- Discrimination Act 1991

Human Rights and Equal Opportunity Commission Act 1986

Equal Employment Opportunity for Women in the Workplace Act 1999

Disability Discrimination Act 1992

Age Discrimination Act 2004

Racial Discrimination Act 1975

Sex Discrimination Act 1984

PROCESS

Recruitment

Prior to commencing the recruitment process, the applicable position description is to be reviewed or developed, covering:

Selection

Permanent Positions

Selection panel shortlists applicants against the selection criteria which includes the applicant’s relevant skills and experience.

Selection panel interview the selected applicants. Applicants are given a copy  of the questions before the interview and time is given for the applicant to read  and make notes on their question sheet.  The interview questions align with  the selection criteria.

Selection panel agrees on suitable applicant.

Advise clearly unsuitable applicants. (at this stage do not advise the suitable applicants)

Casual Positions

CEO and Manager – Accommodation and Community Access to discuss possible employment.

The “interview” will take on an informal process without a list of set questions.   

If the person is deemed suitable and work is available he / she will be asked back for another informal interview with the outcome being decided at this time.

Appointment

All new staff who have been successful will be classified “Casual“ unless it has been an advertised position stating the employment type.  

Letter of Offer of Employment, Employment Conditions and Standard Terms of Employment (Contract) are to be signed by both the CEO and employee.  (In the case of appointing a CEO, a member of the Board of Management will sign)

The Manager Community Access and Manager Accommodation / WHSO will orientate the new worker.

Pre-employment:

H.B.C.A.A. Inc has an obligation under the Qld Workplace Health and Safety Act 1995 and a Duty of Care under the Common law to provide a safe place and system of work for its employees.  Because of the extreme vulnerability of the people supported by H.B.C.A.A. Inc, management has a zero tolerance for alcohol and drug usage while an employee is at work, all employees will be randomly tested whether an employee takes alcohol or drugs at work or whether alcohol or drugs are in the employees system when they attend work.  Employees found to be under the influence of alcohol and/or a drug will be removed from the worksite and appropriate action will be taken.  A condition of employment will be a pre-employment alcohol and drug test together with pre-employment physical assessment conducted by a nominated, registered physiotherapist.  For more information please request a copy of HBCAA-PPI-076 Drugs and Alcohol – Fitness for Work Policy & Practices for your perusal.

More information relating to Hervey Bay Community Access Association Inc. Policies and Practices on Human Resources including Staff Recruitment, Application Package, Applicant Summary, Letter of Offer (Contract), Probationary Process, Disciplinary Procedures, Employee Exit Procedure is available upon request.

For more information please either email us hbaccess@exemail.com.au or phone us on 07 41254211 or click on the link below for an Application Package.  You will need to respond to all the questions on the back page and send it to us with a copy of your Resume / CV  and a covering letter.