2014-01-13 Deamalgamation Report Attachment

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e  Direct placement - based on best fit and at level. Considerations will include alignment
       with  the   employee’s   current  substantive  position  responsibilities, skills and
       qualifications to the new roles.
    e  Closed selection - when, within specific areas, there are fewer roles available in the
       interim structure than identified employees, a competitive merit based selection
       process will occur. In this situation the employee will be asked to provide a current
       resume and a covering letter (maximum 2 pages) for the consideration of the Transfer
       Manager.
    e  Open Internal/External selection - any vacant roles in the interim structure not filled
       through direct appointment or closed selection will be identified to the group of
       transferring employees who have not been assigned to roles in the interim structure. In
       this situation the employee will be asked to provide a current resume and a covering
       letter (maximum 2 pages) for the consideration of the Transfer Manager.
Appointment Process
Where possible, in the first instance, employees will be directly appointed to new roles within
the new Noosa Council interim structure. This will occur where there is a good match between
the employee’s current substantive position responsibilities, position level, skills, experience
and qualifications.
Employees identified to transfer will do so with their existing Sunshine Coast Council
conditions of employment (classification level etc.) and the relevant Sunshine Coast Certified
Agreement will continue to regulate their employment.
Where closed selection is required, the process may include assessment based on
information provided by the employee together with:
    e  Assessments of skills and qualifications, and/or
    e  Proficiency tests, and/or
    e  Assessments of achievements and contributions, and/or
    e  Reference checks, and/or
    e  Performance assessment, and/or
    e  Other methods as may be considered appropriate and reasonable by the Transfer
       Manager.
A role in the interim structure may proceed to open/external selection if there is no apparent
equivalent transferring position and the role is unable to be filled through direct appointment or
closed selection. This situation may arise where there is a position with a particular skill set
required in the interim structure and it is not obvious that there is an equivalent transferring
staff member with this capability.

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