6.0 Human Resources

Human Resources

6.0

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6.0 Human Resources Contents Preamble ............................................................................................................................. 3 6.1 Human Resource Management Systems ...................................................................... 3 6.2 Recruitment and Selection ............................................................................................. 4 6.3 Induction, Training and Development ............................................................................ 4 6.4 Support, Supervision and Feedback .............................................................................. 5 6.5 Employee Grievances and Disputes .............................................................................. 5 Procedure ............................................................................................................................ 6 Additional HR Policies ...................................................................................................... 6 Supporting Documents ........................................................................................................ 7 Policies ............................................................................................................................. 7 Forms ............................................................................................................................... 7 Information Sheets ........................................................................................................... 7 NGO Training ................................................................................................................... 8 Legislation ........................................................................................................................ 8 Human Services Quality Standards ..................................................................................... 9 6 Human Resources......................................................................................................... 9 Delegation of Authority......................................................................................................... 9 Version Details ................................................................................................................... 10

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Preamble BigDog Support Services Pty Ltd and Scottvale Health Club (BigDog) ensures that all workers are competent in relation to their role, hold relevant qualification, and have relevant expertise and experience to provide person-centred supports in order to meet each client’s support needs.

BigDog is an equal opportunity employer, giving clear recognition to those disadvantaged by race, gender, disability or any other marginalising factor. Human Resource objectives must be to level the playing field for any applicant for positions required by BigDog. This is to be achieved through a clear recognition of the role and the skills required to complete the tasks.

BigDog ensures that working conditions for workers comply with relevant legislation and that they are comparable with industry standards. BigDog will apply the following principles to all aspects of its relationship with personnel: Fairness and equity.

Respect for individuals, their privacy and confidentiality.

Accountability for actions and performance.

Support and encouragement for professional development.

Understanding and workplace flexibility for personal needs.

Promotion of a healthy and supporting workplace culture.

BigDog has a Recruitment Selection Procedure which ensures that the best applicants are employed for support positions.

6.1 Human Resource Management Systems BigDog has robust human resource management systems that are consistent with regulatory requirements, industrial relations legislation, work health and safety legislation and relevant agreements or awards.

BigDog ensures that: Human resources are managed to ensure that adequate numbers of appropriately skilled and trained workers are available for the delivery of services to clients using services.

Buildings and the physical environment where services are delivered are safe.

Risks associated with employees’ rights and workplace health and safety are managed effectively and in accordance with legislation.

BigDog has processes for human resource management in place that include support of: Non-discriminatory human resource practices.

The application of equal employment opportunity principles.

The elimination of bullying and harassment.

The consistent application of the SCHADS award.

Safe work practices Safe work environment 6.0 Human Resources

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BigDog ensures compliance to legislative and regulatory requirements for selecting, training and management of staff, including checks such as Working with Children and the NDIS Worker Screening.

6.12 Payroll 6.13 Domestic and Family Violence

6.2 Recruitment and Selection BigDog has transparent and accountable recruitment and selection processes that ensure people working in BigDog possess the knowledge, skills and experience required to fulfil their roles.

BigDog has recruitment and selection processes that include: Position descriptions for all roles.

Processes for advertising or promoting available positions.

Merit-based selection and recruitment processes.

Processes for appealing recruitment and selection decisions Processes for staff leave and backfill arrangements that ensure continuity of service delivery.

6.2.1 Interview

6.3 Induction, Training and Development BigDog provides people working in BigDog with induction, training and development opportunities relevant to their roles including: Induction processes that address mandatory requirements and the knowledge necessary to fulfil a role within the organisation.

Qualifying periods and review processes.

Identifying and responding to the learning needs of people working in the service.

Processes for communicating organisational requirements (e.g. administrative duties, timesheets and record keeping) as well as role specific requirements to staff.

Processes for staff to identify, apply for and attend/participate in learning and development opportunities.

6.3.1 Induction 6.3.2 Probation 6.3.3 Trainees 6.3.4 Volunteers

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6.4 Support, Supervision and Feedback BigDog provides ongoing support, supervision, feedback and fair disciplinary processes for people working in BigDog including: Supervision processes for people working in BigDog. Performance management processes.

Debriefing processes for staff.

Strategies to promote and encourage staff/volunteer retention.

Monitoring processes for sub-contracted/brokered staff.

Processes to support volunteers to do their jobs well and safely.

Demonstrated adherence to current industrial legislative requirements in regard to disciplinary processes, including discipline for specific breaches of conduct, demotion and dismissal.

6.5 Employee Grievances and Disputes BigDog ensures that people working in BigDog have access to fair and effective systems for dealing with grievances and disputes including: Making staff aware of their right to raise grievances and to have disputes resolved.

Making staff aware of their right to access support when involved in grievances and/or disputes.

Ensuring stakeholders are informed of the outcomes of grievances and/or disputes where appropriate.

How BigDog will maintain and respect people’s right to privacy and confidentiality in managing grievances and disputes.

Access to worker assistance programs that provide counselling and/or other services.

Processes for engaging external grievance investigation companies who can provide an objective investigation into grievances if required.

6.5.1 Termination 6.5.2 Misconduct 6.5.3 Abandonment of Employment

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Procedure BigDog has robust processes in place for attracting, recruiting and selecting workers. All applicants have access to fair, transparent and equitable process that reflect equal opportunity.

BigDog recruitment, human resources, and worker screening practices align with legislative and regulatory requirements.

BigDog workplace is free from discrimination and harassment and follow robust processes and practices to reduce the likelihood of this occurring.

BigDog practices comply with all employment-related legislation, including the Human Rights Act 2019.

The National Principles for Child Safe Organisations outline the importance of BigDog having effective policies and procedures that document how BigDog is safe for children and young people and also emphasise the importance of embedding child safety and wellbeing in organisational leadership, governance and culture.

Additional HR Policies 6.8 Dress Code 6.9 Social Media 6.14 External Interest

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Supporting Documents Policies 2.7 Human Resource Management 6.1 HR Management Systems 6.2 Recruitment and Selection 6.3 Induction, Training and Development 6.4 Support, Supervision and Feedback 6.5 Grievances and Disputes

Forms CareMaster Employee Choosing a Super Fund Employee Confirmation Agreement Employee Details Employee Grievance Report Employment Application Employment Induction Checklist Employment Interview Checklist Employment Numeracy and Literacy Employment Reference Check Interview Summary Form Offer of Employment Tax File Number Declaration

Information Sheets Code of Practice Complaints Flowchart Employee Induction Manual Fair Work Australia National Employment Standards (NES) Position Description Support Worker Induction Manual WHS Induction Manual

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NGO Training CareMaster Worker App Child Safe Organisations Code of Conduct Code of Practice Compulsory Items Feedback, Compliments and Complaints Introduction to Disability Support Part 1 Introduction to Disability Support Part 2 Meet the Management Team NDIS Code of Conduct NGO Training Service Information

Legislation Human resources management in Queensland is governed by a combination of Commonwealth (federal) and Queensland state legislation. BigDog must comply with both where applicable.

Anti-Discrimination Act 1991 (QLD)Child Safe Organisations Act 2024 (QLD) Disability Services and Inclusion Act 2023 (Cwth) Fair Work Act 2009 (Cwth) Industrial Relations Act 2016 (QLD) Long Service Leave Act 1955 (QLD) Privacy Act 1988 (Cwth) Queensland Work Health and Safety Act 2011 (QLD) Safe Work Australia Act 2008 (Cwth) Taxation Administration Act 2001 (Cwth) Vocational Education and Training Act 2012 (Cwth) Work Health and Safety Act 2011 (Cwth) Workers’ Compensation and Rehabilitation Act 2003 (QLD)

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Human Services Quality Standards The Standards set a benchmark for the quality of service provision. Each Standard is supported by a set of performance indicators which outline what BigDog is required to demonstrate to meet that standard.

6 Human Resources Effective human resource management systems, including recruitment, induction and supervisory processes, result in quality service provision.

6.1 BigDog has human resource management systems that are consistent with regulatory requirements, industrial relations legislation, work health and safety legislation and relevant agreements or awards.

6.2 BigDog has transparent and accountable recruitment and selection processes that ensure people working in the organisation possess the knowledge, skills and experience required to fulfil their roles.

6.3 BigDog provides people working in the organisation with induction, training and development opportunities relevant to their roles.

6.4 BigDog provides ongoing support, supervision, feedback and fair disciplinary processes for people working in the organisation.

6.5 BigDog ensures that people working in the organisation have access to fair and effective systems for dealing with grievances and disputes.

Delegation of Authority Name

Position

Details

Courtney Carroll

Director

Authorise review and implementation

Ann Paull

Secretary

Company Secretary

Steven Paull

Policy Management

Policy management, review and training

Monique Paull

HR Manager Lawyer

Ensure compliance by employees

Joel Canning

Accountant

Taxation compliance

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Version Details This policy will be reviewed every twelve (12) months unless circumstances deem it necessary to review earlier. The review process will involve an analysis of the usefulness of the policy and to note any changes which are required to improve the policy.

If minor changes are made in wording or to clarify the intent, the version number will indicate this by adding a ‘point’ i.e. Version 1.0 indicates the original version and 1.1 with the first round of minor changes made. A significant change or intent of the policy will be indicated by a whole new number i.e. Version 2.0.

The following rules also apply in interpreting this policy: • Headings are for convenience only and do not affect interpretation.

• A singular word includes the plural and vice versa.

• A word that suggests one gender includes the other genders.

Date July 2009 March 2011 March 2012 October 2013

V

Details

1.0 New Policy 1.1 Updated BDS to BigDog Updated Service Provider to BigDog 1.2 Header includes new logo and page of pages 2.0 Policy name change from Recruitment, Employment and Development to Human Resources HSQS Indicators replace Service Standard Indicators Training sub-heading added to Supporting Documents

April 2014

2.1 Policy ratified by Community Committee

February 2015

2.2 Updated term 'Client' to NDIS term 'Participant'

August 2015

2.3 Fair Work summaries added

July 2016

2.4 Updated policies to procedures Deleted information about giving the applicant a copy of Information about BigDog kit Removed reference to the NDCO Factsheets Deleted ‘full-time or part-time’

January 2017

3.0 Included HSQS Indicators within policy statements

January 2019

4.0 Updated to new logo and style guide

January 2020

5.0 Removed HSQF Standards Indicators and Policy matched with NDIS Practice Standards and Quality Indicators Front cover updated to Standards colour identification Supporting Policies updated 5.1 Updated Responsible Officers details Changed ‘the director’ to ‘the directors’ Introduction of BigDog Training Portal and modules

January 2021

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Date

V

Details

January 2022

5.2 Included Employee Leave section, Operations Manager NDIS Practice Standards November 2021 Version 4

January 2023

6.0 Created 6.0 Human Resources Policy separate to 2.7 Human Resource Management under NDIS Service Standards Included Human Services Quality Standards and Child Protection Act and the term “Participant” is returned to “Client” to allow for policies to cover NDIS and HSQF.

April 2024

6.1 Disability Services Act 1986 replaced with Disability Services and Inclusion Act 2023 and policy review process included.

June 2025

6.2 Scottvale Health Club included in policy Steven Paull has retired, responsible officers updated

January 2026

6.3 Updated Responsible Officers details Included Child Safe Organisations Act 2024 (QLD)

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