The purpose of this guide is to provide current employees the opportunity to apply for open positions that may enhance career growth opportunities and location preferences, before offers of employment are extended to external applicants.This guide aims to provide a clear and fair process to internal applications for advertised positions. It is also the objective of Woodlands to assign each employee to a position that effectively utilises the employee's skills consistent with the overall company requirements. Woodlands places emphasis on finding the right fit for a position within our campuses.
National Quality Standard (NQS)
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Quality Area 4: Staffing Arrangements |
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4.1 |
Staffing arrangements |
Staffing arrangements enhance children’s learning and development |
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4.1.2 |
Continuity of Staff |
Every effort is made for children to experience continuity of educators at the service. |
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4.2 |
Professionalism |
Management, educators and staff are collaborative, respectful and ethical |
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4.2.1 |
Professional Collaboration |
Management, educators and staff work with mutual respect and collaboratively, and challenge and learn from each other, recognising each other’s strengths and skills |
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4.2.2 |
Professional Standards |
Professional standards guide practice, interactions and relationships |
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Quality Area 7: Governance and Leadership |
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7.1 |
Governance |
Governance supports the operation of a quality service |
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7.1.1 |
Service philosophy and purpose |
A statement of philosophy guides all aspects of the service’s operations |
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7.1.2 |
Management systems |
Systems are in place to manage risk and enable the effective management and operation of a quality service |
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7.2 |
Leadership |
Effective leadership builds and promotes a positive organisational culture and professional learning community |
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7.2.3 |
Development of professionals |
Educators, co-ordinators and staff members’ performance is regularly evaluated and individual plans are in place to support learning and development |
Education and Care Services National Regulations
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Children (Education and Care Services) National Law NSW |
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168 |
Education and care service must have policies and procedures |
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170 |
Policies and procedures to be followed |
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171 |
Policies and procedures to be kept available |
Related Policies
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Purpose
Woodlands is committed to ensuring we adhere to fair and equal opportunist workplace procedures when it comes to recruitment decisions.
Scope
This policy applies to staff and management of Woodlands.
Implementation
When considering a candidate for a position, the recruitment team will look at:
- Candidates application - why they are applying for the position
- Candidates experience - with and external to Woodlands
- The interview process - this will apply to all candidates, internal and external
- Whether the candidate is the right cultural fit for the position
Employees may apply for a transfer opportunity provided they meet the following eligibility requirements:
- Minimum of 6 months continuous service in present position, or the approval of the manager.
- Job performance at a satisfactory level and not the subject of a formal disciplinary action. If an employee has any current disciplinary action against them (verbal warning, write-up, etc.) they will not be eligible for transfer.
- Meet the minimum experience, skill, and education qualifications for the open position.
- Internal transfers and promotions are not guaranteed.
Woodlands aims to ensure that all candidates are:
- Treated fairly and objectively throughout the recruitment process
- Support current employees in their professional development towards internal promotions
- Provided with constructive feedback should they not be successful in their application
Woodlands will ensure that:
- All available positions are advertised both internally and externally
- Candidates are reviewed based on their application, including their employment period with the company
- Internal applicants will be subject to the interview process as usual
- Transfers generally take effect within 2 weeks, but no later than 4 weeks, after an employee's acceptance. Factors such as the urgency to fill the position, status of the employee's present workload, and difficulty in filling the employee's present position are to be considered in determining a transfer date.
- The employee's salary will not change due to a transfer, unless the position is considered a promotional transfer, in which case a promotional salary increase will be considered.
Internal Promotions & Transfers Process
- Opening is advertised via Slack channel “woodlands-internal-opportunities”
- Interested candidates are to submit their application via the Internal Transfers form
Internal Transfers Form - Woodlands Recruitment will assess candidates based on the set criteria as set out in the Internal Promotions and Transfer Guide
- Suitable candidates will be invited to interview
- Woodlands Recruitment will then make a decision based on the interview process OR should there be more multiple suitable candidates, Woodlands Recruitment will advise the Campus Leadership Team of the suitable candidates and the decision will rest with the Campus Leadership Team
- The administrative process for the successful candidate will commence:
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- For Campus Transfers: Successful candidates are to complete a new employment form for the new Campus
- For Promotions: The Campus Leadership will submit a New Woodlander Request for a contract variation
New Woodlands Request
7. The successful candidate will be communicated with regarding transfer date or date of new role commencement.