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Staff Recruitment Policy

Geoff Pearson

Director


Introduction


Agenda Communication has one full-time trainer and makes arrangements with other trainers to subcontract them onto its training programs as required.


It is therefore appropriate that the company have a recruitment policy to govern the engagement of all professionals working under the aegis of Agenda Communication.



1.0      Trainers’ qualifications


Whether supporting accredited or non-accredited training programs, the following minimum qualifications (or equivalents) are required of any person providing training services on behalf of Agenda Communication:

  

  • Bachelor Degree plus Post Graduate Certificate of Education, (either to include ESL as a major) or
  • Graduate Diploma of Teaching (English/ESL/Languages/Literacy/Adult Basic Education) or
  • Graduate Certificate in Adult Languae and Literacy Practice


     plus

  

  • Certificate IV in Training and Assessment TAE40110 (or equivalent)
  • As of July 2015, the Unit of Competence Address Adult Language, Literacy and Numeracy Skills TAELLN411 (or equivalent) will also be required of trainers supporting accredited training


Other qualifications may be required depending on the nature of the training to be delivered.



2.0      Trainers’ experience


For workplace-based LL&N programs, a minimum of a year’s experience in teaching in an industrial context is also required, as is experience in the field of adult education.



3.0      Recruitment process


3.1  Agenda Communication’s employment application and subcontractor / staff assessment processes require all staff to present the Director with:

  

  • a full Curriculum Vitae;
  • original copies of their relevant qualifications, and
  • at least two referees who may give references regarding relevant adult teaching experience based in the workplace.



3.2  Following receipt and the above documentation, the applicant will be invited for interview and expected to give satisfactory responses to the following:

  

  • Describe two experiences you have had in planning, delivering and evaluating a workplace communication skills training program;
  • Outline your understanding of the term “integrated communication skills training”;
  • Describe the central principles of competency-based training, assessment, and RPL / RCC; and
  • Describe the approach you would use for teaching a person from a non-English-speaking background how to write a short work report.


3.3  On completion of the interview, the Director will decide whether there is any need to contact the applicant’s cited referees for further information.


3.4  The Director will then inform the applicant in writing of the outcome of the interview.


3.5  Where the interview is successful, if the applicant is to be employed, he/she will be invited to complete all statutory employment documentation.


3.6  Where the applicant is a subcontractor, the latter will be asked to complete and sign a subcontracting agreement for the training service in question.


3.7  At the completion of this process, all data will be entered on the Staff Qualifications and Experience Database.



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