Assessment

Task 2
Support the recruitment,
selection and induction of
staff
BSBHRM405

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 Student Declaration
To be filled out and submitted with assessment responses
◻ I declare that this task and any attached document related to the task is all my own work and I have not
cheated or plagiarised the work or colluded with any other student(s)
◻ I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me
according to the process explained to me
◻ I have correctly referenced all resources and reference texts throughout these assessment tasks.
◻ I have read and understood the assessment requirements for this unit
◻ I understand the rights to re-assessment
◻ I understand the right to appeal the decisions made in the assessment

Unit Title
Unit Code

Student name

Student ID
number
Student Date
signature

Task Number

------OFFICE USE ONLY-----

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 For Trainer and Assessor to complete:

◻ Student requested reasonable adjustment for the assessment

Completed successfully Comments

DNS
Did the student satisfactorily:
The student has satisfactorily completed and ☐ ☐ ☐
submitted the following:

● Job Description in Task 2.1

● Recruitment Schedule in Task 2.1
● Post-briefing information table in Task 2.2
● Selection criteria in Task 2.3A
● Job Ad in Task 2.3A
● Recruitment channel and technology table in
Task 2.3A
● Meeting Minutes in Task 2.3B
● Selection table of shortlisted candidates in
Task 2.3C
● Email to shortlisted candidates x 2 in Task
2.3D
The student participated in the briefing session ☐ ☐ ☐
in week 2:

● Clarified timelines and requirements for the

position
● Obtained further information about the
recruitment and selection of the new Café
Manager
● Consulted about the job description and
recruitment schedule developed in Task 2.1.
● Discussed how the job description complies
with legislative requirements and the
organisation's requirements for a diverse
workforce
● Asked questions if needed
● Engaged in the conversation
● Contributed to a discussion about how the
job description complies with legislative
requirements and the organisation's
requirements for a diverse workforce.

Obtained final approval to fill the position:

Y☐N☐

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 Completed successfully Comments

DNS
Did the student satisfactorily:
Obtained approval to advertise the position:
Y☐N☐

Feedback in comments.
Demonstrated ability to: ☐ ☐ ☐

 Obtain approval to fill position, clarify time

lines and requirement for appointment
 (WHS) considerations
 Consult with relevant personnel about job
descriptions and workforce strategy
 Assist in ensuring that job descriptions
comply with legislative requirements and
reflect the organisation's requirements for a
diverse workforce
 Obtain approvals to advertise position

This is evidenced by:

● Participation in the briefing session in week 2
● Post-briefing information table in Task 2.2
Demonstrated ability to: ☐ ☐ ☐
● Assist in preparing job descriptions that
accurately reflect the role requirements,
according to organisational policies and
procedures, legislation, codes, national
standards and work health and safety

This is evidenced by:

● Participation in the briefing session in week 2
● Job Description in Task 2.1
● Recruitment Schedule in Task 2.1
● Post-briefing information table in Task 2.2
Demonstrated ability to: ☐ ☐ ☐
 Choose appropriate channels and
technology to advertise vacancies and/or
identify potential talent pool
 Advertise vacancies for staffing
requirements according to organisational
policies and procedures

This is evidenced by:

● Selection criteria in Task 2.3A
● Job Ad in Task 2.3A
● Recruitment channel and technology table in
Task 2.3A

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 Completed successfully Comments

DNS
Did the student satisfactorily:
The student participated in the interview ☐ ☐ ☐
preparation meeting in week 3:

● Decided on a date, time and format of the

interview
● Developed 4-5 interview questions based on
the selection criteria and the job description
for the role
● Discussed and confirm how the interview
questions comply with legislative
requirements
● Selected the interview panel
● Collaborated effectively with others
● Used negotiation techniques
● Used communication techniques such as
questioning, rephrasing, and active listening
● Used appropriate conventions and protocols
when interacting with the stakeholders

Feedback in comments.
Demonstrated ability to: ☐ ☐ ☐
 Consult with relevant personnel to convene
selection panel and develop interview
questions
 Assist in ensuring that interview questions
comply with legislative requirements
 Schedule interviews and advise relevant
people of times, dates and venues

This is evidenced by:

 Participation in the interview preparation
meeting
 Meeting Minutes in Task 2.3B
The student participated in the shortlisting ☐ ☐ ☐
meeting:

● Reviewed and evaluated the resume'

provided
● Used negotiation techniques to shorlist
candidates
● Used communication techniques such as
questioning, rephrasing, and active listening
● Used appropriate conventions and protocols
when interacting with the stakeholders
● Achieved consensus to shortlist two
candidates

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 Completed successfully Comments

DNS
Did the student satisfactorily:

Feedback in comments.
Demonstrated ability to: ☐ ☐ ☐
 Assist in shortlisting applicants

This is evidenced by:

 Participation in the shortlisting meeting
 Selection table of shortlisted candidates in
Task 2.3C
Demonstrated ability to: ☐ ☐ ☐
 Schedule interviews and advise relevant
people of times, dates and venues

This is evidenced by:

 Email to shortlisted candidates x 2 in Task
2.3D
When collaborating with the group, the student ☐ ☐ ☐
has actively participated in group work with a
substantial contribution that can be assessed
individually for all the requirements of this task.

Task Outcome: Satisfactory ☐ Not Yet Satisfactory ☐

Student Name:

Assessor Name:

Assessor Signature:

Date:

Table of Content

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 Student Declaration................................................................................................................................................2
Task 2 – Plan for recruitment and selection................................................................................8
Task 2.1 Plan for recruitment............................................................................................................................13
Task 2.2 Consultation and approvals..............................................................................................................17
Task 2.3 Plan for selection..................................................................................................................................19
Appendix 1 – Scenario.......................................................................................................................29
Appendix 2 – Policies and Procedures.........................................................................................34

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 Task 2 – Plan for recruitment and selection

Task summary and instructions

What is this CoffeeVille is a family-owned and run café located in Melbourne.

assessment task CoffeeVille aims to serve quality food and fair-trade coffee at a city
about? pace. The café is currently open 7 am–5 pm, Monday to Friday.
You are the HR Officer assisting with recruitment, selection and
induction of staff.

To complete this task, please refer to Appendix 1 – Scenario at the

end of this assessment document; and Appendix 2 – Policies and
Procedures.

This task comprises of product-based assessment methods, and direct

observation of Role Plays in a simulated work environment.

It has been designed to evaluate your ability to:

 Obtain approval to fill position, clarify time lines and requirement

for appointment
 Assist in preparing job descriptions that accurately reflect the role
requirements, according to organisational policies and procedures,
legislation, codes, national standards and work health and safety
(WHS) considerations
 Consult with relevant personnel about job descriptions and
workforce strategy
 Assist in ensuring that job descriptions comply with legislative
requirements and reflect the organisation's requirements for a
diverse workforce
 Obtain approvals to advertise position
 Choose appropriate channels and technology to advertise
vacancies and/or identify potential talent pool
 Advertise vacancies for staffing requirements according to
organisational policies and procedures
 Consult with relevant personnel to convene selection panel and
develop interview questions
 Assist in ensuring that interview questions comply with legislative
requirements
 Assist in shortlisting applicants
 Schedule interviews and advise relevant people of times, dates
and venues

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 Task summary and instructions

You are required to address the following:

 Task 2.1 Plan for recruitment

o Develop a job description
o Develop a recruitment schedule
 Task 2.2 Consultation and approvals
o Consult with relevant stakeholder and obtain approval for the
job description and the recruitment schedule
 Task 2.3 Plan for selection
o Plan for recruitment
o Plan for the interview
o Shortlist candidates
o Inform shortlisted candidates of details of the interview
What do I need to do  submit the completed assessment tasks, according to instructions,
to complete this task  complete the tasks with sufficient detail and present them in a
satisfactorily? professional manner,
 use your own words and reference sources appropriately,
 meet the word count where required,
 use the scenario provided,
 use the templates provided where required,
 for your performance to be deemed satisfactory in this
assessment task you must satisfactorily address all of the
assessment criteria,
 if part of this task is not satisfactorily completed you will be asked
to complete further assessment to demonstrate satisfactory
performance.

Specifications You must deliver/participate in:

 Briefing session in week 2 of class

 Interview preparation meeting in week3
 Shortlisting meeting in week 3

You must submit to GOALS

 Job Description
 Recruitment Schedule
 Post-briefing information table
 Selection criteria
 Job Ad
 Recruitment channel and technology table
 Meeting Minutes

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 Task summary and instructions

 Selection table of shortlisted candidates

 Email to shortlisted candidates x 2

Resources and • Computer with Internet access

equipment • Access to Microsoft Office suites or similar software
• Learning material
• Scenario for assessment document
• Relevant policies and procedures provided in a separate folder
• Use of the templates included in this assessment document
What will the Your assessor will be looking for demonstrated evidence of your
assessor be looking ability to:
for?
o Plan for recruitment
o Plan for selection
o Collaborate with stakeholders
o Negotiate
o Follow relevant policies and procedures, legislation and
regulations
Re-submission You will be provided feedback on your performance by the Assessor.
opportunities The feedback will indicate if you have satisfactorily addressed the
requirements of each part of this task. If any parts of the task are not
satisfactorily completed, the assessor will explain why, and provide
you written feedback along with guidance on what you must
undertake to demonstrate satisfactory performance. Re-assessment
attempt(s) will be arranged at a later time and date. You have the
right to appeal the outcome of assessment decisions if you feel that
you have been dealt with unfairly or have other appropriate grounds
for an appeal. You are encouraged to consult with the assessor prior
to attempting this task if you do not understand any part of this task
or if you have any learning issues or needs that may hinder you when
attempting any part of the assessment.

Procedures

1. Review the assessment scenario, the business documentation, including policies and
procedures and the templates provided:
o Appendix 1 – Scenario at the end of this document
o Policies and Procedures – provided at the end of this document in Appendix 2
o Templates:
 1 – Job Description in Task 2.1

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 Procedures

 2 – Recruitment Schedule in Task 2.2

 3 – Job Ad in Task 2.3
 3 – Meeting Minutes in Task 2.3
 4 – Email in Task 2.3

2. Read Appendix 1, Appendix 2, the consultation notes and consider relevant legislation and
regulations.

3. Develop a job description for the role (Template 1) that accurately reflects the position
requirements, according to organisational policies and procedures, legislation, codes,
national standards and workplace health and safety (WHS) considerations.

4. Develop a Recruitment Schedule for the role (Template 2).

5. Attend a class briefing session in week 2 of term with the trainer and assessor who will play
the role of a relevant stakeholder in the organisation.

The briefing session will be an opportunity to:

 Clarify timelines and requirements for the position
 Obtain further information about the recruitment and selection of the new Café Manager
 Consult about the job description and recruitment schedule developed in Task 2.1
 Discuss how the job description complies with legislative requirements and the
organisation's requirements for a diverse workforce
 Obtain final approval to fill the position
 Obtain approval to advertise the position

The trainer and assessor will provide the approval to fill and advertise the position during
the briefing session.
The trainer and assessor will validate your participation in the briefing session and provide
feedback on the marking sheet.
If you are absent from class, it is your responsibility to make alternative arrangements with
the trainer and assessor to attend the briefing session.

6. Complete the Post-briefing information table.

Apply the changes/updates/refinements discussed during the briefing session to the job
description and the recruitment schedule in Task 2.1 before submitting your assessment.
The trainer and assessor will check that changes have been made when marking your work.

7. Develop 4-5 selection criteria for the position of Café Manager.

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 Procedures

8. Develop a Job Ad for the position of Café Manager according to organisational policies and
procedures.

9. Choose appropriate channels and technology to advertise the vacancy and/or identify the
potential talent pool.

10. Schedule a time with the trainer and assessor in week 3 of class and meet with a group of
classmates who will play the role of pertinent stakeholders in the organisation in simulated
work conditions.
Duration: 20-30 minutes

During the meeting:

 Decide on date, time and format of the interview
 Develop 4-5 interview questions based on the selection criteria and the job description
for the role
 Discuss and confirm how the interview questions comply with legislative requirements
 Select the interview panel

The trainer and assessor will validate your participation in the meeting and provide feedback
on the marking sheet.
If you are absent from class, it is your responsibility to make alternative arrangements with
the trainer and assessor to participate in the meeting.

11. Complete the Meeting Minutes (Template 4).

12. Schedule a time with the trainer and assessor in week 3 of class and meet with a group of
classmates who will play the role of pertinent stakeholders in the organisation in simulated
work conditions.
Duration: 20-30 minutes

During the meeting, read and review the résumés (summarised and provided in the
Resume' Table below) to determine who you would consider being the strongest two
applicants for the role.

The trainer and assessor will validate your participation in the meeting and provide feedback
on the marking sheet.
If you are absent from class, it is your responsibility to make alternative arrangements with
the trainer and assessor to participate in the meeting.

13. Send an email to the two shortlisted candidates to advise them of the date, time and format
of the interview.

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 Procedures

Write the two emails using Template 5.

Although the assessment requires group collaboration to simulate a work environment, the
assessment submission is individual, and it will be marked as such.

CoffeeVille is a family-owned and run café located in Melbourne. CoffeeVille aims to serve quality food
and fair trade coffee at a city pace. The café is currently open 7 am–5 pm, Monday to Friday.

You are the HR Officer assisting with recruitment, selection and induction of staff.

CoffeeVille has been experiencing consistent growth in sales and numbers of customers over the last
two years. This growth has led to a need for a second-floor manager who can manage customer
complaints, take responsibility for higher-level café operations and manage staff performance.

The current manager, Joe Belfone, works four days a week. Joe is a good manager, but when he's not
there on Fridays, the café does not run as smoothly. The owners of the café have also decided to
start opening on Saturdays and would like to have at least one manager working from Monday to
Saturday.

Owners Emma and Rufus Belcastran have provided you with the task of recruiting a full-time or
part-time café manager (working Tuesday–Saturday or Wednesday–Saturday).

Recruitment, selection, and induction processes must be undertaken following relevant external
standards, such as legislation and codes of practice, and internal standards, such as organisational
policies and procedures.

You will need to review organisational documentation and undertake preliminary research into hiring a
café manager.

You will need to recommend the tasks and timelines required for recruitment and selection, provide a
job description and advertisement for the role and, finally, provide an interview guide template to the
owners for approval.

The new staff member needs to be appointed within six months.

Complete the following activities:

Task 2.1 Plan for recruitment

You have consulted with relevant personnel about the new position, the notes from the consultation
are recorded below:

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 Consultation Notes
Rufus Belcastran – Owner Rufus has expressed that he would like to:
● interview ASAP and is happy to negotiate a suitable time for
interviews
● attract an applicant through referral from staff or patrons.

Rufus would like a café manager who is available for an immediate

start, who lives locally and who has at least five years' experience in:
● managing staff
● barista training
● motivating staff
● induction and in-house training
● performance appraisals.
Emma Belcastran – Owner Emma wants to spend the minimum on advertising the position and
generally prefers to try advertising on the shop window or through
word of mouth. She really wants the manager to start sometime in
the next six months.

In terms of the salary, Emma explains that ideally they want to hire
someone who's available for a full-time work week (38 hours) at
$24.50 an hour.

Emma is available to conduct interviews on Tuesdays, Wednesdays,

Thursdays and Fridays, but she requires at least 48 hours' notice.

Emma also mentions that it's really important to ensure that anyone
of any age, gender, cultural background feels welcome to apply.
Emma says: 'We've tended to write ads in the past with extremely
formal English and sophisticated wording and I feel like it has limited
our applicant pool to people with university degrees. I want to move
away from that kind of advertising to attract someone with the right
skills, not someone with a PhD.'

When you write the advertisement, put my name and email as the
contact details for submitting the applications.

Emma would be looking for the following in the new café manager:
● an understanding of fair trade principles
● a qualification that is relevant to operating/managing a small
business
● exceptional communication skills
● staff management experience including:
○ performance management
○ training
● strong understanding of coffee products

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 Consultation Notes
● sales and customer service skills
● sustainability and community building experience
● ability to develop and implement café policies and procedures
● ability to manage vendors and maintain inventory
● ability to run staff meetings.
Joe Belfone – Current Café Joe would prefer to promote an existing staff member who
Manager understands the needs of the café and requires limited training. Plus,
an internal staff member would be able to start immediately, which
would be a big help to Joe. Joe would like to utilise CoffeeVille's
Facebook page to advertise the position.

Joe is available after 3pm, when he finishes work, for interviews, or

Tuesdays around 11am when café is quiet.

Joe would be looking for the following in the new café manager:

● CoffeeVille product knowledge

● at least three years' experience in:
○ managing staff, including training
○ performance appraisals
● must be highly motivated
● excellent communication and interpersonal skills
● excellent management and leadership skills
● good organisational skills
● an understanding of food and beverage operations
● must be available to work four weekdays and Saturday each week
● social media savvy especially with Facebook and Twitter
● bilingual skills desirable (particularly Italian, Greek or Chinese)

The new manager would need to be able to perform the following

duties:

● coordinating the café schedule, covering different shifts if

necessary
● serving as the lead customer service contact at the café, including
answering questions, welcoming customers, and other
communications
● responsibility for keeping café area clean, neat and orderly
ordering any supplies needed for the café

Read Appendix 1 – Scenario and Appendix 2 – Policies and Procedures. Additionally, consider relevant
legislation and regulation and prepare a job description (Template 1) for the position of Café
Manager:

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 ● Develop a job description for the role (Template 1) that accurately reflects the position
requirements, according to organisational policies and procedures, legislation, codes, national
standards and workplace health and safety (WHS) considerations
● Develop a Recruitment Schedule for the role (Template 2)

Template 1 -Job Description

Job Description
Job Title Café Manager
Salary
Insert salary per hour/annum
or a total package including
base salary, superannuation,
commissions or benefits
Hours
Insert an average number of
hours per week or type of
employment such as casual,
part-time, full-time
Location
Insert location of the position
and any travel required
Reporting
Relationships
Insert the supervisor's title
and details about the
supervision given and
received, and the relationships
involved both internally and
externally (such as customer
relations)
About Coffee Ville CoffeeVille is a family-owned and run café located in Melbourne. CoffeeVille
aims to serve quality food and fair trade coffee at a city pace.
Website: [Link]
Purpose of the
Position
Insert short paragraph which
describes the overall purpose
of this position and how it
contributes to the goals or
function of the business,
including the authority level
(e.g. manager or support
staff)
Responsibilities
and duties
List 8-10 key responsibilities of
the role
Academic and Essential Desirable

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 Job Description
Training
Qualifications
2 essential and 2 desirable
qualifications
Work Experience Essential Desirable
and Skills
5-6 essential work experience
and skills; 2-3 desirable
Personal Qualities Essential Desirable
and Behavioural
Traits
6-8 essential and 2 desirable

Note: no need to complete this section.

Employee name:..........................................................

Signature:....................................................................Date:...............................

Manager name:...........................................................

Signature:....................................................................Date:...............................

Performance
review period
Insert review period, e.g.
every three months
Next review date
Insert the next review date

Template 2 -Recruitment Schedule

Create a recruitment schedule (5-6 milestones)

Recruitment Schedule
Budget and/or
Milestone: Action
Time required Person responsible resources
and/or objective
(where applicable)

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 Task 2.2 Consultation and approvals

Attend a class briefing session in week 2 of term with the trainer and assessor who will play the role
of a relevant stakeholder in the organisation.

The briefing session will be an opportunity to:

● Clarify timelines and requirements for the position

● Obtain further information about the recruitment and selection of the new Café Manager
● Consult about the job description and recruitment schedule developed in Task 2.1
● Discuss how the job description complies with legislative requirements and the organisation's
requirements for a diverse workforce
● Obtain final approval to fill the position
● Obtain approval to advertise the position

The trainer and assessor will provide the approval to fill and advertise the position during the briefing
session.

The trainer and assessor will validate your participation in the briefing session and provide feedback
on the marking sheet.

If you are absent from class, it is your responsibility to make alternative arrangements with the trainer
and assessor to attend the briefing session.

At the end of the session, complete the following table:

Post-briefing information table

Summarise
Summarise what information was provided
during the session.
Consultation outcome
Summarise the outcome of the consultation
focusing on any change discussed for the job
description and the recruitment schedule. List
the changes/updates/refinements needed for
the job description and the recruitment
schedule
Compliance with legislative
requirements and the
organisation's requirements
for a diverse workforce.

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 Post-briefing information table
Outline how the job description complies with
legislative requirements and the organisation's
requirements for a diverse workforce. (30-50
words)

Apply the changes/updates/refinements discussed during the briefing session to the job description
and the recruitment schedule in Task 2.1 before submitting your assessment. The trainer and
assessor will check that changes have been made when marking your work.

Task 2.3 Plan for selection

This task builds on your work in Task 2.1 and 2.2.

A. Job Ad

Address the following:

1. Develop 4-5 selection criteria for the position of Café Manager

2. Develop a Job Ad for the position of Café Manager according to organisational policies and
procedures
3. Choose appropriate channels and technology to advertise the vacancy and/or identify the potential
talent pool

Selection Criteria

Develop 4-5 selection criteria for the position of Café Manager. Record the selection criteria in the
space provided below.

Job Ad

Develop a Job Ad (Template 3) for the position of Café Manager according to organisational policies
and procedures. Use the space below to document the Job Ad. At a minimum, the job ad must
include:

● Job Title
● Purpose of the position
● Employment type
● Remuneration
● Selection criteria

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 ● Desired skills and attributes
● Qualifications
● How to apply

Recruitment

Choose appropriate channels and technology (3-4) to advertise the vacancy and/or identify the
potential talent pool.

Complete the table below:

Channel and technology Schedule Cost

Example: company website Example: Job Ad published from Example: indirect cost, use internal
DD/MM/YYYY to DD/MM/YYYY resources

B. Plan interview

Schedule a time with the trainer and assessor in week 3 of class and meet with a group of classmates
who will play the role of pertinent stakeholders in the organisation in simulated work conditions.

Duration: 20-30 minutes

During the meeting:

● Decide on date, time and format of the interview

● Develop 4-5 interview questions based on the selection criteria and the job description for the role
● Discuss and confirm how the interview questions comply with legislative requirements
● Select the interview panel

The trainer and assessor will validate your participation in the meeting and provide feedback on the
marking sheet.

If you are absent from class, it is your responsibility to make alternative arrangements with the trainer
and assessor to participate in the meeting.

Complete the Meeting Minutes (Template 4).

Meeting Minutes

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 Meeting Minutes
Date
Location Boardroom
Attendees HR Officer, Owners, Manager
Apologies None

Interview details
Date, time, format, location
Interview Questions
(4-5)
How the interview
questions comply with
legislative requirements
(30-50 words)
Interview Panel
(3 panellists)

C. Shortlisting

Schedule a time with the trainer and assessor in week 3 of class and meet with a group of classmates
who will play the role of pertinent stakeholders in the organisation in simulated work conditions.

Duration: 20-30 minutes

During the meeting, read and review the résumés (summarised and provided in the Resume' Table
below) to determine who you would consider being the strongest two applicants for the role.

The trainer and assessor will validate your participation in the meeting and provide feedback on the
marking sheet.

If you are absent from class, it is your responsibility to make alternative arrangements with the trainer
and assessor to participate in the meeting.

Document your selection below:

Candidate Shortlisted Reasons for shortlisting or not shortlisting for

interview
(30-50 words/candidate)
Candidate 1 Y☐N☐

KENNETH L.
BALDWIN
Candidate 2 Y☐N☐

Jenny Dubb
Candidate 3 Y☐N☐

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 Jane Fonda
Candidate 4 Y☐N☐

Raj Mukherjee
Candidate 5 Y☐N☐

Leila Hussain

Resume' Table
Candidate 1 2252 N. Main Street, Melbourne, VIC 3000,
kenneithbaldwin@[Link]
KENNETH L.
BALDWIN
PROFILE
A dynamic, results-oriented Cafe Manager offering focused leadership on driving
sales and profitability in highly competitive markets.
Consistently achieves performance goals through enthusiasm, tenacity and
initiative, which complement knowledge/expertise in :
 team building/staff training
 purchasing/inventory management
 quality assurance/control
 rostering
 facilities/safety management
 customer service/guest relations
 cost-containment/control
 policies and procedures development
 continuous performance improvement
 Noted for outstanding communications skills, both with customers and staff;
resolve problems quickly and equitably to ensure happy customers and happy
employees.
 Staff performance management including annual performance appraisals
 Intermediate Japanese conversation skills
 Volunteer with Mission Australia – Refugee work migration program
Computer skills:
 MS Word, Excel and PowerPoint
 POS systems including the Maitre'D POS system

EXPERIENCE
THE FARM, INC., Broadmeadows, July 2017–Present
[Family dining/Complete meal concept/$11 average order; seating for 450; 60
staff]

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 Manager
Employ an efficient, high-energy and professional approach to store operations
management in order to:
o balance service with costs to ensure profitability
o promote guest satisfaction to steady repeat business
o coach/schedule servers to maximum levels of performance
o monitor for consistent sanitation, food quality and presentation
o purchase/control inventory with attention to budget guidelines
o Contribute to the store's recognition as most profitable in a 41-store chain,
maintaining gross profit at 48%.
o
Involved in special projects:
o Initiated three-month in-house customer service contest for buyers, servers
and hosts to effect continuous improvements in service scores.
o Introduced a wine seminar for servers, strengthening knowledge of
offerings, which dramatically increased wine sales.

CHILI'S GRILLE, Forest Grove, QLD, August 2014–July 2017.

[Casual dining bistro; seating for 60; 22 staff

Assistant Manager
Directed general restaurant operations, monitoring food quality and staffing
requirements to ensure a positive dining experience for every guest.

EDUCATION
Victoria University
Bachelor Hospitality and Business Management; minor: Business
Administration
Course work included:
o Food Science and Nutrition
o Cooking and Dining Room Service
o Café operations and management
o Small business management
o Staff management.
Candidate 2 435 Gite St, Nuwamba, Northern Territory0403 549 5454

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 Jenny Dubb
PERSONAL SUMMARY
I'm an enthusiastic manager with ambition, determination and a proven track
record in running restaurants efficiently and profitably. I have extensive
knowledge of the provision of fine dining, working practices, recruitment, training
of hospitality staff to meet customer service standards, pay, conditions of
employment and diversity issues.

Now looking for a new and challenging managerial position, one which will make
best use of my existing skills and experience.

WORK EXPERIENCE
Hotel Hilton
RESTAURANT MANAGER April 2019 – Present
Managing a high volume fine dining restaurant & improving all controllable costs
thereby maximising financial performance. Also responsible for effectively
managing and leading the restaurant team to provide excellent service.

Duties: Ensuring the highest standards of food and beverage service. Ensuring
Health & Safety including workplace hygiene procedures & standards are
maintained. Responsible for recruiting, training & developing restaurant staff.
Dealing with and resolving customer complaints. Liaising with the Head Chef to
discuss and develop new seasonal menus. Overseeing client bookings &
reservations. Organising the daily and weekly rosters for staff. Purchasing stock,
supplies and negotiating best prices with trade suppliers.

KEY SKILLS AND COMPETENCIES

Strong motivational and influential people skills. Extensive and relevant knowledge
of good food and wine. An eye for detail. Experience of managing people and
driving business performance. Experience
Candidate 3 75 Tisah Ave, Cambridge Gardens, VIC 3049
0454 454 444
Jane Fonda
● OBJECTIVE
Looking for a position of Coffee Shop Manager utilising my natural ability to
lead personnel and skills in managing in retail.

● PROFESSIONAL QUALIFICATIONS
• Over six years of experience working as a retail Store Manager for Morocco
Ware

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 • Highly skilled in providing supervision and support to staff
• In-depth knowledge of ensuring a professional level of customer services
• Hands-on experience in stock control

● LEADERSHIP
• Ability to manage multiple priorities
• Strong leadership and motivational skills
• Self-directed
• Excellent customer services skills
• Extensive experience in staff and sales training

● KEY ACCOMPLISHMENTS
• Collaborated efforts with all branches of Morocco Ware to ensure uniformity
of services provided
• Increased customer satisfaction by 33% by introducing new deals of lines and
providing training support to staff

● WORK EXPERIENCE
August 2014 – October 2020
Morocco Ware – New Castle
• Ensure delivery of budgeted sales and sustained growth
• Champion customer service standards
• Optimise stock availability
• Assign staff shifts

● AVAILABILITY
Available evenings.
EDUCATION
High School Diploma – 2013
Candidate 4
Career Objective
Raj
To further enhance my skills and develop a sales-orientated, high achieving team
Mukherjee
within a well-established organisation.

Achievements

 Over 8 years of experience in café work in a high volume food environment.

 Sound knowledge of food costing and menu planning and food and beverage
equipment and operations.
 Demonstrated ability to identify and resolve all conflicts within a team.
 Volunteer sustainability and fair trade consultant to Neknasi Coffee Growers
Association.
 Understanding of different coffee grades.
 Available to work flexible hours including weekends and holidays.
 Excellent customer service and presentation skills.

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  Demonstrated skills and knowledge in planning and running of effective café
procedures.
 Proficient with POS systems and MS Office Suite.
 Awarded manager of the year three times in a row for outstanding team
achievements.
 Proven track record in meeting and exceeding KPIs.

Professional Experience

Cafe Manager – Compass Group, Brunswick, Vic

October 2016–Present

 Oversees supervisors and servers in café to ensure efficiency and productivity.

 Trains new employees in managing café work and conducts improvement
programs for employees.
 Reviews performance and provided counselling to personnel if required.
 Maintains stock and ensured optimal quality of food and beverage ordered and
sold in café.
 Monitors all customer complaints and initiated steps to resolve it efficiently.
 Prepares departmental schedules and payrolls for employees on a weekly
basis.
 Develops and maintained cash control procedures.
 Ensures cleanliness in café area.
 Café budgeting.

Assistant Cafe Manager – Starbucks, Melbourne, VIC

August 2013 – September 2016

 Coordinated with employees and customers and managed all complaints

effectively.
 Developed strategies to achieve weekly and monthly targets.
 Developed customer loyalty program.
 Ensured optimal level of customer services in process.
 Monitored efficient resource use
 Maintained resources inventory
 Prepared records of monthly transactions and managed all finances for café.

Cafe Supervisor – Tullamarine Airport Bar and Bistro, Tullamarine, VIC

May 2008–July 2013

 Administered day-to-day activity of cafe and supervised efficient working of

staff.
 Monitored café on regular basis and ensured compliance to all sanitation and

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 safety standards for guests.
 Ensured optimal level of food quality at all times and determined food
standards to be served to guests.
 Maintained an inventory of food products and ensured no shortage in raw
materials.
 Participated in various meetings, analysed problems and recommended
resolution.
 Performed regular checks on staff uniform and ensured compliance to
manuals.

Education

 Certificate IV in Training and Assessment (NMIT, 2011)

 Diploma of Hospitality Management ( NMIT, 2010)
 Bachelor's Degree in Addiction Counselling (La Trobe, 2006)
Candidate 5 415 Stratford Park, Parkville, VIC 3001
0435 354 343
Leila Hussain [Link]@[Link]

OBJECTIVE

In search for an opportunity maximise sales, improve business operations and

develop an effective team.

ACHIEVEMENT OVERVIEW

 Strong knowledge of seasonal foods, fruits and beverages.

 Strong analytical skills.
 Active member Oxfam Fairtrade Coffee Campaign.
 Cultural and Education officer for the Victorian Somali Community Inc.
 Knowledge of industry and current market trends.
 Excellent management experience within the food and retail environment.
 Demonstrated capability to meet and exceed targets.
 Won best small business award for McJoe's Café five years in a row, previous
two years came runner's up.
 Sound experience in training, mentoring and coaching staff.
 Developed induction and sales program for McJoe' sCafé.

PROFESSIONAL EXPERIENCE

Cafe Manager, January 2017–Present

McJoe's Cafe, Bar and Restaurant, Melbourne, VIC

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 Responsibilities

 Manage the daily operations and budgets for the cafe.

 Ensure all operations are consistent and precise in accordance with the cafe
culture, policies and procedures.
 Provide world-class food quality and customer service.
 Recruit and trained chefs and waiters for the cafe.
 Performance management and skills-gap training.
 Devise and develop programs to generate sales and clients' loyalty including
induction program.
 Devise and implement coaching program.
 Stock control.

Cafe Assistant Manager, May 2012 – December 2017

Barnes Cafe, San Diego, CA

Responsibilities

 Managed apprenticeship program (6 apprentices).

 Provided high level of customer service at all points of contact.
Trained staff on quality of customer service, proper portioning, cashier skills,
and sanitation.
Entered daily/ weekly sales reports into the system.
 Was awarded best local team by city council.

EDUCATION

 Diploma in Business Management 2019

 Certificate IV in Small Business Operations, 2018
 Master's Degree in Hotel and Restaurant Management, 2014
 Bachelor of Hospitality, 2011.

D. Inform shortlisted candidates

Send an email to the two shortlisted candidates to advise them of the date, time and format of the
interview.

Write the two emails using Template 5.

The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.

(40-80 words/email)

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 Template 5 -Email
Email to shortlisted candidate
To:
Cc:
Bcc:
Subject:
Date email is sent:
Attachments:

Email to shortlisted candidate

To:
Cc:
Bcc:
Subject:
Date email is sent:
Attachments:

Appendix 1 – Scenario

CoffeeVille is a family-owned and run café located in Melbourne. CoffeeVille aims to serve quality food
and fair trade coffee at a city pace. The café is currently open 7 am–5 pm, Monday to Friday.

CoffeeVille has been experiencing consistent growth in sales and numbers of customers over the last
two years. This growth has led to a need for a second-floor manager who can manage customer
complaints, take responsibility for higher-level café operations and manage staff performance.

The current manager, Joe Belfone, works four days a week. Joe is a good manager, but when he's not
there on Fridays, the café does not run as smoothly. The owners of the café have also decided to
start opening on Saturdays and would like to have at least one manager working from Monday to
Saturday.

Owners Emma and Rufus Belcastran have provided you with the task of recruiting a full-time or part-
time café manager (working Tuesday–Saturday or Wednesday–Saturday). Recruitment, selection, and

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 induction processes, must be undertaken in accordance with relevant external standards, such as
legislation and codes of practice, and internal standards, such as organisational policies and
procedures.

You will need to review organisational documentation and undertake preliminary research into hiring a
café manager.

You will need to recommend the tasks and timelines required for recruitment and selection, provide a
job description and advertisement for the role and, finally, provide an interview guide template to the
owners for approval.

The new staff member needs to be appointed within six months.

The Business

Business name: CoffeeVille Pty Ltd

Business structure: Partnership

ABN: 3000000000

Business location: 3216 Collins Street Melbourne Vic 3000

Date established: 1 July 2009

Business owner(s): Emma Belcastran; Rufus Belcastran

CoffeeVille provides high quality, fair trade, coffee, superior hot and cold gourmet food and
beverages, and a consistently high level of expert and knowledgeable, fast and friendly service.
Research indicates a growing demand for this product/service combination.

Relevant owner experience

Rufus Belcastran has an MBA from the University of Melbourne and 15 years' experience in financial
management and operating various small businesses, including cafés. Emma Belcastran has a Diploma
of Marketing from Swinburne TAFE and 13 years' experience in customer service, sales and
marketing.

Products/services

CoffeeVille provides:

● high quality, fair-trade coffee

● superior hot and cold gourmet food and beverages

● consistently high level of expert and knowledgeable, fast and friendly service.

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 Current Staff

Expected
Job Title Name staff Skills or strengths
turnover
Owner Rufus - MBA from the University of Melbourne and 15
Belcastran years' experience in financial management and
operating various small businesses including
cafés.
Owner Emma - Emma Belcastran has a Diploma of Marketing
Belcastran from Swinburne TAFE 13 years' experience in
customer service, sales and marketing.
Manager Joe Belfone 24 months Joe Belfone came to CoffeeVille with 5 years'
experience as a barista and had also managed
a fast food franchise for three years.
Cashier/barista Michael Roux 12 months Michael has been with company for two years
and is good with customers but can come into
conflict with other team members.
Cashier/barista Oliver Chan 12 months Oliver has two months experience with
CoffeeVille. He has good customer skills but
low food and beverage skills. Has clear
aptitude and willingness to train.
Cashier/barista Lucy Ospensky 12 months Lucy has been with CoffeeVille six months.
Lucy has adequate customer service and
food/beverage preparation skills.
Cashier/barista Anna Frye 12 months Anna has been with company one year. Anna
has three months' experience with CoffeeVille.
Anna has superb customer service skills.

RequiredStaff

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 Expected
Date
Job Title Quantity staff Skills necessary
required
turnover
Café Manager 1 2–3 years Relevant qualifications in December
operating small business.
Financial and performance
management skills. Five
years' experience.

Recruitment options

Staff will be recruited through word-of-mouth, using a shop window/noticeboard advertisement

and/or through social media.

At least two staff should form the selection panel and could be comprised of the owners, Emma and
Rufus and the longest-standing manager (currently Joe Belfone).

Induction and ongoing training programs

Induction is critical for setting employees up for success in their job roles. Induction ensures that staff
understand the requirements of their roles and are introduced to CoffeeVille's 'way of doing things'.

Ongoing training is crucial to CoffeeVille's service offering. CoffeeVille will implement training
programs on coffee/food preparation and customer service monthly. Training will be conducted by
internal managers and partner Emma Belcastran.

Business overview

1. The Future

Vision statement

Within five years, the company will have established itself as a premier provider of gourmet coffee
and food for the ethically and socially aware Melbourne coffee drinker. CoffeeVille will have expanded
to a number of key locations in the Melbourne CBD.

Strategic directions for the coming 12 months:

● Increase revenue through targeted marketing campaigns.

● Control direct and indirect operational costs.

● Maintain superior product and service quality standards.

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 ● Establish CoffeeVille brand as ethical and environmentally responsible company.

● Maintain highly trained and motivated staff.

2. Operations

Process

CoffeeVille grinds and prepares coffee and prepares fresh food on site daily. Bread, muffins and
prepared pastries are delivered daily from suppliers.

Food and beverages are prepared by café employees in accordance with kitchen procedures and
CoffeeVille food and hygiene standards, available to staff in the employment handbook provided to all
staff on induction.

3. Our customers

Customer demographics

The profile for a CoffeeVille customer consists of the following geographic, demographic, and
behaviour factors:

● Overview CBD

○ large percentage of office workers (80% of daytime trade)

○ area population growing at 8% per year

● Geographic

○ our immediate geographic target is the area of within 500 metres of the café.

○ the total area population is estimated at 45,000

● Demographics

○ male and female

○ ages 20–60; this is the age-group that makes up 83% of the available daytime market

○ full-time employment

○ an income over $50,000

● Behaviour Factors

○ eat out most times for lunch in a week

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 ○ tend to patronise fast service cafés

○ enjoy a high quality meal

○ value quality

○ value ethical and sustainable practices.

Customer management

CoffeeVille will communicate with customers through social media campaigns. The company will
encourage feedback through email and social media and will highlight positive company responses to
feedback in marketing messages.

Appendix 2 – Policies and Procedures

Equal Employment Opportunity (EEO) Policy

Purpose The purpose of this policy is to outline CoffeeVille's approach to

employment in regards to giving fair opportunity to all people to
apply and be selected for job roles at CoffeeVille.

CoffeeVille is committed to providing a workplace free from all

forms of discrimination.
Relevant legislation ● Workplace Gender Equality Act 2012 (Cwlth)

● Disability Discrimination Act 1992 (Cwlth)

● Equal Opportunity Act 2010 (Vic)

Guiding principles

CoffeeVille is guided by the principle of equal opportunity in all of its activities. CoffeeVille aims to
create a positive, equitable and productive working environment. This includes providing staff with an
environment that is safe, flexible, fair, culturally appropriate, friendly and professional. Equity
principles are a core element of the planning, recruitment, interview, selection and appointment of
new employees of CoffeeVille.

It is critical to the achievement of our business goals that we have a culture which respects, values
and actively pursues the benefits of diversity.

CoffeeVille is committed to an equitable and inclusive work environment that is free from
discrimination and harassment. The organisation has implemented policies and procedures to promote
a discrimination- and harassment-free work environment for all staff to ensure that they are able to
work effectively within the organisation and with its clients and stakeholders.

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 CoffeeVille will assist staff in meeting these objectives with clear policy, education, training and
practice.

Definitions and application

CoffeeVille is responsible for ensuring that equal employment opportunities exist for all current and
future employees. Staff will be selected or promoted according to merit irrespective of personal
attributes.

In relation to staff, diversity can refer to function, experience, discipline, education, socio-economic
background, marital status, personality profile, gender, age, language, ethnicity, culture, sexual
orientation, religion, family responsibility, etc.

Managing diversity is about creating an environment in which everyone can achieve his or her full
potential.

Employees are happier and more productive if they are appreciated and included, not assimilated or
tolerated.

Strategic advantages can result from incorporating a wide variety of approaches and perspectives in
the workplace. Improved innovation and creativity are documented benefits of diversity. Teams that
are diverse and inclusive find more innovative, feasible and effective ways to overcome challenges.
They bring a variety of perspectives to a situation and thus offer a wider range of solutions. Diversity
also allows for more flexibility in rostering.

CoffeeVille is committed to identifying and eliminating the barriers that may be encountered by staff,
including the elimination of discriminatory selection criteria and providing equal access to training and
development, support and mentoring. This may include the provision of reasonable adjustments. For
more information on reasonable adjustments, see the anti-discrimination, anti-harassment and anti-
bullying policy.

Equal employment opportunity and merit-based management and recruitment requires you to avoid
discrimination. For more information on anti-discrimination, see the anti-discrimination, anti-
harassment and anti-bullying policy.

Updated/authorised

2019 – Rufus Belcastran (Owner CoffeeVille)

Anti-Discrimination, Anti-Harassment and Anti-Bullying Policy

Purpose The purpose of this policy is to provide a workplace free from

discrimination, sexual harassment and bullying. Behaviour that
constitutes discrimination, sexual harassment or bullying will not be
tolerated and will lead to action being taken, which may include

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 dismissal.
Relevant legislation ● Racial Discrimination Act 1975 (Cwlth)

● Sex Discrimination Act 1984 (Cwlth)

● Disability Discrimination Act 1992 (Cwlth)

● Age Discrimination Act 2004 (Cwlth)

● Racial and Religious Tolerance Act 2001 (Vic).

For the purposes of this policy, the following definitions apply:

● Direct discrimination occurs when someone is treated unfavourably because of a personal

characteristic.

● Indirect Discrimination occurs when a rule seems neutral, but has a discriminatory impact on
certain people. For example, a minimum height requirement of 175 cm for a particular job might
be applied equally to men and women, but would indirectly discriminate on the basis of sex, as
women tend to be shorter than men.

● Sexual harassment includes unwelcome conduct of a sexual nature in circumstances in which

it could reasonably be expected to make a person feel offended, humiliated or intimidated.

● Workplace bullying may include behaviour that is directed toward an employee, or group of
employees, that creates a risk to health and safety, e.g. physical and/or verbal abuse, excluding
or isolating individuals; or giving difficult or unpleasant tasks to particular staff members.

Discrimination based on a personal characteristic mentioned under state and federal equal opportunity
legislation is strictly forbidden. Under state legislation, characteristics that must not result in
discrimination include:

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 ● age ● physical features

● breastfeeding ● political activity/belief

● carer status ● pregnancy

● disability ● race

● employment activity ● religious activity/belief

● gender identity ● sex

● industrial activity ● sexual orientation

● lawful sexual activity ● personal association with someone

having any of these characteristics.
● marital status

● parental status

Any employee found to have contravened this policy will be subject to disciplinary action, which may
include dismissal as outlined in the complaint procedure below.

Employees must report any behaviour that constitutes sexual harassment, bullying or discrimination to
their manager, or, where the manager is implicated in the inappropriate behaviour, to an owner:
Rufus or Emma Belcastran.

Employees will not be victimised or treated unfairly for raising an issue or making a complaint.

Reasonable adjustments

Reasonable adjustments are changes that allow people with a disability to work safely and
productively.

CoffeeVille will make reasonable adjustments for a person with a disability who:

● applies for a job, is offered employment, or is an employee; and

● requires the adjustments in order to participate in the recruitment process or perform the
genuine and reasonable requirements of the job.

Examples of reasonable adjustments can include:

● reviewing and, if necessary, adjusting the performance requirements of the job

● arranging flexibility in work hours (see 'flexible work arrangements')

● providing telephone typewriter (TTY) phone access for employees with hearing or speech
impairments

● increasing font sizes on organisational documents or purchasing screen reading software for
employees with a vision impairment

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 ● approving more regular breaks for people with chronic pain or fatigue.

When thinking about reasonable adjustments CoffeeVille will weigh up the need for change with the
expense or effort involved in making it. If making the adjustment means a very high cost or great
disruption to the workplace, it is not likely to be reasonable.

In some cases, CoffeeVille can discriminate on the basis of disability, if:

● the adjustments needed are not reasonable; or

● the person with the disability could not perform the genuine and reasonable requirements of the
job even if the adjustments were made.

Procedure: To make a complaint

If you believe you are being, or have been, discriminated against, sexually harassed or bullied, you
should follow this procedure.

1. Tell the offender the behaviour is offensive, unwelcome, and against business policy and should
stop (only if you feel comfortable enough to approach them directly, otherwise speak to your
manager). Keep a written record of the incident(s).

2. If the unwelcome behaviour continues, contact your supervisor or manager for support.

3. If this is inappropriate, you feel uncomfortable, or the behaviour persists, contact one of the
owners. Employees may also lodge a complaint with the Victorian Equal Opportunity and Human
Rights Commission, the Australian Human Rights Commission, or take action under the Fair
Work Act 2009.
Employees should feel confident that any complaint they make is to be treated as confidential as far
as possible.

Updated/authorised

2019 – Rufus Belcastran (Owner CoffeeVille)

Recruitment Policy

Purpose The purpose of this policy is to establish guidelines for the

recruitment and selection of employees. CoffeeVille aims to attract
and employ the most suitable person for the position who will
support the organisation's values, culture and goals in order to
achieve its strategic directions.

Recruitment and selection of employees will comply with all legal

requirements, and with relevant equal opportunity, affirmative
action and human resource management principles, policies and
guidelines adopted by the organisation.

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 Relevant legislation ● Income Tax Assessment Act 1997 (Cwlth)

● Superannuation Guarantee (Administration) Act 1992 (Cwlth)

● Fair Work Act 2009 (Cwlth)

● Racial and Religious Tolerance Act 2001 (Vic)

● Equal Opportunity Act 2010 (Vic)

● Occupational Health and Safety Act 2004 (Vic).

Updated/ 09/2019 – Emma Belcastran

authorised
Principles and workforce strategy

The following principles guide decision-making in relation to recruitment and selection of employees.

● The aim of the recruitment and selection process is to appoint the most suitable person to the
position.

● Recruitment of new employees will only be undertaken after capabilities of existing employees
have been taken into account and training options sufficiently explored.

● Recruitment and selection will be informed by the organisation's strategic directions and
priorities and will take place following an evaluation of the need for the role given the staffing
requirements to achieve these directions and priorities.

● Recruitment and selection will be guided by requirements of relevant legislation and other
relevant human resource management policies in use by the organisation such as equal
opportunity and anti-discrimination policies.

● Recruitment and selection processes will be conducted on the basis of fair, equitable and
respectful treatment of all applicants.

● Positions will be advertised using advertising channels of minimal cost: word-of-mouth, social
media, referrals, and posting a notice in the café window.

● All appointments will be made on the basis of careful and consistent application of the principle
of merit and adherence to the key selection criteria and requirements of the position as outlined
in the position description.

● All recruitment and selection processes will be conducted so as to ensure the confidentiality of
the applicants and to preserve the integrity of the process.

CoffeeVille's strategy around recruitment involves:

● striving for diversity: incorporating a wide variety of approaches and perspectives in the
workplace

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 ● expanding hours of operation: hire another manager and train baristas to take on limited
supervisory functions to improve CoffeeVille's ability to provide quality service at all times

● hire the right person for the job: ensure that job descriptions effectively cover the requirements
of the role without incorporating unnecessary exclusions (e.g. only specify qualifications when
they are necessary for the role).

To recruit employees

1. New jobs and job vacancies

The job description must always be reviewed and/or developed for a new hire.

Approval for hiring a new employee must be obtained from one of the owners: Rufus or Emma
Belcastran.

2. Job description

A job description is a key document in the recruitment process, and must be finalised prior to taking
any other steps. It must include:

● the job title (which must be ● the work type (casual, part-time, full-
gender neutral) time ) and hours

● the location of the job ● main purpose of the job

● wage or salary scale for the ● main duties and responsibilities

position
● any special working conditions (e.g.
● who the job role reports to evening or weekend work).

3. Selection criteria

The selection criteria – the knowledge (including necessary qualifications), skills and abilities,
experience, aptitudes required to do the job – must be determined prior to advertising and
interviewing. The selection criteria

should be specific, related to the job, and not unnecessarily restrictive, for example, only qualifications
strictly needed to do the job should be specified.

Great care must be taken if physical requirements are specified. Anti-discrimination legislation requires
employers to make reasonable adjustments to jobs to make them suitable for people with a disability.
It is important that any physical requirement is stated in terms of the job that needs to be done. For
example, a job may require that the appointee 'must be able to travel to a number of different
locations'. In this instance, it will be necessary to consider if an ability to drive is required, or whether
or not reasonable adjustments can be made for non-drivers.

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 4. Advertising the position

CoffeeVille's job advertisement template should be used to complete the job advertisement.

The first item of the template requires the writer to identify the advertising channel that will be used
to advertise the position. The advertising channel should be a low-cost option.

The advertisement must also include the following details:

● job title ● a role description

● location ● required and preferred

qualifications, experience, skills and
● salary
personal traits
● application closing date
● details on how to apply.

The advertisement should also include a statement about privacy in relation to job applications, such
as 'CoffeeVille will treat your application confidentially, in accordance with our privacy statement
which will be made available upon request'.

The job advertisement must support CoffeeVille's diversity strategy by mentioning in the body of the
advertisement that CoffeeVille promotes a culture which respects, values and actively pursues the
benefits of diversity at CoffeeVille. The advertisement should also be written in plain English.

5. Processing applications

Staff must be aware that when dealing with enquiries about vacancies that it is unlawful to state or
imply that applications from a particular gender, racial group, age group, sexual orientation or
religion/belief would be

preferred, (unless a genuine occupational qualification or requirement applies) and to do so may lead
to a complaint of unlawful discrimination.

Care must also be taken that all applicants are treated in the same way, for example with regard to
informal meetings to discuss the vacancy, and provision of information. However, it is acceptable to
respond to requests from individual candidates who demonstrate initiative in their preparation.

The confidentiality of applications must be respected by all of those involved in the selection process.

6. Short-listing

After the closing date has passed, applications from candidates may be shortlisted. This decision
should be based on evidence that the applicant has met the requirements of the selection criteria.

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 The original applications from all applicants as well as interview notes, must be retained for a
minimum of six months from the date that an appointment decision is notified, in case of complaint to
an employment tribunal. All photocopies of application forms must be shredded after six months.

7. Arrangements for interviews

Letters, emails or phone calls to shortlisted candidates should include:

● date, time and place of their interview

● travel directions to the interview venue

● a request that they contact the author of the letter/message if they have any special
requirements in relation to the interview (related to access to the venue or any other special
need related to a disability)

● if appropriate, details of any test or presentation they will be required to do, or anything that
they should bring with them (e.g., examples of work or proof of qualifications that are essential
to the post).

8. Interviewing

Interviews should be scheduled as soon after the closing date as reasonably possible.

The structure of interviews should be decided in advance by determining what areas of questioning
are required to cover all of the selection criteria. The questions should be agreed on by all panel
members prior to the interview to avoid overlap or repetition.

The same areas of questioning should be covered with all candidates. Interview questions should be
phrased so that they do not favour any one candidate and should be designed to seek evidence of
how the interviewee meets the selection criteria. Supplementary questions should be used to probe
for further information or clarification where answers are incomplete or ambiguous. Care must be
taken to avoid questions that could be construed as discriminatory (e.g., questions about personal
circumstances that are unrelated to the job).

Interviewer panels act for the organisation in making selection decisions and are accountable for
them. Interview notes must be taken to help make an informed decision based on the content of the
interviews. Such notes must relate to how candidates demonstrate their knowledge, skills, experience
and abilities in relation to the selection criteria. Applicants can request disclosure of such notes in the
event of a complaint. Any inappropriate or personally derogatory comments contained within the
notes could be considered discriminatory and are unacceptable.

Disabled applicants

Where the candidate being interviewed has a disability for which adjustments may need to be
considered, the candidate's requirements should be discussed with him/her once the planned
questioning is complete. The outcome of these discussions must not influence the consideration of the
candidate's application (unless their disability precludes them from performing essential tasks, even

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 with the addition of reasonable adjustments). If the disabled candidate best meets the selection
criteria, consideration must be made regarding what would be 'reasonable adjustments' to
accommodate the needs of the person in question. If it is considered that the adaptations needed
would not be deemed to be 'reasonable' under anti-discrimination legislation, the manager will draft a
letter to the applicant explaining why the adaptations cannot be made. Reasons for not making
adjustments to the working environment must be both material and substantial, and must be
documented.

9. Making a decision after interview

The information obtained in the application, the interview, and in any selection tests will allow
candidates to be assessed against the selection criteria and allow the panel to make a selection
decision. Owners, Rufus and Emma Belcastran, must ensure that a written note of the reasons for
selecting the successful candidate and rejecting others is made and placed on the recruitment file,
together with the original applications and notes of all panel members, for a minimum of six months
after the appointment decision has been notified to the candidates.

The selected applicant will be made a provisional offer subject to satisfactory references and
disclosures (if appropriate) being received.

10. Feedback

It is good practice to offer applicants feedback after interviews and it is our policy to respond if
requested. Feedback should be specific and honest. Panel members giving feedback must ensure that
any feedback they give relates to the selection criteria for the position and that the words that they
use could not be taken to infer unlawful discrimination.

11. Pre-employment checks

Reference checks must be undertaken before a formal offer of employment can be made. It must be
ensured that any offer of employment given, is a 'provisional' one, subject to receipt of documentation
as shown below.

References

References should only be used after interview to confirm, but not influence, a decision.

Appropriate referees are those who have direct experience of a candidate's work, education or
training, preferably in a supervisory capacity and a reference must be obtained from the current or
previous employer.

References are confidential and must be sought 'in confidence'. Panel members must return all copies
of any references with the application forms and their interview notes to the manager on completion
of the recruitment process. References must only be kept in the personal file.

12. Appointment

Offering the job

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 Applicants are offered a position once they have been approved by either owner and the offer is
communicated through a letter of offer.

The offer should clearly indicate:

● new employee's name

● nature of the job e.g. fulltime, part time, casual

● remuneration

● annual leave, sick leave, maternity/paternity leave

● terms and conditions of resignation/termination, including notice period

● instructions for returning relevant documentation (employment contract).

To comply with the Fair Work Act 2009, the Fair Work Information Statement is enclosed with the
letter of offer. The Fair Work Information sheet can be directly downloaded from
[Link]/fwis or found through the Fair Work Ombudsman website at
[Link].

In addition to the Fair Work Information Statement, the contract of employment and CoffeeVille's
Privacy Statement (provided in Appendix 1) should also be enclosed with the letter of offer.

Informing staff of the new appointment

Once the selected applicant has confirmed that they will take the position, it is necessary to notify
CoffeeVille staff of the new hire.

When advising staff of the new hire, email the staff with the following information:

● the name of the new hire

● the job role that they will fill

● the new hire's starting date

● instructions for staff to welcome the new hire

Notifying unsuccessful candidates

All unsuccessful interviewees are sent a letter to inform them that they were not successful in
securing the job role. Ensure to:

● thank the applicant for their application

● express regret that CoffeeVille is unable to hire them at this time

● inform them that their application and personal details will be destroyed securely according to
the privacy statement (Appendix 1)

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 ● wish them well in future job searches.

13. Induction and probation

All new staff will undergo a probationary period during which they will be introduced to the main
duties and responsibilities of their post. Under the legislation, the staff member must still be provided
with at least minimum entitlements and must be given at least 1 week of notice if their employment is
to be terminated (provided there has been no serious misconduct).

For each new employee, an induction plan must be prepared before their start date. Use the induction
checklist (Appendix 2) to ensure that all necessary tasks are included in the induction plan.

14. Record-keeping

All records relating to the recruitment and selection procedure will be retained only for as long as is
necessary (generally six months), and will be securely destroyed thereafter in accordance with
CoffeeVille's privacy statement (Appendix 1).

Remuneration and Performance Appraisal Policy

Policy and Purpose

This policy establishes the framework and guidelines to be used by the organisation in determining
remuneration arrangements for its employees and to assist staff in understanding the organisation's
position on staff remuneration.

The purpose of the policy is to:

● attract and retain employees of the required quality

● ensure the staff are appropriately compensated for the services they provide to the organisation

● ensure that remuneration levels are competitive with the external market

● encourage and motivate staff to achieve the organisation's strategic business objectives

● promote and reinforce the organisation's key values and appropriate employee behaviours

● ensure a level of equity, consistency and transparency in employee remuneration.

Definitions

Remuneration will comprise base salary and an annual bonus based on performance. The total of
these components make up the employee's remuneration package.

Underlying Common Rule Award

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 Staff covered by the relevant underlying award, Restaurant Industry Award 2010, will be paid no less
than the rate of pay set out in that award for the relevant position.

Policy Coverage

The staff remuneration policy covers all employees at all levels of the organisation.

Determining Base Salary Levels

Base salary levels will be determined by job evaluation. Job evaluation is the evaluation of the position
from the information in the relevant position description, in terms of the level of required skills,
competencies and knowledge, and criteria such as the level and impact of decision-making and
authority to act.

Job evaluation will be carried out by the Café owners, Rufus and Emma Belcastran.

The underlying principles of job evaluation include:

● salary levels will be paid no less than the rate of pay set out in the relevant underlying award,
Restaurant Industry Award 2010

● salary levels are to be benchmarked on an annual basis (as part of the annual budgeting process)
against the external market using salary surveys to establish competitiveness with similar positions
in the external market

● if the job changes as determined by a job evaluation, the base level remuneration should be
altered to reflect the change in the employee's role and responsibilities

● decisions on broad salary increases (those that apply to all employees), such as CPI or cost of
living based increases will be made on an annual basis by the owners

● staff will have the opportunity to raise remuneration issues at six monthly performance review
meetings with their manager.

Staff Performance Plans

Staff will be provided with individual performance plans/workplans for the subsequent financial year.
For new employees, a performance plan will be provided at the end of the probation period (first
three months of employment). In further years, workplans are agreed upon after the July/August
performance review has been conducted.

The performance plans/workplans set out the role that the position is expected to play in the
organisation achieving its strategic plans and objectives; the actions or activities required to achieve
those objectives; and the criteria or standards used to assess the achievement of the objectives. In
addition to business plans outcomes, the performance/workplans will include specific project and
personal development goals.

Updated/authorised

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 2019 – Rufus Belcastran (Owner CoffeeVille)

Occupational Health and Safety (OHS) Policy

CoffeeVille recognises its responsibility to provide a healthy and safe working environment for
employees, contractors, clients and visitors. CoffeeVille is committed to the continued wellbeing of its
employees and to ensuring that all employees are safe from injury and health risks whilst undertaking
work-related duties, including home-based work.

Objectives

In order to ensure a healthy and safe working environment, CoffeeVille will:

● undertake risk assessments and implement procedures to adequately manage any risks in the
working environment

● provide written procedures and instructions for safe working practices

● ensure compliance with all relevant legislation

● maintain safe systems of work including the work premises and environment

● provide appropriate support, instruction, training and supervision to employees to ensure safe
working practices.

Relevant Legislation

● Occupational Health and Safety Act 2004 (Vic)

● Dangerous Goods Act 1985 (Vic)

Both of these Acts are administered by WorkSafe Victoria.

Responsibility and Authority

The business owners are ultimately responsible for ensuring that safe systems of work are
established, implemented and maintained.

The business owners are responsible for:

● the effective implementation and regular review of OHS procedures

● consultation with employees regarding health and safety issues and changes to legislation and/or
working practices which may affect the health, safety or welfare of employee

● providing and maintaining a safe system of working practices

● providing support, training, and supervision to employees to ensure safe and healthy workplace
practices are carried out, including relevant first aid training where appropriate

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 ● the provision of adequate resources for employees to meet the OHS commitment, including an up-
to-date first aid kit.

Individual employees are responsible for:

● following all OHS policies and procedures

● ensuring they report all potential and actual risks to partners or managers/supervisors

● taking care to protect their own health and safety and that of their colleagues at work

● ensuring their own or others' health and safety is not adversely affected by the consumption of
drugs or alcohol

● encouraging others to follow healthy and safe working practices in the workplace.

Policy Implementation and Review

This policy will be reviewed regularly by CoffeeVille owners to ensure compliance with legislation,
industry standards and organisational changes.

Updated/authorised

2019 – Rufus Belcastran (Owner CoffeeVille)

CoffeeVille privacy statement

CoffeeVille collects personal information from prospective employees for the purposes of administering
a recruitment process. 

We use the personal information of CoffeeVille staff for the purposes of administering their
employment with CoffeeVille.  This may include using and disclosing personal information for:

● general management of employment

● performance management (misconduct, grievance, probation)

● financial, legal, security, information technology and communications matters related to a staff
member's employment.

Personal information collected by CoffeeVille is treated as confidential. CoffeeVille will treat your
personal information in accordance to the following:

● CoffeeVille collects the personal information provided by you to assist CoffeeVille in assessing
your suitability for the vacancies advertised.

● CoffeeVille may disclose your personal information collected to assist CoffeeVille staff involved in
assessing your application, referees and other third parties involved in assisting CoffeeVille with
the recruitment process and if you are a successful applicant, to those involved in the CoffeeVille
induction process.

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 ● If you do not provide CoffeeVille with the information requested, CoffeeVille will be limited in our
ability to assess your suitability for the position you are applying for or, for successful applicants,
to finalise your engagement. 

● If you provide personal information during a recruitment process and are unsuccessful in
securing the position, we will destroy your personal records 6 months after the application date.
Interview records are kept for 6 months in the event of a dispute relating to CoffeeVille's
selection decision.

● Personal information provided by you for the purposes of processing payroll are stored securely
and are only accessed for the purposes of processing payroll and Australian Taxation Office
reporting. They are only accessible by the business owners Emma and Rufus Belcastran.

● You will be able to access and update your personal information by directly contacting Emma or
Rufus Belcastran.

Induction Checklist

This checklist is used to guide the induction process for new employees. Once the induction checklist
is completed, both the supervisor and new employee should sign-off as it is completed.

Note: The term supervisor refers to the person who will train the new inductee into the new role.

The completed checklist will form part of the new employee's training records.

Name: Starting date:

Position: Reviewed by:

Supervisor: Reviewed date:

Completed
Responsible
Item (sign-off and
officer
date)
Introductions
Hand out organisational policies and procedures Supervisor
Introductions to all staff on-shift. Supervisor
Role, Responsibilities & Performance Expectations
Provide position description Supervisor

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 Completed
Responsible
Item (sign-off and
officer
date)
Workplan/performance expectations Supervisor
Performance evaluation Supervisor
Reporting relationships. Supervisor
Organisational Overview
Mission, values and relevant areas of business
Supervisor
plan/objectives.
Overview of CoffeeVille's product areas Supervisor
Introduction to stakeholders business owners Supervisor
Administrative Arrangements
Collect paperwork to enable processing of payroll
Supervisor
and superannuation.
Office Facilities & Equipment
Set up a POS (point of sale) user ID.
Bathroom, kitchen, use of photocopier and phone
Supervisor
system
Emergency exits, emergency procedures and
occupational health and safety officer
Introduction to email, electronic filing of invoices,
Supervisor
pilferage reports, stock control reports
Organisational Policies and Conditions of Employment
Owner/Business
Terms and conditions of employment
Partner
Owner/Business
Human resources policies
Partner
Dress code Supervisor
Equal employment opportunity (EEO),
Supervisor
harassment and discrimination
Employee details form Supervisor

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 Completed
Responsible
Item (sign-off and
officer
date)
Grievance and complaints Supervisor
Health and safety Supervisor
Privacy Supervisor
Staff remuneration and performance appraisal Supervisor
Staff training and development Supervisor
Statement of values Supervisor
Tax file number declaration form Supervisor
Choice of superannuation fund information and
Supervisor
application form
Leave application form Supervisor
CoffeeVille organisational chart Supervisor
Emergency evacuation procedures Supervisor
Café security and keys Supervisor

I have received the information and participated in the activities checked above. I understand
employment duties and the conditions of my employment.

Employee: Date:

Supervisor: Date:

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