BSBHRM405 Support the recruitment, selection and induction staff

TASK 1: PLAN FOR RECRUITMENT

COFFEE VILLE

1. Job description and role requirements.

Cafe Ville Manager

Melbourne.

Café Ville are looking for a café manager, you will have worked previously as a Café
Manager and you are required to play a hands on role on a daily basis within the business.

You are someone who works well under pressure and can maintain a calm demeanor
throughout busy periods. A current drivers license and own transport is favorable.

You will be responsible and accountable for the following;

 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.
 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 role is full time or part time café manager (working Tuesday- Saturday or Wednesday-
Saturday) 7am-5pm.

Job Type: Full-time/ Part-time

Required experience:

At least three years’ experience in:

 Managing staff, including training.
 Performance appraisals.
Job Location:

 Melbourne.

2. Recruitment schedule.

Milestone: Action Time required Person responsible Budget and/or

and/or objective resources
Complete and 1 week Emma and Joe Social media
submit the recruit (Facebook)
action form $200
Prepare position 2 days Emma and Joe Social media
description and (Facebook, Shop
advertisement Window)
$50
Advertise position 1 week Emma and Joe Social media

Finalise shortlist of 1 week Emma and Joe Café Ville

candidates for
interview
Interview 4 days Emma, Joe and Cafe Ville
Rufus
Appoint candidate 2 days Owners and human Cafe Ville
(make an offer) resource
Offer accepted 1 day Owners and Human Café Ville
resources

3. Coffee Ville job description template.

Job title: Café manager.

Salary: $931 ($24.50 an hour)

Hours: 38 hours full-time.

Location: Melbourne.

Reporting relationship: We are looking for a cafe manager to ensure that anyone of any
age, gender, cultural background feels welcome to apply.
At least 3 years experience in managing staff, including training, performance appraisals,
most be highly motivated, excellent communication and interpersonal skills, excellent
management and leadership skills, good organizational skills, understanding of food and
beverage operations and bilingual skills desirable (particularly Italian, Greek or Chinese).
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. 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 is
able to manage customer complaints, take responsibility for higher level café operations
and manage staff performance.

Purpose of position:

We have a manager, but he is 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 to improve the quality of services
and make our customers happy.

Responsibilities and duties:

The café manager and leader who has passion, enthusiasm and personality to manage all
aspects of our busy social enterprise Café located in Melbourne. The varied role includes
menu planning and ordering; day to day operational and staff management, building and
nurturing relationships with our loyal and busy customers; developing the catering aspect of
the business; managing suppliers; financial management, budgeting and POS handing.

Key responsibilities:

 All aspects of day to day operational management of the café.

 Ensure consistently excellent customer experience.
 Achieve daily/weekly sales targets.
 Lead on all aspects of daily staff management, from roster planning, training and
coaching and quality control to ensure consistently high standards of daily
operations.
 Oversee the daily menu, food quality control and food prep.
 Manage from of house responsibilities and lead the small team creating a smooth
and harmonious café atmosphere.
 End of day duties, cash handing, sales reporting and banking procedures.
 Calmly (and with a cracking good sense of humor), manage the daily surprises,
dramas and unplanned hiccups that occur with any busy café and social enterprise.
 Cover all the roles during breaks and illness including food prep and barista
responsibilities.
Academic and Trade Qualifications

Tools and technologies.

Managers need to be familiar with the equipment that is used in the preparation of food
and beverages in their particular place of business. However, they also need to be
familiar with office equipment such as computers, phones and fax machines.

Education and training.

 Bachelor of business majoring in management

 Proficient on a computer; familiar with software programs such as Microsoft Word,
Excel, Outlook.

Work experience and Skills.

Experience Skills
 Previously a café manager.  Relevant qualifications in operating
 At least 3 years’ experience in: small business. Financial and
- Managing staff, including training performance management skills.
- Performance appraisals. Five years’ experience.
 Coordinate with customers and  Excellent customer service skills.
staff on daily basis, forward any  Time management and
issues of concern to senior prioritisation.
management.  Persuasion Working under
 Monitor and supervise the pressure.
attendants and ensure quality  Initiative and motivation.
delivery of customer services.  Resilence
 Knowledge en social media.

Personal qualities and behavioral traits.

-Must be highly motivated.

-Excellent communication and interpersonal skills.
-Excellent management and leadership skills.
- An understanding of food and beverage operations.
- Social media savvy especially with Facebook and Twitter.
- Bilingual skills desirable (particularly Italian, Greek or Chinese)

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

Signature: ................................................................... Date: ..............................
Manager name: ..........................................................
Signature: ................................................................... Date: ..............................
Performance review period: Every 3 months.

Next review date: 10/03/19

4. Advertisement template.

Selected advertisement channel/s

Newspaper classifields Facebook Café noticeboard

Classifields online Café window Industry newsletter

Reasons for selected advertising channels:

We decided selected Facebook because is a social media and the people spend most of their
time on Facebook. The 80% of all internet users use Facebook and they use it daily.

Facebook advertisement is the most targeted form of advertisement, you can advise people
by age, interest, behavior and location.

Facebook is cheapest, fast, measurable, can drive off-line sales, can engage the website
visitors and is in real time.

We decided selected a café window advertising because all the customers can see and if
they know about somebody that need job they are going to said about it, and also they can
talked about the place and try to help the owners to find a good employee.

All the people that are walking around the café don’t have to entrance because they can see
the advertisement outside and also the advertisement could be seen during the night when
the café is close.

Job ad- Café Manager

● Café Manager

● Coffee Ville- Melbourne

● $931 ($24.50 an hour)

● This is a big opportunity that you cannot lose if you want to grow in your profession
“Transcendent values such as trust and integrity are literally translated into income,
benefits and prosperity”

Please email your confidential CV to Emma Belcastran, emmab@gmail.com for further

information.

Develo pan interview guide

Job title Café manager

Date and time of interview 5th of December
Selection panel Emma, Joe and Rufus
Applicant

Each member of the panel should make notes (on a separate sheet) and score each
applicant. Scores should then be added up and used when making a decision.

The panel should also decide which questions will be asked by each member of the panel.
Scoring – applicant’s answers should be scored as follows:

No answer given or Good answer. Relevant

answer completely Some points covered, not information. All or most
0 2 4
irrelevant. No all relevant. Some points covered. Good
examples given examples given examples.
A few good points but
main issues missing. Some pints covered. Perfect answer. All
1 No 3 Relevant information 5 points addressed. All
examples/irrelevant given. Some examples points relevant. Good
examples given. given Examples.

Weighting – questions can be weighted 1 (low importance) or 2 (high importance) to reflect

their overall importance to the position.

Questions and weighting

Applicant’s
responses
Question Weight
Questions <Complete in Score (0-5) Total
categories (1-2)
Assessment Task
2>
1. What
Work history experience do you      
have?  

  2. What did you

like or dislike        
 about your
previous job?
           
How does your
Education and experience and
training education quality
you for this job?        
Are your
Personality, characters
motivation and motivations
character realistic and
believable?        
What has the most
  satisfying moment
in your life been?        
Total score (skills
and knowledge)          

Applicant answer
Follow up questions Weight
<Complete in Score (0-5) Total
(1-2)
Assessment Task 2>
How much notice do
they have to give?      
 
 
When can they start?
       
Can you list your
strengths?         

       

       

 
       
Total score (skills
and knowledge)        

Ending the interview:

● Thank the applicant for attending the interview.

● Let them know what happens next i.e. when you will be making your decision and how
you will be letting them know the results (applicants who have attended the interview
should be made aware of your decision either way).
Task 2: Support the Selection Staff

Interview guide 1

Job title: Café Manager

Date and time of 10/03/19

interview:

Selection panel: Rufus Belcastran

Emma Belcastran

Joe Belfone

Applicant: Leila Hussain

● Each member of the panel should make notes (on a separate sheet) and score each applicant. Scores should then be added
up and used when making a decision.

● The panel should also decide which questions will be asked by each member of the panel.

Scoring – applicant’s answers should be scored as follows:

No answer given or answer Good answer. Relevant

Some points covered, not all
0 completely irrelevant. No 2 4 information. All or most points
relevant. Some examples given.
examples given. covered. Good examples.

A few good points but main issues Some points covered. Relevant Perfect answer. All points
1 missing. No examples/irrelevant 3 information given. Some examples 5 addressed. All points relevant.
examples given given. Good examples.
Weighting – questions can be weighted 1 (low importance) or 2 (high importance) to reflect their overall importance to the
position.

Questions and weighting

Question Questions Applicant’s responses Weig

Score
categories ht Total
<Complete in Assessment Task <Complete in Assessment Task 2> (0-5)
(1-2)
1>
<Complete in
<Amend in Assessment Task 2> Assessment Task 2>

Work 1. What was your work history? I have four year experience
history 2 4 8

2. Where did you work? McJoe’s Cafe, Bar and Restaurant, Melbourne, VIC
1 3 3

Education 3. Your qualifications/ Diploma in Business Management 2012

and
training Certificate IV in Small Business Operations, 2010

Master’s Degree in Hotel and Restaurant

2 5 10
Management, 2004

Bachelor of Hospitality, 2001

Question Questions Applicant’s responses Weig
Score
categories ht Total
<Complete in Assessment Task <Complete in Assessment Task 2> (0-5)
(1-2)
1>
<Complete in
<Amend in Assessment Task 2> Assessment Task 2>

Personality 4. Your team leadership Managed apprenticeship program (6 apprentices).

, experience?
motivation Provided high level of customer service at all points
and of contact. 1 4 4
character Trained staff on quality of customer service, proper
portioning, cashier skills, and sanitation.

5. Do you support the concept of Yes it is necessary for team motivation

team rewards? 1 5 5

Total score (skills and knowledge) 30

Follow up questions Applicant answer Weig

Score
ht Total
<complete in Assessment Task 2> (0-5)
(1-2)

<complete in
Assessment Task 2>
How much notice do they have to 8 hours a day
give? 2 5 10

When can they start? 01 June 2017

2 5 10

Total score (additional) 20

Now give the applicant an opportunity to ask any questions that they might have and answer them.

 The applicant asked about the working conditions.

 It was also asked about which legislations and guidelines does the CoffeeVille follows.

 The applicant asked about the fair work act and WHS policies.

 The sustainability policy was also asked about.

Ending the interview:

● Thank the applicant for attending the interview.

● Let them know what happens next i.e. when you will be making your decision and how you will be letting them know the results
(applicants who have attended the interview should be made aware of your decision either way).
The applicants were asked to wait for the next email and also call.

Interview guide 2

Job title: Café Manager

Date and time of 10/03/19

interview:

Selection panel: Rufus Belcastran

Emma Belcastran

Joe Belfone

Applicant: Raj Mukherjee

● Each member of the panel should make notes (on a separate sheet) and score each applicant. Scores should then be added
up and used when making a decision.

● The panel should also decide which questions will be asked by each member of the panel.

Scoring – applicant’s answers should be scored as follows:

0 No answer given or answer 2 Some points covered, not all 4 Good answer. Relevant
 completely irrelevant. No information. All or most points
relevant. Some examples given.
examples given. covered. Good examples.

A few good points but main issues Some points covered. Relevant Perfect answer. All points
1 missing. No examples/irrelevant 3 information given. Some examples 5 addressed. All points relevant.
examples given given. Good examples.

Weighting – questions can be weighted 1 (low importance) or 2 (high importance) to reflect their overall importance to the
position.

Questions and weighting

Question Questions Applicant’s responses Weig

Score
categories ht Total
<Complete in Assessment Task <Complete in Assessment Task 2> (0-5)
(1-2)
1>
<Complete in
<Amend in Assessment Task 2> Assessment Task 2>

Work 1. What was your work history? I have eight years of experience
history 2 4 8

2. Where did you work? Cafe Manager – Compass Group, Brunswick, Vic
1 3 3
Question Questions Applicant’s responses Weig
Score
categories ht Total
<Complete in Assessment Task <Complete in Assessment Task 2> (0-5)
(1-2)
1>
<Complete in
<Amend in Assessment Task 2> Assessment Task 2>

Education 3. Your qualifications/ Certificate IV in Training and Assessment (NMIT,

and 2011)
training
Diploma of Hospitality Management ( NMIT, 2010) 2 5 10

Bachelor's Degree in Addiction Counselling (La

Trobe, 2002)

Personality 4. Your team leadership Administered day-to-day activity of cafe and

, experience? supervised efficient working of staff.
motivation
and Monitored café on regular basis and ensured
character compliance to all sanitation and safety standards for 1 4 4
guests.

Ensured optimal level of food quality at all times and

determined food standards to be served to guests.

5. Do you support the concept of Yes it is necessary for team motivation

team rewards? 1 5 5

Total score (skills and knowledge) 30

Follow up questions Applicant answer Weig
Score
ht Total
<complete in Assessment Task 2> (0-5)
(1-2)

<complete in
Assessment Task 2>

How much notice do they have to 8 hours a day

give? 2 5 10

When can they start? 01 June 2017

2 5 10

Total score (additional) 20

 Now give the applicant an opportunity to ask any questions that they might have and answer them.

 The applicant asked about the working conditions.

 It was also asked about which legislations and guidelines does the CoffeeVille follows.

 The applicant asked about the fair work act and WHS policies.

 The sustainability policy was also asked about.

Ending the interview:

● Thank the applicant for attending the interview.

● Let them know what happens next i.e. when you will be making your decision and how you will be letting them know the results
(applicants who have attended the interview should be made aware of your decision either way).

The applicants were asked to wait for the next email and also call.

Questionnaire for applicant’s referee

The referee will be asked about:

What is their profession?

What is their relation to the applicant?

Since how long they know applicant?

Selection report

POSITION: Manager

LOCATION: CoffeeVille Melbourne

SELECTION PANEL

Rufus Belcastran

Emma Belcastran

Joe Belfone

ADVERTISING DETAILS

The position was advertised in the following media:

 Media

 Newspaper

 Facebook

 Internet

 Main desk

 Window

SELECTION CRITERIA

 Experience

 Skills

 Education

 Teamwork

RECRUITMENT, SELECTION AND APPOINTMENT STANDARD

The panel is aware of the requirements of the Recruitment, Selection and Appointment Standard issued by the Commissioner for
Public Sector Standards (Appendix i). The selection process was directed at achieving the outcome of the Standard.

APPLICANTS

Leila Hussain

Raj Mukherjee

SELECTION PROCESS – OVERVIEW

Applicants were asked to submit a statement of no more than three pages addressing the selection criteria, a resume not exceeding three
pages and the names of referees.

The selection panel was negotiated for these two people two allow a diverse nature team to increase the innovation and creativity.

It was observed that negotiating the salary is necessary. It was focused that don't get so caught up in trying to learn how to negotiate
salary that you lose sight of what is appropriate for your organization. Sometimes, you just have to walk away. If your attempts to woo a
reluctant candidate fall short, the best thing to do in many cases is to cut your losses and look somewhere else.

The goal at this point should be to end the process so that the candidate leaves with a feeling of being treated fairly and with dignity.
When carried out effectively, though, your salary negotiation has a very good chance of ending on a positive note.

 Does the candidate possess skills that you cannot find anywhere else? If this candidate has skills that far exceed what any other
applicants had, and they are skills that you desperately need, paying extra or negotiating may be the best course of action.

 Is the candidate currently employed elsewhere? Employed people are not as willing to take a job for less than they want as
unemployed people. If you really want this person, you may have to pay. If, however, the person is making a lot less (or is
unemployed), he or she may just be trying to inflate the salary as much as possible but would be willing to take less.
  Do you see potential growth in the position you're hiring for? If you see the position growing from its present duties into
something that will require additional skill and responsibility, you may be getting a deal by agreeing to pay more. Once the
applicant starts to take on those additional responsibilities, you'll be getting your money's worth. In fact, you may even be getting
away less expensively than you would had you tried to hire someone for the position after the growth took place.

 Were there other applicants who could adequately fulfill the position? If there were some "close seconds" in your applicant pool,
you have a lot more room to maneuver. You may be able to get one of those applicants to take the job for the money you're
offering.

 Do you get the sense that the applicant will be a long-term employee? While there's no sure way to predict, if you get the sense
that the applicant will be a long-term asset, paying a little more up front may be the best thing to do. If, however, the applicant
seems to think of the job as a stepping stone to bigger and better things, think twice about meeting the applicant's demands.

 Do you need to hire someone right away? If you need someone right away, the applicant may have you over a barrel. The process
of negotiating may eat up a lot of time. Decide how long you're willing to let the position remain unfilled in choosing your course
of action.

 Do you have other employees whose salaries will be diminished by offering a candidate more? If you have an employee who has
worked for you in a position for two years and makes $15.00 per hour, and you hire someone new in a similar position for $15.00
per hour, you'll create problems for yourself with the senior employee whose years of service and additional experience will not
be rewarded with pay that's higher than a newcomer's. This problem is sometimes caused by inflation and is known as pay
compression. Don't assume that your employees won't talk about pay among themselves — it's illegal for you to forbid them from
disclosing how much they make.

Going through this all procedure and highlighting the main factors, Leila Hussain was selected as final.

RECOMMENDATION

Based on the information available to the panel, it recommends that the following applicant be offered the appointment.
  Leila Hussain

PANEL SIGNATURES

__________________________ ___________ (Date)

Name (Chair)

__________________________ ___________ (Date)

Name panel member

__________________________ ___________ (Date)

Name panel member

Task 3 - Support the Induction of Staff - BSBHRM405

Appendix 1: Employment contract Template

This document outlines the terms of contract of employment proposed by CoffeeVille.

Name: Leila Hussain

Position: Café manager

Commencement date: 10/03/19

Location 3216 Collins Street Melbourne Vic 3000, Australia

You will be employed at:

CoffeeVille

3216 Collins Street

Melbourne Vic 3000

Australia

Hours of Work

38 hrs / week

You will be provided with one of: a 30 minute meal break; or, two 15 minute meal breaks per day.
Responsibilities/duties
 1. Monitor and manage store staffs by regularly conducting performance assessments, providing
feedback, and setting challenging goals to improve operational performance.

2. Communicate clearly with all employees to ensure effective store operations.

3. Develop strategic and operational plans for managing execution and measuring results of store.

4. Accountable for the café’s books, making sure that all of the expenses are within the pre-established
budget, and sales meet daily and monthly goals.

Supervision

Job title: Café floor manager

Salary: $24.50 an hour.

Hours: fulltime work week (38 hours)

Location: 3216 Collins Street Melbourne Vic 3000

Reporting relationships: 2 owners of the CoffeeVille

About CoffeeVille: 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

Purpose of position: second floor manager who is able to manage customer complaints, take responsibility
for higher level café operations and manage staff performance

Remuneration

Salary: $24.50 an hour.

In addition, the minimum superannuation required by current legislation will be paid to the superannuation
fund of your choice.
Wages are paid in arrears on the last Friday of each month into your nominated bank account.

CoffeeVille opens on several public holidays. You may be required to work on public holidays and will be
compensated by payment at the rate of an additional 150%.

Leave

● Annualleave – As a full-time employee, you will be entitle to pro rata annual leave based on four
weeks’ annual leave per annum.

● Sickleave – As a full-time employee, you will be entitled to 10 days paid personal leave per year
(pro rata) in accordance with the Fair Work Act 2009.

● Otherleave – You are entitle to unpaid parental leave and compassionate leave entitlements in
accordance with the Fair Work Act 2009.

Notice period

The period of notice required from you to terminate employment with CoffeeVille is the same as the period
of notice required of CoffeeVille to terminate your employment and is set out in the following table.

Period of continuous service Notice period

Not more than 1 year 1 week

More than 1 year, but not more than 3 years 2 weeks

More than 3 years, but not more than 5 years 3 weeks

More than 5 years 4 weeks

Confidentiality

You shall not, except in the proper course of your duties during the continuance of your employment or
after its termination, disclose to any other person or company, or make use for your own benefit, any
secret or confidential information relating to CoffeeVille or the customers of CoffeeVille.

Upon termination of your employment, you will promptly deliver up to CoffeeVille or its authorised
representative all property, for example, documents, record, papers, credit cards, lists, computer discs
or tapes, which may be in your possession or under your control and which relate in any way to the
business or affairs of CoffeeVille.

Acceptance

If you have any queries please contact one of the owners, Rufus or Emma Belcastran. To complete the
arrangements, would you please sign and return the attached copy of this letter within 14 days.

Signatures

Signed by Emma Belcastran (CoffeeVille owner)

Signature: .................................................................................... Date: 17/01/19

Signed by Employee

I accept the offer of employment and agree to the terms and conditions as stated in this contract.

Signature: .................................................................................... Date: 17/01/19

Request for Approval to Hire

Applicant Information
Requisition
Number: 0012019 Date: 10/02/2019

Applicant Name: Laila Hussain

Last First M.I.

Job Title: Café manager

☐ Part Time ☒ Full Time ☐ Permanent ☐ Temporary

☐ Replacement ☐ New Position ☐ Hourly ☐ Exempt

Proposed Starting
Salary: $24,50 / hour Start Date: 10/03/2019

Supervisor: Emma – owner Department: Sales department

Description of Duties:

1. Monitor and manage store staffs by regularly conducting performance assessments, providing
feedback, and setting challenging goals to improve operational performance.

2. Communicate clearly with all employees to ensure effective store operations.

3. Develop strategic and operational plans for managing execution and measuring results of store.

4. Accountable for the café’s books, making sure that all of the expenses are within the pre-
established budget, and sales meet daily and monthly goals

Supervisor Signature Date

Approval to Hire
Approved Salary: $24,50 / hour Approved Classification: Class 3
Department Manager Signature Date

Confirmation of Offer
Offer Extended By: 20/02/2019

Status of Offer: ☒ Accepted ☐ Declined

If accepted, confirmation sent to Human Resources for
processing: ☒

Letter of unsuccessful candidates

Dear Robert Gogola

Thank you for applying for the position of café manager with CoffeeVille. Unfortunately on this
occasion your claims for the position were not as strong as other candidates and your application was
unsuccessful.

Should you wish to discuss the outcome of your application further, please don’t hesitate to contact
Agata Bartozcek, our HR manager directly on +621 123 456 or hr@coffeeville.com.au.

I wish you well in your future employment endeavours.

Yours sincerely

Emma Ville

CEO

www.coffeeville.com.au

Email to employes - informing new staff appointment

Hi Team,

 
Hope everyone is looking bright and excited…

We have so many new changes for the last 2-3 months in terms of staff moving.

As of today, Lorraine will no longer be working for CoffeVille. We thanked her for her amazing touch
in the Breakfast and now it is our pleasure to announce Henry Hunt will be stepping up as a Team
Leader for Breakfast Team.

In the Breakfast Team we have Henry, Veronica, Carlos and Casper and Sam to help out (thanks a lot
Sam for your continuous support to us)

Breakfast Team will be pretty much new faces so it is important that WE collectively checking if they
are okay and offering helps when needed.

Let me introduce our new fire in management team: Laila Hussain will join our team on the 03 of
March 2018 on the coffee manager position. She worked as a manager in a busy café in Sydney for
more than 14 years but both she and her husband have decided to move to Melbourne last week. She
will help us to organise trainings and improving our food offer. Laila will be working closely with
current café manager Peter to implement all of her ideas.

Currently, we are looking for someone who has an outgoing personality and great at team work to join
our Dinner Team, so if you know someone who might possess those qualities, please pass along his /
her resume to Emma or myself.

It is all new and learning process for everyone including myself. So be there and working as ONE
TEAM.

Thank you for your ongoing hard work and dedications.

 Cheers,
Appendix2: Scenario

Hi,

After considering your selection report, I have decided to hire Leila Hussein. Can you please write a
letter of offer for her and email it to me for approval?

We need to make sure that it’s obvious that she’s our chosen applicant and let her know about the terms
and conditions of the job, when we’ll need her to start, what type of employment it is (full-time, part-
time, or casual) and how much we’re paying her, and some other information that is specified in the
Recruitment policy. Can you also mention in the email which documents we’re attaching and what she
needs to do with them?

It’s important that we attach an employment contract. Also can you source and attach the documents
that we need to send her that are required by Fair Work legislation as well as information about
privacy? I’m pretty sure they’re specified in the recruitment policy in our handbook.

So in summary, I need you to email me with the letter of offer and attach to your email the employment
contract and the other required documentation.

Thanks,

Emma
Appendix 3: Induction plan template

On your first day you will

Date Item Relevant Resources required Notes Completed?

Personnel Y/N

10/03/2019 Orientation HR Map of the building, swipe Private parking place, staff TBM
card room

10/03/2019 Plan of the building HR Map of the building, swipe Do not forgot to show evacuate TBM
card plan and exit doors

10/03/2019 Keys and access to PC HR Laptop Try to use login name and TBM
password

10/03/2019 Visit another departments HR Checklist of another employeesLeave a copy of employees with TBM
cell numbers

In the first week you will

Date Item Relevant Resources required Notes Completed?

Personnel Y/N

10/03/2019 Training on the menu Chef Access to the kitchen Explain strict hygiene habits and TBM
food presentation
12/03/2019 Policy and procedures Manager of Documentation Do not forgot to sign safety and TBM
the café health at work

14/03/2019 Training in company culture Owner of the Company presentation Sharing experiences, opinions, TBM
café - Emmna feelings

15/03/2019 Training in storage room and Manager of Access to storage room Explain storage procedures, TBM
orders the cafe orders, deliveries

Within the first month you will

Date Item Relevant Resources required Notes Completed?

Personnel Y/N

10/3/2019 Training new staff Café manager Training material, training Do not forgot to take copy of TBM
– room, short company visa status
10/4/2019 presentation

10/3/2019 Communicate with suppliers Café manager List of food, drinks, utilities. Always check 2 weeks in TBM
– advance
10/4/2019

10/3/2019 Changing food menu regarding Owner of the Pricing list, laptop Check the offers and prices of TBM
– the weather season, set up prices café - Emmna the concurrences coffees
10/4/2019 and taking care of the quality of
offer food
 Policies and Procedures

Please ensure you have read and understood the following CoffeeVille Read (Date) Signature
Policies/Procedures

Health and Safety. In the company we are following the Australia government rules. 10/03/2019
Always use PPE if needed.

Safety workplace. Always keep your workplace safety. Avoid dangerous materials and 10/03/2019
clear your workplace after use.

Wear appropriate clothing. Obey the rules attached in front of each room. Make sure, 10/03/2019
your clothes are not dangerous or flammable.

I, Laila Hussain, have read and fully understand the policies and procedures of CoffeeVille.

I agree to follow them and ensure others follow them. I shall report any concerns regarding said policies and procedures to the Manager of
CoffeeVille.

Signature: .................................................................................... Date: 17/02/2019