JulieMahony

Hi All, Here is an opportunity to work in Bourke, NSW Australia in the Tourist Industry. Below I have added the application form. Bourke has been in draught for near on 7 years but our weather has now turned around. We are thriving on tourism and this is a job that is begging for someone who is diligent, likes to take on challenges and a chance to experience life in the outback of Australia. All the information you need is below for your perusal. If you know of anyone who would like to have a go at this position, please, pass this on to them. You are free to copy and paste this application onto a new document or to direct anyone to this journal entry. If anyone is genuinely interested and you are not able to copy from here, please bubblemail me and I can email it to you.
Just to remind you, my husband and I are the Captains of the paddleboat, P.V. Jandra which you can see in my photos (JulieMahony) and I am also on the Advisory Committee for the Back ‘O Bourke Exhibition Centre, who are wanting someone to fill this position, and that is why I can send this invitation out to you. If you have questions, bubblemail me. Bless you all and thankyou. Julie.

Developed: January 2008 1/3
POSITION TITLE: Manager, Back O’ Bourke Exhibition Centre
POSITION NO: 08/01:07
DEPARTMENT: Back O’ Bourke Exhibition Centre
GRADE: Grade 6 (Entry to Step 4)
Current Salary Range $1153.60 – $1384.32 pw
RESPONSIBLE TO: General Manager
SUPERVISORY RESPONSIBILITIES: Historian, PV Jandra Deckhand
The Manager of the Exhibition Centre will work closely with the General Manager and Council
staff to ensure the future of the Centre.
Primary Job Purpose
· To direct and supervise the operations and programs of the Back O’ Bourke Exhibition
Centre. This includes Human Resource and Finance management.
· To ensure that the Centre consolidates its position as a major cultural and tourism
facility and national museum
· To ensure the effective development of the Centre and associated business streams
in the short, medium and longer term, including the implementation of an appropriate
strategic and business planning framework that secures the facility’s future viability
· To engender and maintain a culture amongst the staff and volunteers that produces a
harmonious and effective working environment and a positive interaction with visitors
· To represent the interests of the Centre to key partners such as Government,
sponsors, the museum, tourism industries and the local community
Key Selection Criteria
Proven ability to prepare and manage budgets
Proven ability to manage human resources
Proven ability to communicate effectively
Experience in managing tourist related businesses
Ability to work effectively within a team
Experience in marketing tourism products
Car licence
Key Challenges
· To develop and sustain a vibrant, high-quality cultural and tourism facility in a rural
setting
· To maintain and further develop high standards in all areas of service delivery
· To maximise funding and sponsorship contributions
· To optimise marketing opportunities for the Centre
· To act as an effective advocate for the Centre as a major regional and national facility
to all internal and external stakeholders
· To effectively liaise with the local community and tourism industry to develop
ownership, involvement, support and repeat visitation
Developed: January 2008 2/3
· To develop effective management and operating systems for the Centre
· To manage Human resources
· To develop the skills and capacities of staff and volunteers
· To ensure the seven day a week operations of the Centre
· To meet the appropriate ethical and legal requirements of managing such a facility
· To ensure long term viability of the Back O’ Bourke as a major regional and national
museum
GENERIC PERFORMANCE REQUIREMENTS
Ethics/probity
All employees are required to carry out their duties in a professional and ethical manner
stepping aside from decision making when there is any potential conflict of
interest.
Equal employment opportunity
All employees are required to comply with Council’s Equal Employment Opportunity
(EEO) criteria.
Public image
All employees are to adopt work practices with the public which reflects positively on
Council and adhere to Council’s Code of Conduct.
Performance appraisals and training
All employees are to advise on training needs, career aspirations and actively participate in
formal employee appraisals.
Cooperation
All employees are to co-operate with fellow staff to help achieve Council’s mission and adhere
to relevant awards, codes and practices.
Occupational health and safety (OHS)
· to ensure that before commencing a task or project that, in consultation with the
involved Council employees, all foreseeable hazards have been identified;
· with regard to the identified hazards that there has been an assessment of the risks
undertaken;
· to be satisfied that the approach adopted for undertaking the risk assessments is
suitable for producing dependable risks assessments;
· in consultation with Council employees, risk management procedures be developed to
control the risks to an acceptable level;
· be satisfied that the adopted risk management procedures represent workable
solutions for controlling the assessed risks;
· with regard to the proposed risk management procedures ensure that there is
available the resources, technical expertise and skills to enable staff to implement the
proposed risk management procedures;
· where necessary advise the appropriate staff member of any identified training
requirements to enable Council employees to carry out the relevant risk management
procedures;
· in reviewing the hazards identification, risk assessment, and the risk management
procedures to be adopted by Council, consideration will be given to other persons who
are not employees of Council and who may be at the workplace.
Record keeping
Developed: January 2008 3/3
All employees are required to make and keep accurate records of activities that indicate the
business of Council in accordance with the established policies and procedures. All
employees must be aware that records exist in many forms including but not limited to paper
based, electronic, digital and photographic. These requirements are proscribed by the State
Records Act. Any employee who fails to make or keep appropriate records or who destroys
records without proper authorisation may be subject to disciplinary action.
Security
All employees are required to maintain the security of Council property, plant, equipment in
accordance with established policies and procedures. Any employee who is found to have
compromised security may be subject to disciplinary action.
Other duties (outside of specific position requirements)
All employees are expected to undertake any duties that are within their capabilities
as required by management from time to time, whether or not they are a usual function of the
position. Under the provisions of the Award, Council may direct any employee to carry out
duties that are believed to be within the employee’s skills, qualifications, competence and
fitness capabilities. Where an employee is required to perform duties associated with a higher
position, the Use of skills Clause of the Award will apply.
Last review date: ……/………/………
Agreed to: ……../……/…….
Incumbent’s Signature: ………………………………………….
Supervisor: …………………………………………..
Mission Statement
“To Build a Strong United Community, Proud of our Past and Committed to our
Future”