CONFIDENTIAL
CURRICULUM VITAE
JOHN ANDREW DAVENPORT
PERSONAL DETAILS
Name:
John Andrew Davenport
Address:
84 / 250 Beaufort Street, Perth , WA 6000
Telephone:
Mobile (+61) 0419 830 849
Date of birth:
24 October 1958
ACADEMIC/PROFESSIONAL DEVELOPMENT
Tertiary
Bachelor of Arts Degree – University of Western
Australia
Graduate Diploma in Corporate Management –
Institute of Corporate Managers, Secretaries and
Administrators Ltd (in conjunction with AGSM)
Graduate Diploma in Applied Finance and Investment
– The Securities Institute of Australia
Completed the following units:
 Financial Statement Analysis
 The Securities Industry
Mt Eliza Management Programme (MEMP 95) - Mt Eliza
Australia Management College, Mt Eliza, Victoria
Certificate of Superannuation Trusteeship –
ASFA/Macquarie University
Training Officer Programme Stages 1-3
National Trainer Training Service
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Other
Attendance at seminars and conferences on various
aspects of Human Resource Management (eg
Performance Management, Affirmative Action, EEO
Legislation, Termination and Reinstatement, Occupational
Health, Safety & Welfare Legislation, Payroll
Administration, Superannuation; Strategic Quality for
Senior Executives (AQC), Award Restructuring,
Redundancy; Outsourcing, Workplace Relations Act;
Employment Law, etc)
I participated in an overseas study tour of the
USA/Canada in April/May 1997. Primary focus was to
measure both the success and lessons learned from
introducing self managed work teams in a range of
companies.
Membership of
Professional
Organisations
Australian Human Resources Institute
Institute Corporate Manager, Secretaries and
Administrators Ltd
Australian Grain Institute (Inc)
Other Directorships
The Industry Superannuation Fund Pty Ltd (1995 – 2000)
Leisure Activities
Tennis , Golf , Reading , Travelling
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CAREER PROFILE
September 2004 present
Director, JD Corporate Services
Providing Strategic and HR support to medium sized
companies , particularly those who have experienced
significant business growth over a 3 – 5 year period.
January 2001 - August
2004
Manager, Corporate Human Resources
Water Corporation (WA)
Position Reported to
General Manager, Planning & Development / CEO
Major
Accomplishments
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Key involvement with the Board’s Organisation
Development Committee. In particular , the HR
Strategic Plan , a Total Rewards Strategy (which
included a Reward & Recognition web site) , Senior
Executive Incentives plus additional strategies to
reward employees on common law contracts.
Strengthened the Graduate recruitment &
development programme by establishing a corporate
graduate pool, greater presence at University career
expos/information sessions, greater use of advertising
options, targeted strategies for specific disciplines
Introduced a performance based pay scheme for
salaried employees
Development and successful piloting of the 'UpLiFT'
program for Managers, designed to build capability in
two core competencies - Leadership and Relationship
Management
Progressed our 'Workforce of the Future' strategies.
These included
- Identifying technical & specialist skills 'at risk'
and taking action to rectify.
- Succession planning as 'part of normal
business' with regular sessions held with the
CEO and General Managers.
- Third stage of the Workforce Renewal Program
- targeting wages employees who had limited
physical capability to perform labour intensive
tasks or had difficulty with learning/adapting to
new methodologies and technologies, despite
intensive training. Next stage – expanding
flexible retirement options
- Adopted a new Corporate workforce planning
model
Reviewed the centralised HR function to maximise the
effectiveness of both transactional and
transformational resources within the HR Branch
Implemented a new Team Leader Development
Program.
Driver for the establishment of OSH Steering
Committee comprising the CEO and General
Managers. Aimed at strategic outcomes and clear
demonstration of strong OSH leadership 'from the top'.
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Appointed as Project Team Leader for the 2002 Cost
Reduction Initiative - achieved a $9M ongoing saving
on operating costs. 125 employees made redundant
with no industrial disputation.
Successfully renegotiated two Water Corporation
Enterprise Agreements that covered 1800 employees.
There was no industrial disputation, despite relatively
small percentage wage increases due to budget
constraints.
Maintained a harmonious industrial relations climate
during a challenging period where the Corporation
was under strong political and community scrutiny.
Resolved a dispute between two unions over member
coverage that had been ongoing for six years prior to
my commencement.
Proactive involvement in the Company One 2010
Strategic Planning Process that focused on building a
sustainable future for the Corporation. I am a strong
advocate for ensuring that economic, environmental ,
social and ethical considerations are factored into
corporate decision making processes.
February 1994-January Executive Manager – Human Resources
2001
CBH Limited
Position Reported to
Chief Executive Officer
Major
Accomplishments
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Leading role in the ‘Handling the Future’ planning
process involving all employees
Drove commitment to the AQC Australian Business
Excellence Framework throughout the organisation
Implementation of SAP HR/Payroll Modules during
Phase 2 of the Business Support Systems Project
Generated involvement at line management and
employee level in Enterprise Partnering negotiations
Performance Review system for contract, salaried and
operational staff
Business Improvement Programme initiatives
Fast tracking approach to skill development courses
Introduction of Multimedia as a means of self paced
and ‘just in time’ learning
Policy and procedures initiatives:
- Core values
- Environmental policy development
- Alcohol and other drugs policy
- Code of Ethics
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Aug 1986-Feb 1994
Superintendent – Personnel
CBH Limited
Position Reported to
Human Resources Manager
Major
Accomplishments
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Directly involved in the selection, development and
implementation of an integrated Human Resource
Information System
Implemented an Affirmative Action policy and
programme within the company
Developed and implemented a workable Performance
Review System for Salaried Officer and Clerical staff
Instigated major improvements in the methods and
criteria used for recruiting, selecting and inducting
employees within the company
Chaired the committee which introduced (and now
monitors) the company’s Employee Assistance
Programme (EAP)
Feb 1985-Aug 1986
Training and Development Officer
CBH Limited
Position Reported to
Human Resources Manager
Major
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Accomplishments
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Further development of the existing Supervisor
development programme course structure so as to
reflect major changes in company policy and
operational procedures
Developed and implemented a country induction
programme for metro based employees in order to
understand at first hand the nature of the company’s
country and port operations. This was further
extended to enable country-based employees to be
inducted in head office and port operations.
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Aug 1985-Feb 1985
Research Officer
CBH Limited
Position Reported to
Superintendent – Employee Relations
Job Summary
Duties involved job analyses, research on industrial
relations or personnel matters and the preparation of
material for use before Federal and State Industrial
Relations Commissions. Represented the company at
Compulsory Conferences or Commission Hearings as
directed.
Major
Accomplishments
Directly involved in all matters pertaining to the
consolidation of three Grain Handling Awards into one
Award entitled the Western Australasian Grain Industry
Award.
RELIEF DUTIES
Jan 1989-Feb 1994
July 1992-April 1993
Dec 1988-Jan 1989
Human Resources Manager
Assistant to the Company Secretary
Superintendent – Investigations
REFEREES
Available on request.
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