POSITION DESCRIPTION
Position Descriptions form a part of an integrated planning process to ensure that individual performances align
with the strategic and corporate directions for the City. The Position Description also provides the basis on
which selection criteria for the position are determined.
POSITION TITLE:
CORPORATE LEARNING AND DEVELOPMENT
COORDINATOR
WORKPLACE AGREEMENT:
CITY OF SALISBURY MUNICIPAL OFFICERS
WORKPLACE AGREEMENT 2007 – 2011
DEPARTMENT / DIVISION:
CORPORATE DEVELOPMENT DEPARTMENT /
PEOPLE AND CULTURE DIVISION
POLICE CLEARANCE CERTIFICATE:
TO BE DEFINED / DETERMINED
POSITION OBJECTIVES:

Coordinate the development and delivery of performance development aspects of the
City of Salisbury’s organisational excellence strategy ‘Salisbury Success’

Undertake comprehensive training and development needs assessment processes
and implement a learning and development strategies in response to both
organisational and individual employee development needs and priorities

Contribute to the development of a constructive organisational culture through the
implementation of learning and development initiatives

Coordinate current and develop new corporate learning and development programs,
including OHS and compliance.

Manage and maintain the training and development database, ensuring that record
keeping and reporting is effective, continually improved and appropriate for use

Provide professional advice and support to the Manager People and Culture, other
members of the People and Culture Division and other Divisions and Departments
concerning the design, facilitation and implementation of performance, training and
development strategies

Provide high level advice, direction and support to the City Manager, the Executive
Management Team and senior managers where required and under the guidance of
the Senior Coordinator, Organisational Development
~2~
VALUES AND BEHAVIOURS:
Behavioural expectations and commitments required of this position will be as follows:
ACHIEVEMENTS
CUSTOMER FOCUS
INNOVATION
PEOPLE
LEARNING

Positive attitude towards allocated tasks

Accepts accountability

Manages time and priorities effectively

Has personal vision, is self motivated and self managing to
achieve agreed objectives

Displays effective application of IT skills and systems
pertinent to role

Displays strong work ethic working safely with high levels of
attendance and punctuality

Understands the needs of all customers

Delivers service in accordance with customer expectations

Adapts appropriately to diversity requirements

Innovative approach to improving customer service

Committed to achieve better practices

Constructive suggestions to improve processes

Identifies creative/innovative solutions to problems

Displays independence and initiative in problem solving

Adapts available resources to deal with contingencies

Displays well developed team leadership skills

Effective communicator both verbal and written

Behaviour is consistent with team norms

Contributes to productive team outcomes by being flexible
and supportive of other team members

Uses interpersonal skills to build constructive, courteous,
cooperative and respectful relationship with all stakeholders

Displays enthusiasm for self development and ongoing
learning

Accepts the need to learn to accommodate required
changes

Prepared to invest time and effort to learn new skills
~3~
KEY RESPONSIBILITIES:
Performance and Workforce Development

Establish and maintain appropriate systems for measuring outcomes of corporate
development programs, ensuring that transfer to the workplace is occuring

Ensure leadership development initiatives are developed and implemented in line
with corporate objectives, in consultation with the Senior Coordinator Organisational
Development

Ensure that the PDRs across the organisation guide the development of corporate
learning programs, in consultation with Directors, Managers, Team Leaders and
general employees

Ensure development needs are identified, planned and captured through the PDR
process including options for succession planning, leadership development, OHS and
other professional needs

Ensure an appropriate systems for maintaining records associated with PDRs and
development needs.
Learning and Development

Coordinate and implement the organisational learning and development framework

Ensure that the needs of the organisation are assessed through a periodic employee
competency assessment

Ensure the conduct of periodic organisational wide training needs assessment
processes

Develop and implement an annual corporate training and development program,
based on the assessed training needs of the organisation (including compliance) and
the competency requirements of individual employees through their PDR

Provide coordination and management of training administration including booking of
training requests and maintenance of training database

Ensure that appropriate training and development of OHS&W matters are included
within the employee training and development program (in consultation with Health
and Safety Team)

Ensure the training database is developed and improved to capture organisational
learning and development data

Ensure that the corporate training budget is managed appropriately and resources
are maximised and allocated effectively in accordance with organisational
requirements.

Provide regular reports on learning and development initiatives, training investment
and evaluation/performance results.
Advisory Services – Performance Development & Human Resources

Ensure the provision of quality information and advice across the organisation
concerning performance development, in particular in areas such as staff training and
development, training funding and individual performance development

Act as a positive team player in interactions within the People and Culture Division
and enhance the reputation of the People and Culture Division through a customer
driven approach
~4~

Assist in the provision of quality information across the organisation concerning
human resources management issues including to the executive management team,
departmental managers, team leaders and general employees
Occupational Health Safety and Welfare

Ensure that the powers, duties and responsibilities for this position as set out within
the City of Salisbury’s current Schedule of Delegations are observed, managed and
administered in accordance with legislative requirements (Refer Intranet)

Identify, assess, prioritise and control any risks to the health and safety of
employees, volunteers and visitors to the environment arising from the operational
activities of respective Divisions/Sections through the PDR process

Provide advice and assistance as required to ensure that safe systems of work are
developed, documented and followed by employees and volunteers through
appropriate training, supervision and monitoring
General

Project management and continuous improvement of practices and systems relating
to learning and development

Any other appropriate matters as directed
ORGANISATIONAL RELATIONSHIPS:

The Corporate Learning and Development Coordinator reports directly to the Senior
Coordinator Organisational Development

The Corporate Learning and Development Coordinator has no direct reports, however
it is essential that strong working and collaborative links are formed within the People
and Culture Division, Asset Services Workforce Development team and other key
stakeholders.
OTHER REQUIREMENTS / COMPETENCIES:

Specialised Skills
- Comprehensive skills in the development and implementation of employee
learning, training and development programs
- Strong verbal and written communication skills, including presentation,
influencing and report writing skills
- Strong coordination, scheduling and organisational skills
- A skills orientation towards innovation, adaptation and change
- Ability to design, develop, coordinate and implement training programs, both
internal and external
- Ability to develop strong relationships with learning and development providers,
including sourcing learning and development funding where appropriate.
- Project
management
skills,
implementation and review

including
research,
development,
design,
Knowledge
- Knowledge of employee learning and development and its relationship to the
development of constructive organisational cultures
~5~
- Knowledge of leading edge learning and education principles, styles and
philosophies, in the delivery of effective development programs
- Understanding of adult learning principles
- Knowledge of the operational context of local government and the political and
policy development framework is desirable
- Knowledge of performance development processes and their successful
implementation in the workplace

Experience and/or Qualifications
- Proven experience in leading and managing learning and development functions
at a senior level within a medium to large organisation
-
Experience in working within a multi-disciplinary human resources team
Certificate 4 in Training and Assessment is desirable
Tertiary qualifications in an appropriate discipline is highly desirable
Membership of the Australian Human Resources Institute or other professional
association is desirable
GENERAL RESPONSIBILITIES:

To comply with the City of Salisbury Code of Conduct and all other policies and
procedures adopted by the City of Salisbury as varied from time to time

To manage all Corporate Records in accordance with required procedures

Responsible for purchasing goods and services in accordance with purchasing
guidelines and delegated financial limits
PERFORMANCE / SKILL STANDARDS:
The performance of the Corporate Learning and Development Coordinator will be
measured by:

The degree of capability and competency of the workforce in relation to its ability to
meet the needs of the community and other stakeholders

The impact that these strategies and activities have had in achieving further
development of a constructive culture within the organisation

The quality of communication, technical reports, advice, service delivery and overall
success of performance assessment, training and development initiatives across the
organisation

A robust and effective learning and development corporate annual program is
available for staff
EXTENT OF AUTHORITY:

Responsible for purchasing goods and services in accordance with purchasing
guidelines and delegated financial limits
~6~
AGREEMENT:
This position description accurately reflects the responsibilities, duties and skill
requirements for the position.
Approved by:
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Director Corporate Development
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Date
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Manager People and Culture
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This position description reflecting the responsibilities, duties and skill requirements for
the position, has been discussed with the incumbent.
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Position Incumbent
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Date