Getting Started

Click here for the full summary of the process with links

 

If you have not recruited within Waitemata Health before then arrange a meeting with your Recruitment Consultant for full training on our E-Recruitment Platform called Taleo

Click here to view → Taleo

Your Recruitment Consultant will set you up with a login and advise you of the details.


When a replacement vacancy or potential new position arises, the following factors need to be considered:

  • What is the purpose of the position?
  • What are its objectives, how are they met, and is it important to continue this function? This should include an analysis of the specific tasks being performed and why
  • Should the position be altered to reflect changes in technology, legislation, the environment or the workplace?

For example: Should the position be:

  • A permanent salaried position?
  • A part-time position?
  • Disestablished?
  • Fixed term?
  • Divided up and reallocated to another employee(s)?
  • If the work is currently done by a person employed as a casual staff member, is this the right arrangement?

Terminology – Types of Employment Agreements/Arrangements:

  • A Permanent appointment is where an employee works regularly and is directly employed by an employer. This work is paid directly by that employer. In addition to wages, the employee may receive other types of remuneration and benefits. A permanent contract is a contract without an end date. An employee and an employer may enter a binding contract where both parties agree to do business with each other for an indefinite amount of time.

  • A Fixed term appointment is for a defined period and is linked to a specific reason i.e. covering maternity or linked to funding. This type of role means that the employment is not permanent and there is no guarantee of continued employment at the cessation of the fixed term period. In some instances, a fixed term role may be extended and advice should be sought from your HR representative.

  • A Casual appointment is for an “as and when” required basis. This type of role essentially means there are not any set hours or guaranteed shifts. The employee gets paid an hourly rate and 8% in addition to cover sick and annual leave. This type of role should primarily be used to cover gaps in service requirements. Casual SMO employees are not set up in the job size workbook as there are no fixed hours, work pattern or duties.

  • A Locum is often referred to when permanent employees undertake additional sessions, where a casual employee is appointed to fill in gaps in service or when a contractor is employed on a fee-for-service arrangement. It is important to establish the type of employment agreement required when this term is used.

  • A Full time appointment means any employee who is employed for forty (40) hours or more on average each week. There are circumstances where full-time is set at 37.5 hours or 35 hours per week, the relevant Collective Agreement will stipulate the total number of hours for full time employment.

  • A Part-time appointment is where an employee works regular hours each week and receives the same benefits as a full-time employee (such as sick leave and annual leave) however on a proportional or pro-rata basis. Part time employee’s work less than forty hours on average (or 37.5 or 35 depending on the Collective Agreement).

  • Fee for Service arrangements (or contract for service) is where the DHB engages individuals that are classified as self-employed contractors. Contracts are between the service and the individual. With this type of arrangement the individual is not an employee. The contactor invoices the DHB for hours worked. The service is able to seek advice from the DHB legal team. Fee for Service contracts are held centrally by the Document Controller and should be forwarded to them once signed.

  • Students/Volunteer arrangements are unpaid and an individual would be working to gain experience and insight into the health care environment. This type of arrangement has health and safety requirements and forms can be found on the HR intranet or by contacting your recruitment adviser.

  • Once the above criteria have been decided, you need to ensure the job description reflects the position.

  • Think of the Position Description as the springboard to a good recruitment experience.

     

 

Casual Employment versus Permanent Employment: Are your casual employees true casuals? 

The key factors in determining whether a candidate is casual or permanent depends on the following (not exhaustive) even though the candidate may have originally been given a casual contract:

These include:

  • The number of hours worked each week;
  • Whether work is allocated in advance by a roster;
  • Whether there is a regular pattern of work;
  • Whether there is a mutual expectation of continuity of employment;
  • Whether the employer requires notice before an employee is absent or on leave;
  • Whether the employee works to consistent starting and finishing times.