- Position Details
• Position title: Community Recovery Rebuild Support Officer
• Directorate: Community and Business Development
• Position status: Full-time fixed-term contract
• Classification: Organisational level 4
• Reports to: Director Community and Business Development
• Leads: N/A
• Contract start: As soon as possible
• Contract end: 31 March 2027
In addition to the principles and responsibilities applicable to all Queensland local government employees, everything Quilpie Shire Council does is underpinned by its values. These define the culture of the organisation and the behaviours that shape our interaction with the community and each other. Our values are Respect; Communication; Fun and Humour; Pride; Trust and Teamwork.
2. Objectives of the position
The Community Recovery Rebuild Support Officer initiative is part of the Community Health and Wellbeing package (the Package) which has been included within the Disaster Recovery Funding Arrangements (DRFA) Category C exceptional circumstances funding. It will support long-term recovery and resilience of disaster affected communities following the Western Queensland Surface Trough and Associated Rainfall and Flooding, 21 March – 19 May 2025.
The objective of the Community Recovery Rebuild Support Officers (CRRSO) is to assist the long-term recovery, rebuilding, and resilience of local residents and assist Councils in developing more resilient responses for future events.
The CRRSO will achieve this objective through delivery of the following outcomes:
- Councils are supporting event impacted households with the information to make decisions regarding reconstruction
- impacted residents are supported in restoring homes to a safe and habitable condition as soon as practicable
- assistance in navigating the support pathways during rebuilds is provided
- case management is available to assist impacted individuals to “navigate” the systems and pathways for rebuilding
- impacted community members are supported through referrals to essential health and social services to assist psychological recovery.
3. Key accountabilities - Individual
Activities
- Provide Council building and planning services with practical and technical support and information for event impacted individuals
- Identify areas for improving communication and support, including, but not limited to, understanding rebuilding processes and requirements, local Council planning and approvals, available support, and education activities
- Support Council to identify barriers and better understand and meet the needs of impacted residents
- Support Council in ensuring households have the information needed to make decisions regarding their reconstruction after an event and
- Support impacted residents to restore their homes to a safe and habitable condition.
Reporting
- Prepare quarterly milestone reports (within 28 days of the financial quarter) on a template provided by the Department of Families, Seniors, Disability Services and Child Safety (the Department).
- Support Council with monthly financial reporting, including compiling evidence of expenditure.
- Prepare an End of CRRSO Initiative Report that summarises the delivery of the project, locations, acitivites, learnings, achievements and delivery of outcomes.
Collaboration
- Collaborate with other CRRSOs across South West and Central West Queensland appointed to support recovery for the Western Queensland Surface Trough and Associated Rainfall and Flooding, 21 March – 19 May 2025 event.
Governance
Acknowledgements
- Acknowledge DRFA funding contribution in public materials, e.g. “jointly funded by the Australian and Queensland Governments under the Disaster Recovery Funding Arrangements”.
- Seek agreement with the Department prior to release of any public materials.
4. Key accountabilities – All employees
4.1 Workplace health and safety
All Queensland employees have a duty under the Workplace Health and Safety Act 2011.
(Section 28)
While at work, therefore, all Quilpie Shire Council workers must:
- Take reasonable care for their own health and safety.
- Take reasonable care that their acts (actions) or omissions (failure to act) do not adversely affect the health and safety of other persons.
- Comply, so far as the worker (employee) is reasonably able, with any reasonable instruction to allow compliance with the Act.
- Co-operate with any reasonable policy or procedure relating to health or safety that has been notified to workers (employees).
4.2 Ethics principles, values and code of conduct
(Section 13 (2)(h) of the Local Government Act 2009 and Section 4 of the Public Sector Ethics Act 1994)
All Queensland local government employees are responsible for observing the ethics principles of:
- integrity and impartiality
- promoting the public good
- commitment to the system of government
- accountability and transparency.
Quilpie Shire Council’s Employee Code of Conduct has been developed in accordance with the Public Sector Ethics Act 1994. All employees are responsible for complying with their Council’s Code of Conduct. Local Government Act 2009 Section 13 (2)(i)
The Local Government Act 2009 also emphasises an employee’s responsibility to:
- carry out their duties impartially and with integrity. (Section 13(2)(d))
- ensure the employee’s personal conduct does not reflect adversely on the reputation of Council. (Section 13(2)(e)
4.3 Other local government responsibilities
All Queensland local government employees have the following responsibilities (Section 13)
broadly summarised under the following headings:
• Council plans, policies and decisions (advice and implementation)
- providing sound and impartial advice to Council. (Section 13(2)(c))
- implementing the policies and priorities of Council in a way that promotes:
(Section 13(2)(a))
- the effective, efficient and economical management of public resources
- excellence in service delivery
- continual improvement.
- carrying out duties in a way that ensures Council achieves its corporate plan.
(Section 13(2)(b)(iii))
• Compliance
- carrying out duties in a way that ensures Council can fulfil its responsibilities under the
Local Government Act 2009 and all laws applicable to local governments.
(Section 13(2)(b) (i), (ii))
- observing all laws relating to their employment. (Section 13(2)(g))
• Performance
- continuing to improve all aspects of an employee’s work performance. (Section 13(2)(f))
• Local government principles
All Queensland local government employees, in performing their responsibilities must also do so in accordance with the local government principles (where within the control of the employee). (Section 4 Local Government Act 2009)
The principles are:
- transparent and effective processes, and decision-making in the public interest.
- sustainable development and management of assets and infrastructure, and delivery of effective services.
- democratic representation, social inclusion and meaningful community engagement.
- good governance of, and by, local government.
- ethical and legal behaviour of councillors, local government employees and councillor advisors.
5. Work environment and physical demands
Work duties are primarily performed in an outdoors environment and regularly exposed to changing weather conditions. Accordingly, the position requires the capability to work outdoors particularly in the hot and humid local climate. The employee may be required to carry out some low-level physical tasks which may include manual handling, bending, kneeling, twisting, squatting and lifting.
This position will be required to travel throughout South West Queensland to assist in managing applicants located in the Local Government Areas of Balonne, Bulloo, Murweh, Paroo and Quilpie.
6. Other responsibilities
This position description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the role.
While this position description covers the key areas of responsibilities, day to day tasks and responsibilities may vary and be in addition to those listed above (reasonably within the limits of the employee’s skills, competence and training).
7. Sub-delegations and authorised person powers
According to the Chief Executive Officer’s approved register.
