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Careers

Why work with us

At McLean Care, our devoted team shares a common passion: an unwavering commitment to enriching lives beyond borders. We prioritise the well-being of our staff, residents, clients, and communities, recognizing our people as our greatest asset, aiming for fulfilling workdays.

Your rewards and benefits

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Financial Perks

  • Salary Packaging (up to $18,900 per annum of your earning tax free)
  • Remote Area Benefits – Employees living in ATO defined remote areas can increase the total sum of salary packaging
  • Conditional Registered Nurse sign on bonus and ongoing retention bonus
  • Conditional Refer a Friend Bonus for employees
  • Frontline Healthcare Workers Reward Program – Blue Light Card (Access to retail & travel discounts. Eg. Woolworths, BWS, Apple etc)
  • Criminal History Check (paid for by McLean Care) & NDIS Worker Screening Clearance reimbursed on successful probation
  • Travel reimbursement (km’s reimbursement use of personal vehicle for work purposes)
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Education and Training

  • Annual Scholarship Program – employee can apply for a Scholarship of up to $20,000* financial support for higher education studies (Undergraduate/Post Graduate studies)
  • Annual Professional Development Scholarship – employees can apply financial support of up to $5,000 short courses
  • Traineeship Programs as advised – supporting continued upskilling on-the-job.
  • Career Pathways include Graduate Programs, Placement Support & Work Experience opportunities
  • Regular performance reviews focused on developing your strengths, skills and interests in the workplace
  • Extensive in-house training: Face-to-Face, (Online LMS Platform), In-Services & External Facilitated Training
  • Ausmed Passport™ - have your previous training recognised
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Health and wellbeing

  • Corporate Rates for Health Insurance
  • Free Immunisation Program
  • Employee Assistance Program (EAP) for employees and their immediate family members including counselling, financial advice and dieticians
  • Flexible Working Arrangements

Workplace Culture

  • Additional Public Holiday NSW (Christmas Picnic)
  • Diversity & Inclusion Committee
  • Support for International Job Seekers
  • WHS Committee
  • Reward & Recognition of service program
  • Supportive workplace culture

Inclusion

We value diversity

We value diversity to connect with a diverse customer base and engage employees, fostering a dynamic workplace. Embracing differences allows for unique ideas and solutions, driving organisational and individual growth.

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Our Recruitment Process

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Step 1

All positions are advertised on our website. Apply directly to the role you are interested in and follow the prompts. You will receive an acknowledgement of your application that will also inform you of what additional assessment information you will be required to provide should you progress. You are not required to submit additional information at this time; however your application will be reviewed and you may be contacted should the team require anything additional from you.

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Step 2

Should you progress to Interview you will be contacted by a Talent Acquisition team member who will coordinate an interview time with you. Interviews may be face-to-face, or may also be facilitated via Teams Meeting. You will receive a confirmation with a copy of the Position Description to support you in preparing for your interview.

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Step 3

Aged Care suitability assessment must be undertaken on each potential new hire. Upholding a high standard of care and services within Aged Care requires a robust assessment process. Within this process you will be guided through the requirements, this may include NDIS Worker Screening, Evidence of English proficiencies, Qualifications, Membership Registration, Drivers Licence. Should you be requested to provide additional information for assessment please provide as soon as practicable.

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Step 4

Congratulations, if you are identified as the successful candidate you will be contacted by the Hiring Manager. The Hiring Manager will discuss your start date with you along with your offer details. You will then receive an emailed link to commence your online contract signing and onboarding process.

Frequently Asked Questions

Life happens sometimes and that is understandable. If you can no longer commence on the agreed start date you need to call your manager as soon as possible. Your manager can talk through a new agreed start date and will arrange for a new contract to be issued to you. You may need to sign a new contract as the commencement date forms part of your conditions of employment. In some instances, you may need to take a day of Leave Without Pay this will be by agreement with your manager and of course you will not be paid for a day not worked.

Eziway is the Salary Packaging provider for McLean Care. Once you have received an employment contract you should contact Eziway to setup your Salary Packaging and speak to them about the various benefits that you may be eligible for. Salary Packaging includes options to have up to $18,900 approx of your taxable income classified as tax-free. There are other benefits such as meals and accommodation, accessing purchasing of vehicles through novated leases. The specialists in Salary Packaging are Eziway and you should speak with them as soon as possible to ensure you are getting all the financial perks available to you, by being part of the McLean Care team. www.eziway.net.a

At McLean Care we do have a uniform policy that outlines the positions required to wear a uniform. All direct care roles within our Residential Facilities do wear a uniform. If you are required to wear a uniform you will paid a uniform allowance. Our senior management do not wear a McLean Care uniform however, must still adhere to our policy to wear professional corporate attire. We want our residents to feel comfortable and a uniform is something they can become familiar with in their environment.

McLean Care prides itself on providing robust training for all new employees. If you are successful in a position with McLean Care your training plan will commence on your first day. Training will continue throughout your employment with McLean Care and there are always opportunities to further develop yourself and train in new skills.

For positions that require a First Aid Certificate and Cardiopulmonary Resuscitation (CPR) you can still apply for the role however, you must complete within the first three (3) months of your employment if you are successful. A failure to complete within this timeframe may result in your employment being impacted. First Aid & CPR is essential for the clinical and care services we provide and is regulated by the standards Aged Care.

You will notice you receive an email providing you access Ausmed. Ausmed is our e-learning platform that provides the mandatory e-learning training required for working in Aged Care and specific to your role. You do not have to complete all your Ausmed Training prior to commencement and each Ausmed module will provide you the due date for completion. If you have any questions about your Ausmed Training, speak with your direct manager.

After the verbal offer you receive from your manager, you can expect to receive an email from our People & Culture team within 48 hours. In this time, the People & Culture team set you up in our Human Resource Information System (HRIS), called UKG, and then prepare your Employment Contract and issue to you through this platform. The email is an important step to be able to access all of the policies you need to sign prior to commencement and of course, be able to provide your bank information, tax file number and superannuation information.

If you have any questions with this email you can contact People & Culture directly or email help@mcleancare.org.au if you have a password or access issue.

If you have any question about your contract, you should call your direct manager to discuss. It is important you read and understand your contact of employment.

Each role supports different needs of the business. For example, our Residential Facilities require the provision of around the clock care to our elderly residents. A direct care role within a facility will be on a rotating roster including Morning, Afternoon and Night Shifts. When you are offered the position, your manager will discuss the roster line with you.

For our Community Based positions, the hours of work are driven by client services and are general Monday to Friday day shifts and do not require as much Night Shift with the exception of any live-in care roles. Your direct manager will discuss the typical hours you will need to be available for.

For our office based and corporate roles, these are typically Monday to Friday Day Shifts. Some roles may be required to be On-Call, for example Maintenance or IT positions. In these instances, the requirement will be discussed with you.

Corporate Induction is 1.5 hour session facilitated online via Teams. This usually falls on a Monday, which will most likely be your first day. The remainder of your onboarding will take you through a series of structured education sessions throughout the next four (4) to six (6) weeks of your employment.

Corporate Induction is a mandatory 1.5 hour online session held via Teams that introduces you to McLean Care as a company. It is a high-level introduction that sets the foundations for you in your journey of onboarding. Orientation & Onboarding is the site and role level of education and training provided to you in your onboarding journey. Your direct manager will coordinate your onboarding schedule and you can expect to have regular check-ins with your manager. We encourage all new team members to ask lots of questions and speak up, if you think there is some additional information or support that would help you to be the best you can be in your new role.

UKG is the Human Resource Information System (HRIS) used at McLean Care. After being offered a position, you will receive an email directing you to access UKG. This is important as you receive your contact of employment electronically through UKG and not as an attached document in an email. If you are having trouble accessing UKG, you can email help@mcleancare.org.au

Some of our larger facilities can be difficult to navigate and sometimes finding the office location, can be a challenge. If you have not attended a McLean Care premise during the recruitment process we encourage you to take a drive and find the location. You don’t have to enter, but it might help you feel more comfortable on Day 1. Most importantly have this conversation with your direct manager. They can give you some handy hints as to where to go? who to ask for? and make sure you know the tips and tricks, like parking!

You manager will discuss where you need to go on your first day. With a range of different roles, some employees may need to attend their designated facility and report to reception, whilst other remote workers will have different

locations to commence from. If you are unsure of where you need to go on your first day, please contact your manager immediately.

Working with the elderly and vulnerable persons within our communities offers highly rewarding careers. With a wide variety of roles there are roles for people with experience in Aged Care and without. Having previous experience in Aged Care is a benefit with the ability to already know and understand the needs of the people we care for. If you do not have experience in Aged Care our dedication to training and development means you should still apply for the role you are interested in. We are always looking for people who have a passion to contribute to our quality care services.

Your commencement date will be agreed between you and your manager when you formally offered the role. If you get the job congratulations! We try to have most new employees start on a Monday as Day 1 Corporate Induction provides lots of helpful information. Your commencement date will also be stated in your Contract of Employment.

Pays are important to us all, we get it! McLean Care’s pay cycle is fortnightly. Depending on when in the pay cycle you commence, to when you will receive your first pay. New Employees are provided information when they commence, including a mandatory Corporate Induction, where you are encouraged to ask any of these questions and of course, your manager is always happy to help you find the answers to your questions.

Career progression is not only available but encouraged. We support employees to enjoy long and rewarding careers within Aged Care. There are Annual Scholarship programs all employees can apply for to gain support in the cost of their studies. We also have continue learning opportunities in-house. Our Performance and Development

Review (PDR) process ensures you can have a conversation with your manager about your development goals and put plans into place that support you achieve your career aspirations.

When you progress to the suitability assessment and screening stage, you will receive a link to Zipline. Zipline is your portal to upload all the required information. You will be able to view all the screening and credentialling requirements for the role you are being considered for. If you have any issues you should email recruitment@mcleancare.org.au

McLean Care prides itself on ensuring employee conditions are at or above legislated standards. We recognise the hard work of employees within the Aged Care sector. McLean Care employs under multiple awards and industrial instruments. Our primary industrial instruments are:

  • Aged Care Award
  • Nurses Award
  • Social, Community, Home Care and Disability Services Industry Award
  • McLean Care Ltd, NSWMWA and HSU Enterprise Agreement 2023 

All Modern Awards and Enterprise Agreements can be found on the Fair Work Commission website www.fwc.gov.au

Under the Award Care Service Employees will be eligible to be classified as a higher pay classification. It is in your best interest to obtain a Statement of Hours also called a Certificate of Service from your previous employer that confirms the number of hours you have worked within a direct care worker role. This will need to be presented to the Talent Acquisition team during the assessment process.

From 1 July 2024, McLean Care will pay selected roles a Bring Your Own Device (BYOD) allowance. This is to reimburse for the requirement to utilise their mobile phone in the workplace. Home Care Employees and Domestic Assistants are identified as the mandatory roles required to BYOD.

If you are using your own vehicle in the course of your duties, you are required to have Comprehensive or Third Party Property Damage. Compulsory Third Party Insurance is not sufficient for the purpose of using your own vehicle for work purposes. You should speak to your Motor Vehicle Insurance provider to find out more about the different insurance policies available to you.

Any arrangement of using a family member’s car is the responsibility of you and the vehicle owner. You must still provide evidence the vehicle is registered and insured to a required policy level. It is your responsibility to have permission to use the vehicle for work purposes and any limitation to vehicle access must not impact on your ability to attend shifts as rostered and when required.

If the position requires you have your own vehicle, you must have access to a Registered and Comprehensively Insured Motor Vehicle for work purposes. Positions within our Home & Community Care Services Division may require employee to use their own vehicle to attend client homes and from time to time, transport a client in the course of duties. If you are using your own vehicle, you will be reimbursed in accordance with the conditions of your employment.

We do have a fleet of pool cars across NSW and QLD and when available in your area, you must use the fleet vehicle in the first instance.

There are some roles that require a relevant state issued Drivers Licence. If you have restrictions on your driver’s licence, this may result in you not being eligible for some positions. It is also important to highlight that whilst some of our roles do not require a licence in the course of your duties, being able to get to and from work is essential. In some our regional and remote areas there is limited public transport and not being able to get to a rostered shift has a significant impact on care services we provide. We encourage our employees to have their own transport and drivers licence to ensure they are not impacted by limited public transport in those areas.

Criminal History Checks (CHC) vary in the time to process. It can take anywhere from one (1) business day to fourteen (14) business days. An external legal body is responsible for processing the CHCs with relevant police

records. Sometimes common names can take longer to process. Whilst your CHC is being processed, you should focus on completing any other information requests the Talent Team has sent you.

The Aged Care Act acknowledges that elderly residents and clients are classified as vulnerable people within our society. For this reason, there is legislative regulations on all Aged Care providers to undertake a rigorous assessment of candidates suitability to work in Aged Care. There are disclosable outcomes that may preclude a person who has been convicted of some crimes being eligible to work in Aged Care. There is also a risk assessment process the provider must undertake for some minor misdemeanours, which requires determining the persons suitability. Not all disclosable outcomes on a Criminal History Check will prevent you from being eligible. It is important to disclose and discuss any concerns you may about undergoing a Criminal History Check with the Talent Acquisition team who can provide a confidential discussion regarding your circumstances.

Life happens sometimes and that is understandable. If you can no longer commence on the agreed start date you need to call your manager as soon as possible. Your manager can talk through a new agreed start date and will arrange for a new contract to be issued to you. You may need to sign a new contract as the commencement date forms part of your conditions of employment. In some instances, you may need to take a day of Leave Without Pay this will be by agreement with your manager and of course you will not be paid for a day not worked.

Eziway is the Salary Packaging provider for McLean Care. Once you have received an employment contract you should contact Eziway to setup your Salary Packaging and speak to them about the various benefits that you may be eligible for. Salary Packaging includes options to have up to $18,900 approx of your taxable income classified as tax-free. There are other benefits such as meals and accommodation, accessing purchasing of vehicles through novated leases. The specialists in Salary Packaging are Eziway and you should speak with them as soon as possible to ensure you are getting all the financial perks available to you, by being part of the McLean Care team. www.eziway.net.a

At McLean Care we do have a uniform policy that outlines the positions required to wear a uniform. All direct care roles within our Residential Facilities do wear a uniform. If you are required to wear a uniform you will paid a uniform allowance. Our senior management do not wear a McLean Care uniform however, must still adhere to our policy to wear professional corporate attire. We want our residents to feel comfortable and a uniform is something they can become familiar with in their environment.

McLean Care prides itself on providing robust training for all new employees. If you are successful in a position with McLean Care your training plan will commence on your first day. Training will continue throughout your employment with McLean Care and there are always opportunities to further develop yourself and train in new skills.

For positions that require a First Aid Certificate and Cardiopulmonary Resuscitation (CPR) you can still apply for the role however, you must complete within the first three (3) months of your employment if you are successful. A failure to complete within this timeframe may result in your employment being impacted. First Aid & CPR is essential for the clinical and care services we provide and is regulated by the standards Aged Care.

You will notice you receive an email providing you access Ausmed. Ausmed is our e-learning platform that provides the mandatory e-learning training required for working in Aged Care and specific to your role. You do not have to complete all your Ausmed Training prior to commencement and each Ausmed module will provide you the due date for completion. If you have any questions about your Ausmed Training, speak with your direct manager.

After the verbal offer you receive from your manager, you can expect to receive an email from our People & Culture team within 48 hours. In this time, the People & Culture team set you up in our Human Resource Information System (HRIS), called UKG, and then prepare your Employment Contract and issue to you through this platform. The email is an important step to be able to access all of the policies you need to sign prior to commencement and of course, be able to provide your bank information, tax file number and superannuation information.

If you have any questions with this email you can contact People & Culture directly or email help@mcleancare.org.au if you have a password or access issue.

If you have any question about your contract, you should call your direct manager to discuss. It is important you read and understand your contact of employment.

Each role supports different needs of the business. For example, our Residential Facilities require the provision of around the clock care to our elderly residents. A direct care role within a facility will be on a rotating roster including Morning, Afternoon and Night Shifts. When you are offered the position, your manager will discuss the roster line with you.

For our Community Based positions, the hours of work are driven by client services and are general Monday to Friday day shifts and do not require as much Night Shift with the exception of any live-in care roles. Your direct manager will discuss the typical hours you will need to be available for.

For our office based and corporate roles, these are typically Monday to Friday Day Shifts. Some roles may be required to be On-Call, for example Maintenance or IT positions. In these instances, the requirement will be discussed with you.

Corporate Induction is 1.5 hour session facilitated online via Teams. This usually falls on a Monday, which will most likely be your first day. The remainder of your onboarding will take you through a series of structured education sessions throughout the next four (4) to six (6) weeks of your employment.

Corporate Induction is a mandatory 1.5 hour online session held via Teams that introduces you to McLean Care as a company. It is a high-level introduction that sets the foundations for you in your journey of onboarding. Orientation & Onboarding is the site and role level of education and training provided to you in your onboarding journey. Your direct manager will coordinate your onboarding schedule and you can expect to have regular check-ins with your manager. We encourage all new team members to ask lots of questions and speak up, if you think there is some additional information or support that would help you to be the best you can be in your new role.

UKG is the Human Resource Information System (HRIS) used at McLean Care. After being offered a position, you will receive an email directing you to access UKG. This is important as you receive your contact of employment electronically through UKG and not as an attached document in an email. If you are having trouble accessing UKG, you can email help@mcleancare.org.au

Some of our larger facilities can be difficult to navigate and sometimes finding the office location, can be a challenge. If you have not attended a McLean Care premise during the recruitment process we encourage you to take a drive and find the location. You don’t have to enter, but it might help you feel more comfortable on Day 1. Most importantly have this conversation with your direct manager. They can give you some handy hints as to where to go? who to ask for? and make sure you know the tips and tricks, like parking!

You manager will discuss where you need to go on your first day. With a range of different roles, some employees may need to attend their designated facility and report to reception, whilst other remote workers will have different

locations to commence from. If you are unsure of where you need to go on your first day, please contact your manager immediately.

Working with the elderly and vulnerable persons within our communities offers highly rewarding careers. With a wide variety of roles there are roles for people with experience in Aged Care and without. Having previous experience in Aged Care is a benefit with the ability to already know and understand the needs of the people we care for. If you do not have experience in Aged Care our dedication to training and development means you should still apply for the role you are interested in. We are always looking for people who have a passion to contribute to our quality care services.

Your commencement date will be agreed between you and your manager when you formally offered the role. If you get the job congratulations! We try to have most new employees start on a Monday as Day 1 Corporate Induction provides lots of helpful information. Your commencement date will also be stated in your Contract of Employment.

Pays are important to us all, we get it! McLean Care’s pay cycle is fortnightly. Depending on when in the pay cycle you commence, to when you will receive your first pay. New Employees are provided information when they commence, including a mandatory Corporate Induction, where you are encouraged to ask any of these questions and of course, your manager is always happy to help you find the answers to your questions.

Career progression is not only available but encouraged. We support employees to enjoy long and rewarding careers within Aged Care. There are Annual Scholarship programs all employees can apply for to gain support in the cost of their studies. We also have continue learning opportunities in-house. Our Performance and Development

Review (PDR) process ensures you can have a conversation with your manager about your development goals and put plans into place that support you achieve your career aspirations.

When you progress to the suitability assessment and screening stage, you will receive a link to Zipline. Zipline is your portal to upload all the required information. You will be able to view all the screening and credentialling requirements for the role you are being considered for. If you have any issues you should email recruitment@mcleancare.org.au

McLean Care prides itself on ensuring employee conditions are at or above legislated standards. We recognise the hard work of employees within the Aged Care sector. McLean Care employs under multiple awards and industrial instruments. Our primary industrial instruments are:

  • Aged Care Award
  • Nurses Award
  • Social, Community, Home Care and Disability Services Industry Award
  • McLean Care Ltd, NSWMWA and HSU Enterprise Agreement 2023 

All Modern Awards and Enterprise Agreements can be found on the Fair Work Commission website www.fwc.gov.au

Under the Award Care Service Employees will be eligible to be classified as a higher pay classification. It is in your best interest to obtain a Statement of Hours also called a Certificate of Service from your previous employer that confirms the number of hours you have worked within a direct care worker role. This will need to be presented to the Talent Acquisition team during the assessment process.

From 1 July 2024, McLean Care will pay selected roles a Bring Your Own Device (BYOD) allowance. This is to reimburse for the requirement to utilise their mobile phone in the workplace. Home Care Employees and Domestic Assistants are identified as the mandatory roles required to BYOD.

If you are using your own vehicle in the course of your duties, you are required to have Comprehensive or Third Party Property Damage. Compulsory Third Party Insurance is not sufficient for the purpose of using your own vehicle for work purposes. You should speak to your Motor Vehicle Insurance provider to find out more about the different insurance policies available to you.

Any arrangement of using a family member’s car is the responsibility of you and the vehicle owner. You must still provide evidence the vehicle is registered and insured to a required policy level. It is your responsibility to have permission to use the vehicle for work purposes and any limitation to vehicle access must not impact on your ability to attend shifts as rostered and when required.

If the position requires you have your own vehicle, you must have access to a Registered and Comprehensively Insured Motor Vehicle for work purposes. Positions within our Home & Community Care Services Division may require employee to use their own vehicle to attend client homes and from time to time, transport a client in the course of duties. If you are using your own vehicle, you will be reimbursed in accordance with the conditions of your employment.

We do have a fleet of pool cars across NSW and QLD and when available in your area, you must use the fleet vehicle in the first instance.

There are some roles that require a relevant state issued Drivers Licence. If you have restrictions on your driver’s licence, this may result in you not being eligible for some positions. It is also important to highlight that whilst some of our roles do not require a licence in the course of your duties, being able to get to and from work is essential. In some our regional and remote areas there is limited public transport and not being able to get to a rostered shift has a significant impact on care services we provide. We encourage our employees to have their own transport and drivers licence to ensure they are not impacted by limited public transport in those areas.

Criminal History Checks (CHC) vary in the time to process. It can take anywhere from one (1) business day to fourteen (14) business days. An external legal body is responsible for processing the CHCs with relevant police

records. Sometimes common names can take longer to process. Whilst your CHC is being processed, you should focus on completing any other information requests the Talent Team has sent you.

The Aged Care Act acknowledges that elderly residents and clients are classified as vulnerable people within our society. For this reason, there is legislative regulations on all Aged Care providers to undertake a rigorous assessment of candidates suitability to work in Aged Care. There are disclosable outcomes that may preclude a person who has been convicted of some crimes being eligible to work in Aged Care. There is also a risk assessment process the provider must undertake for some minor misdemeanours, which requires determining the persons suitability. Not all disclosable outcomes on a Criminal History Check will prevent you from being eligible. It is important to disclose and discuss any concerns you may about undergoing a Criminal History Check with the Talent Acquisition team who can provide a confidential discussion regarding your circumstances.