BSBLDR602 Project Portfolio

PROJECT
PORTFOLIO
STUDENT VERSION
BSBLDR602
PROVIDE LEADERSHIP
ACROSS THE
ORGANISATION
2
Contents
Section 1: Presentation 4
Section 2: Fatigue Management Report 5
Section 3: Professional goals and development 8
Version: 1.0 Last Reviewed: May 2021

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Melbourne College of Business and Technology Unit 101, 991 Whitehorse Road, Box Hill VIC 3128, Australia
RTO Code: 45217 CRICOS Provider Code: 03631M +61 3 9018 5699 Enquiry@mcbt.vic.edu.au
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3
Student name:
Assessor:
Date:

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4
Section 1: Presentation
Provide the date and time and 9 may 3pm

any other details of your
Strategic planning presentation is attached
presentation as decided with
your assessor.
After your presentation, complete the following:
Develop an email to staff To: All Staff From: Manager Subject: Updated Strategic Plan
The text of the email should Dear Team,
be in grammatically correct
I wanted to inform you about the outcome of our recent meeting with
English, written in an
senior management. We had some intriguing discussions regarding
appropriate (polite, business-
operational objectives, market strategies, and risk management.
like) style.
These ideas hold great potential for implementation in order to
The email text should review achieve our organizational goals. To provide you with more details, I
the ideas discussed at the have attached the team presentation to this email.
meeting, and how these will
Our new strategic plan primarily focuses on ensuring effective and
inform the Strategic Plan
high-performance financial operations. With the incorporation of
where relevant.
these fresh ideas, our aim is to attain an annual profit of at least 10%.
Your email should clearly To achieve these ambitious goals, it is imperative that we attract,
show that all ideas have been engage, and develop the best possible staff. In order to alleviate the
considered in decision- workload on our existing employees, we will soon commence the
making and indicate whether recruitment of new team members. Additionally, we will be
they will be implemented or introducing a fatigue management policy to promote a healthy work
not. Your rationale for environment and enhance productivity.
implementing or otherwise
I kindly request your input on areas that require improvement. Your
should clearly show how
feedback is valuable as we move forward with implementing this
decisions have been made
plan. I look forward to your prompt response.
based on the risk factors
identified in the Strategic Best Regards, General Manager
Plan.
Attach the email to this
section of your portfolio and
provide evidence that it was
sent within organisational
timeframes.
Attach:
Team presentation ☐

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Section 2: Fatigue Management Report
Introduction The purpose of this fatigue management report is to address the issue of
fatigue in the workplace and provide strategies for effectively managing
Include a short
and mitigating its impact. Fatigue poses significant risks to employee well-
introduction about the
being, productivity, and overall organizational performance. By
purpose of the report.
understanding the causes and consequences of fatigue, this report aims to
raise awareness among stakeholders and highlight the importance of
implementing proactive measures to combat fatigue-related issues. The
report will provide recommendations, guidelines, and best practices for
managing fatigue, promoting a culture of work-life balance, and fostering a
safe and healthy work environment. By prioritizing fatigue management,
organizations can enhance employee satisfaction, reduce accidents and
errors, and optimize productivity levels.
Fatigue analysis The analysis of the September time sheet data reveals that staff members
have not been adhering to the safe working guidelines. The specific
Provide an analysis of
findings are as follows:
the September time
sheet data Operations Manager: The Operations Manager has been working a 45-
hour week, with 9 hours worked per day. While this exceeds the required
working hours, they have been taking breaks as mandated, ensuring some
rest periods.The Operations Manager, during three days in September,
has recorded an excessive total of 14.5 hours worked. This exceeds the
standard working hours excessively. Additionally, their lunch breaks have
been taken intermittently, and continuous breaks may not have been taken
consistently.
Human Resources Manager: The Human Resources Manager has been

working a 45-hour week, which exceeds the required working hours per
day. Unfortunately, they have not been taking the required 30-minute
break during their working hours.
Admin Officer: In contrast to the previous findings, the Admin Officer has
been working the required hours and taking the necessary breaks,
demonstrating compliance with the safe working guidelines.
This analysis highlights the discrepancies in meeting the safe working
guidelines, particularly with regard to the Operations Manager and the
Human Resources Manager. Attention should be given to address these
issues and ensure that all staff members adhere to the guidelines to
mitigate the risks associated with fatigue in the workplace.
Problems associated Health Implications: Prolonged fatigue can have detrimental effects on
with fatigue physical and mental health. It can lead to chronic fatigue syndrome, sleep

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Provide a brief outline of disorders, weakened immune system, increased susceptibility to illnesses,
why fatigue is a and a higher risk of developing mental health issues such as anxiety and
problem. depression.
Safety Risks: Fatigue impairs reaction times, attention to detail, and
situational awareness, making employees more susceptible to workplace
accidents and injuries. In safety-sensitive industries such as transportation,
healthcare, and manufacturing, fatigue-related incidents can have severe
consequences for both individuals and others involved.
Decreased Well-being: Fatigue can have a significant impact on an
individual's overall well-being. It contributes to feelings of irritability, mood
swings, increased stress levels, and reduced quality of life. Fatigue can
also spill over into personal life, affecting relationships, leisure activities,
and overall happiness.
Negative Organizational Impact: Fatigue-related issues can have adverse
effects on organizations. It can result in decreased productivity, lower
employee morale, increased absenteeism, higher healthcare costs, and
employee turnover. Additionally, it can damage an organization's
reputation and customer satisfaction if fatigue-related errors or accidents
occur.
Signs of fatigue Reduced Productivity: Fatigue often results in decreased productivity and
efficiency. Employees may take longer to complete tasks, exhibit a slower
Discuss signs of fatigue.
pace of work, or require more frequent breaks.
Mood Changes: Fatigue can impact emotional well-being. Employees may
display irritability, mood swings, increased sensitivity to stress, or feelings
of being overwhelmed.
Physical Symptoms: Fatigue can manifest in physical symptoms such as
headaches, muscle weakness, dizziness, or a general sense of discomfort.
Increased Absenteeism: Fatigue-related issues may lead to higher rates of
absenteeism as employees may need to take more sick days or time off to
recover from exhaustion.
Social Withdrawal: Fatigue can cause employees to withdraw socially.
They may isolate themselves from colleagues, participate less in team
activities, or display a lack of engagement during meetings or discussions.
Risks associated with Impaired Decision-making and Judgment: Fatigue affects cognitive
fatigue and procedures abilities, including decision-making and problem-solving skills. Fatigued
for managing the risk of individuals may struggle to assess risks accurately, make sound
fatigue. judgments, or think critically. This can result in poor decision-making,
inappropriate actions, and suboptimal outcomes.
Discuss risks
associated with fatigue, Decreased Alertness and Vigilance: Fatigue diminishes alertness and
key factors contributing vigilance, making individuals more susceptible to overlooking hazards or
to and increasing the potential dangers in the workplace. This can lead to unsafe conditions,
risk of fatigue relevant compromised safety protocols, and increased risks for accidents or
to Boutique Build injuries.
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Australia Staff, as well Strained Interpersonal Relationships: Fatigue can impact communication,
as an outline of the teamwork, and relationships in the workplace. Fatigued individuals may
procedures to manage have difficulty effectively communicating, collaborating, or resolving
the risk of fatigue. conflicts. This can result in strained relationships among colleagues,
decreased morale, and a negative work environment.
Increased Employee Turnover: Chronic fatigue can contribute to employee
dissatisfaction and burnout. Fatigued employees may experience reduced
job satisfaction, decreased engagement, and higher levels of stress. This
can lead to increased turnover rates as individuals seek better work-life
balance and healthier work environments.
Proposed strategies for Elimination/Substitution:

managing fatigue and
Identify tasks or processes that contribute to fatigue and explore
relationship to hierarchy
alternatives to eliminate or substitute them. For example, automate
of control
repetitive tasks to reduce the need for prolonged manual labor.
Include
Engineering Controls:
recommendation for
strategies to manage Implement engineering controls to minimize fatigue-related risks. This can
fatigue at Boutique Build include ergonomic improvements, such as providing adjustable
Australia. workstations or equipment to reduce physical strain and promote better
posture.
Administrative Controls:
Establish policies and procedures that address fatigue management. This
can include setting limits on work hours, scheduling regular breaks, and
ensuring adequate staffing levels to distribute workload effectively.
Training and Education:
Provide comprehensive training and education programs to raise
awareness about fatigue, its impact, and strategies for managing it. This
can include educating employees about the importance of sleep hygiene,
stress management techniques, and the signs of fatigue.
Personal Protective Equipment (PPE):
In certain industries, personal protective equipment can help mitigate the
risks associated with fatigue. For example, providing safety goggles or
specialized gear to reduce eye strain or physical fatigue in tasks that
require prolonged visual focus or physical exertion.
Sources of information https://www.nhvr.gov.au/safety-accreditation-compliance/fatigue-

used for the report, as management
well as sources of
https://www.safeworkaustralia.gov.au/system/files/documents/1702/
expert advice that could
fatigue-management-a-workers-guide.pdf
be used if further advice
is needed in the area.
Provide a brief Circadian Corporate Sleep Programs:
description of each Company: Circadian Corporate Sleep Programs
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source of information Services Offered: Circadian Corporate Sleep Programs is a consulting firm
you used plus at least 2 specializing in fatigue risk management and sleep solutions for
sources of expert advice organizations. They provide comprehensive fatigue management
(name of company and programs tailored to specific industries and work environments. Their
services they offer) that services include fatigue risk assessments, training programs, shift
you could use if schedule optimization, and fatigue monitoring tools. They offer expert
required. advice on implementing strategies to mitigate fatigue and promote
employee well-being.
Integrated Safety Support:
Company: Integrated Safety Support
Services Offered: Integrated Safety Support is a consulting firm that offers
a range of safety and risk management services, including fatigue
management. They provide expert advice on fatigue risk assessments,
fatigue policy development, fatigue training, and fatigue management
systems. Their services are designed to help organizations identify and
address fatigue-related risks, develop appropriate controls, and create a
culture of fatigue management within the workplace.

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Section 3: Professional goals and development
Work goals and plans
Provide an overview of the Telstra

business that you have
chosen, including the purpose
of the business and where it is Telstra is a telecommunications and technology company based in
located. Australia. It is one of the largest telecommunications companies in
the country and operates in more than 20 countries worldwide.
Founded in 1975 as Telecom Australia, Telstra was once a

government-owned monopoly providing fixed-line
telecommunication services. Since then, it has expanded its
offerings to include mobile, internet, and digital services.
Purpose of the business:The company's purpose is to "create a
brilliant connected future for everyone", which means it aims to use
technology to improve people's lives and create a more connected
world.
Telstra's services help people stay connected with each other,
access information and entertainment, and do business more
efficiently. The company also plays a significant role in supporting
the development of the Australian economy by providing essential
infrastructure and technology services to businesses and
government organizations.
Overall, Telstra's purpose is to enable and empower people to
communicate and connect with each other, businesses, and the
world around them in a seamless, reliable, and secure manner.
Provide an overview of the Telstra is a leading telecommunications and technology company

company’s goals and in Australia, with a focus on providing world-class connectivity,
objectives as identified from innovative products and services, and exceptional customer
the web site/position experiences. The company's goals and objectives, as identified on
descriptions. its website and in its position descriptions, include:
COMPANY GOALS
Connecting people: Telstra aims to bring people together by
providing reliable and accessible communication services,
including mobile, broadband, and fixed-line services, as well as
advanced technologies such as 5G and IoT.
Enabling businesses: Telstra helps businesses of all sizes to thrive
by providing a range of solutions that improve efficiency,
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productivity, and profitability. These include cloud services,

cybersecurity solutions, and digital tools for communication and
collaboration.
Building a sustainable future: Telstra is committed to creating a
sustainable future by reducing its carbon footprint, investing in
renewable energy, and promoting responsible business practices
across its operations.
Delivering exceptional customer experiences: Telstra aims to
provide its customers with the best possible experience, by offering
a range of products and services that meet their needs, providing
helpful and responsive customer support, and constantly improving
its service offerings.
Driving innovation: Telstra is dedicated to driving innovation in the
telecommunications and technology sectors, by investing in
research and development, partnering with start-ups and other
industry players, and leveraging new technologies to create new
products and services.
Creating a diverse and inclusive workplace: Telstra is committed to
creating a diverse and inclusive workplace that values and
respects all employees, customers, and stakeholders, and fosters
a culture of collaboration and innovation. The company aims to
provide equal opportunities for all employees and create a safe
and supportive work environment.
Provide an overview of the The position for the job role I am interested as an Customer
position description for the job service Assistant in Telstra company.
role you are interested in.
Explain why you are
interested in the job role and As an Assistant in Telstra, my primary responsibility would be to
describe the key provide administrative support to the team or executive you are
responsibilities of the job role. working with. My tasks may include managing calendars,
scheduling appointments and meetings, answering and forwarding
phone calls, organizing and maintaining files, and coordinating
travel arrangements.
In addition to administrative duties, I may also be responsible for
assisting with project management tasks, such as creating reports
and presentations, coordinating with other departments or external
vendors, and managing timelines and deadlines.
As for why someone might be interested in this job role, it can be
an excellent opportunity to gain experience in a large and
reputable company like Telstra, which can open up future
opportunities within the organization. The role can also provide a
chance to develop important skills such as time management,
communication, and problem-solving, which are valuable in any
career.
Overall, the key responsibilities of an Assistant in Telstra would be
to provide administrative support and assist with project
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management tasks, with the goal of helping the team or executive

you are working with operate more efficiently and effectively.
Provide an outline of the five Here are some general personal work goals that an assistant in
personal work goals that you Telstra company could aim for:
have identified for the
Efficiency: Aim to complete tasks in a timely and efficient manner,
position, including why these
optimizing your workday to get more done in less time.
goals are relevant to the
company’s goals and Communication: Be an excellent communicator, both in writing and
objectives, as well as to the in person, to ensure that all stakeholders are informed and aware
job role and how these are of any updates or changes.
suitable goals for a 12-month Organization: Stay organized and on top of your workload to avoid
period. missing deadlines or dropping the ball on important tasks.
Please note, at least one of Adaptability: Be adaptable to change and open to new ideas or
these goals must be relevant approaches, staying agile and ready to pivot when needed.
to your communication skills.
Proactivity: Take initiative to identify areas for improvement and
Conduct an analysis of the find ways to streamline processes or enhance performance,
strengths and weaknesses of contributing positively to the team and the company's overall
your own interpersonal skills success.
and set a goal that will
improve this area. These goals are suitable for a 12-month period as they are realistic
and achievable within a reasonable timeframe. By setting and
achieving these goals, an Assistant can contribute to the
company's success while also developing their skills and
capabilities.
One Relevant Goal for Communication skills:
One relevant goal for a Telstra company assistant in terms of

communication skills could be to improve their active listening
skills. Active listening involves paying attention to what the other
person is saying, asking relevant questions, and demonstrating an
understanding of their perspective. By improving their active
listening skills, the assistant would be better equipped to
understand the needs and concerns of Telstra's customers and
colleagues, and provide them with more effective assistance. This
would ultimately lead to higher levels of customer satisfaction and
better communication within the company. To achieve this goal,
the assistant could participate in training sessions or workshops on
active listening, practice active listening techniques during
interactions with customers and colleagues, and seek feedback on
their communication skills from supervisors or colleagues.
Strengths

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Active listening: Active listening involves paying attention to the

speaker, asking questions, and providing feedback. An assistant
with strong active listening skills can understand the needs and
concerns of colleagues, clients, and supervisors effectively.
Communication: Strong communication skills involve the ability to
articulate thoughts and ideas clearly and effectively. This skill is
essential for an assistant to convey information, instructions, and
updates to colleagues and clients.
Empathy: Empathy is the ability to understand and relate to the
feelings and perspectives of others. An assistant with empathy can
build positive relationships with colleagues and clients, foster trust,
and create a positive work environment.
Collaboration: Collaboration involves working effectively with
others to achieve common goals. An assistant with strong
collaboration skills can work well in a team, share knowledge and
ideas, and contribute to the success of the company.
Weaknesses
Conflict resolution: Conflict resolution involves managing and
resolving disagreements between colleagues or clients. An
assistant who lacks this skill may struggle to navigate difficult
conversations or find a resolution to a problem.
Time management: Effective time management is crucial for an
assistant to meet deadlines, prioritize tasks, and complete projects
efficiently. An assistant who struggles with time management may
experience stress, missed deadlines, or incomplete tasks.
Assertiveness: Assertiveness involves expressing thoughts, ideas,
and needs confidently and respectfully. An assistant who lacks
assertiveness may struggle to communicate effectively or may feel
overwhelmed by tasks or demands from others.
Goal: To improve interpersonal skills, an assistant at Telstra
Company could set a goal of improving conflict resolution skills.
This could involve attending a conflict resolution training program,
practicing active listening techniques, and learning negotiation
strategies. By developing stronger conflict resolution skills, the
assistant can navigate difficult conversations, manage
disagreements more effectively, and build positive relationships
with colleagues and clients. This, in turn, can contribute to a more
productive and positive work environment.

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Professional development/Networking Plan

Year: 2022
Details of
Expected benefit to Expected benefit to
Professional Type Date/s Cost
self team
development/Network
ACS Event 1200$  Networking  Team

☐ Formal
opportunities Building:
training/course  Career  Giving Back
development: to the
☐ Industry
 Access to the Community:
networking latest research:  Awareness
events  Continuing
and
education:
☐ Subscriptions Education:
 Exposure to
new ideas and  Networking:
☐ Conferences  Physical and
perspectives:
in industry Mental
sector Health
Benefits:
STUDOCU Event Free  Access to a  Improved

☐ Formal
wide range of learning
training/course study materials: outcomes:
 Convenience:  Increased
☐ Industry
 Saving time and productivity
networking effort  Collaborative
events  Flexibility
learning:
 Networking
☐ Subscriptions  Enhanced
opportunities
 Skill teamwork:
☐ Conferences
development:
in industry
sector
MYACS Event Free  Improved  Improved

☐ Formal
collaboration Customer
training/course  Streamlined Experience
event  Increased
☐ Industry
planning: Efficiency:
networking  Enhanced  Cost
events attendee
Savings:
experience
☐ Subscriptions  Data
 Increased
efficiency: Analytics
☐ Conferences
in industry
sector
CDAO 1100$  Career  Clarity of

☐ Formal
advancement: vision
training/course  Financial  Access to
rewards
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Details of
Expected benefit to Expected benefit to
Professional Type Date/s Cost
self team
development/Network
 Influence and resources

☐ Industry
impact:  Mentoring
networking  Intellectual and
events challenge coaching
 Professional  Collaboration
☐ Subscriptions network: and
☐ Conferences teamwork
 Recognition
in industry
and support
sector
Professional development report – Activity 1
Details of the professional

development opportunity
Title: STUDOCU EVENT
Date:
Time:
2 hrs
Duration:
What did you most like about Access to expert knowledge: STUDOCU events are often conducted
the professional development by subject-matter experts who have in-depth knowledge and
opportunity? experience in the field.
Flexibility: STUDOCU events are often conducted online, making

them accessible and convenient to attend from anywhere with an
internet connection.

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Skill development: STUDOCU events are often focused on specific

topics or skills, such as programming languages, marketing
strategies, or leadership skills. Attending these events can help you
develop and enhance your skills in these areas.
What did you least like? Limited course offerings:

Limited support:
Inconsistent course quality
Limited course duration
What benefits did participating Access to a wide range of study materials

in this professional
Convenience:
provide to you? Saving time and effort
Flexibility
Networking opportunities
Skill development
Improved learning outcomes
Increased productivity
Collaborative learning
Enhanced teamwork:
Professional development report – Activity 2
Details of the professional

Title:
MYACS EVENT

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Date:
Time:
Duration: 1:30hrs
What did you most like about

 Promoting multiculturalism and diversity: MYACS events
the professional development provide a platform for individuals from different cultural
opportunity? backgrounds to come together and celebrate their
differences, learn from each other, and build bridges of
understanding and respect.
 Building social connections: MYACS events provide

opportunities for young people to socialize, make new
friends, and feel part of a supportive community.
 Empowering young people: MYACS events provide young
people with opportunities to develop leadership skills, gain
confidence, and express themselves in a safe and supportive
environment.
 Supporting mental health and wellbeing: MYACS events
provide a sense of belonging, connection, and purpose,
which can have a positive impact on mental health and
wellbeing.
What did you least like?  Existence of many people to evolve

 Demanding and unpredictable
 Being overly connected to work
 Expectation of perfection
 Demand is outpacing workforce availability

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 Improved collaboration
What benefits did participating
 Streamlined event planning:
in this professional  Enhanced attendee experience
 Increased efficiency
provide to you?
 Improved Customer Experience
 Increased Efficiency:
 Cost Savings:
 Data Analytics
Continuous improvement and Through participation in these online courses and activities,
professional competence individuals can gain competencies such as problem-solving, critical
thinking, collaboration, and communication. These platforms often
Discuss how your skills have
include interactive elements, such as discussion forums and group
improved over time and
projects, which can further enhance these competencies and provide
discuss the competencies you
opportunities for peer-to-peer learning.
have gained from your
participation in the activities. Online platforms such as MYACS and STUDOCU can provide
individuals with valuable resources and opportunities to improve their
skills and gain competencies such as problem-solving, critical
thinking, collaboration, and communication. Regular engagement
with these platforms can help individuals continuously improve their
professional competence and stay relevant in an ever-evolving job
market.
Attach: Email to the Marketing Manager (Activity Step 5) ☐
Memo to CEO ☐
Updated Code of Ethics ☐
Email to the marketing manager
Subject: Congratulations on an Outstanding Media Release!

Dear Marketing Manager,
I hope this email finds you and your new team of interns, David and Bella, in high spirits. I wanted to
personally extend my congratulations on the exceptional work you all have done on the media release. It
is evident that your collective efforts and dedication have paid off, resulting in a well-crafted and impactful
piece.

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I want to take this opportunity to express my trust and confidence in your abilities. The level of
professionalism, creativity, and attention to detail demonstrated in the media release is truly impressive.
It reflects your commitment to excellence and your ability to work together as a cohesive team.
David and Bella, as newcomers to the team, your contribution has been invaluable. Your fresh
perspectives and enthusiasm have breathed new life into the project, and it is evident in the final product.
Your efforts highlight the immense talent you both bring to the table, and I am thrilled to have you as part
of our marketing team.
This achievement reinforces my belief in the capabilities of the entire team. I want to assure each one of
you that I am here to support you in any way I can. My door is always open for discussions, feedback, or
assistance you may need. Together, we can continue to create outstanding work and achieve
remarkable results.
Once again, congratulations on this success. I am excited to witness the positive impact your efforts will
have on our marketing initiatives. Keep up the great work, and let's continue to strive for excellence
together.
Best regards,
Operations manager
MEMO TO CEO
[Boutique Built Australia] [XX/XX/XXXX]

MEMORANDUM
To: CEO
From: Operations Manager
Subject: Investigation and Recommendation regarding Personal Use of Frequent Flyer Points
Dear CEO,
I hope this memo finds you well. I am writing to bring to your attention a matter that has come to my
attention and requires clarification and guidance regarding the practice of staff members accruing
frequent flyer points from business travel and using them for personal purposes.
The specific situation involves one of our staff members, Aniko, who regularly travels between Sydney,
Brisbane, and the Sunshine Coast as part of their role. Upon further investigation, it has been discovered
that Aniko has been accumulating frequent flyer points from these business trips and utilizing them for
personal travel purposes.
At present, our company does not have a specific policy in place that explicitly addresses the use of
frequent flyer points accrued during business travel. This absence of clarity has resulted in uncertainty
among staff members regarding the appropriateness of such practices.
In light of this situation, I would like to present a recommendation for your consideration:
Recommendation: After careful consideration, I recommend that our company allows staff members to
accumulate frequent flyer points from business travel for personal use. However, certain guidelines and
limitations should be established to ensure transparency, fairness, and alignment with our company's
values and policies.

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Clear Policy and Communication:

Develop a comprehensive policy that explicitly outlines the rules and limitations regarding the
accumulation and utilization of frequent flyer points accrued during business travel.
Clearly communicate this policy to all employees, ensuring they are aware of the guidelines and any
specific restrictions in place.
Ethical Use:
Emphasize that any personal use of frequent flyer points should be within ethical boundaries and not
interfere with the fulfillment of work-related duties or pose conflicts of interest.
Discourage any behavior that could be perceived as exploiting the company's resources for personal
gain.
Transparency and Accountability:
Require employees to declare the use of frequent flyer points for personal travel, providing relevant
documentation as evidence.
Establish a transparent reporting mechanism to ensure accurate tracking and accountability.
Consideration of Tax Implications:
Consult with our company's finance or legal department to assess any potential tax implications
associated with the personal use of frequent flyer points. Ensure compliance with relevant tax
regulations.
Regular Review:
Periodically review the policy to ensure its effectiveness, relevance, and alignment with industry practices
and evolving regulations.
Implementing these recommendations will provide clarity, fairness, and consistency regarding the
personal use of frequent flyer points accrued during business travel. It will also demonstrate our
commitment to providing a positive work environment while ensuring the responsible use of company
resources.
I recommend seeking input from the relevant departments, such as Finance, Human Resources, and
Legal, to further refine the policy and ensure its alignment with our overall corporate governance
framework.
I would appreciate your guidance and approval on this matter. Please let me know if you require any
additional information or if you would like to discuss this recommendation further.
Thank you for your attention to this important issue.
Best regards,
Operations Manager
Boutique Build Australia
Updated Code of Ethics

All staff should act with honesty, sincerity and integrity in their approach to their work for the Boutique
Build Australia.

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All staff should behave with integrity, honesty and fairness in all business, professional and personal
relationships.
Staff should not knowingly or recklessly supply any information which is confidential, or make any
statement which they know is misleading, false or deceptive to a colleague, client of the Boutique Build
Australia, or the general public.
While Boutique Build Australia staff must observe the terms and conditions of their employment, staff
cannot be required to be complicit in any illegal act. If advised, instructed or encouraged to engage in
unlawful activity, they must decline, and report the matter to a line manager.
Conflicts of interest
Boutique Build Australia staff should both be and appear to be free of any interest (financial or otherwise)
which might be regarded as being in conflict or incompatible with their integrity and objectivity.
Independence is the cornerstone of objectivity. Both external and internal parties have a need for
credibility of information and action in relation to Boutique Build Australia activities. Boutique Build
Australia management at all substantive levels seeks credibility and accountability in information and in
the activities of all of its staff. Boutique Build Australia management must be careful to apply an attitude
of professionalism within the bounds of commercial confidentiality, and should remain independent in fact
as well as independent in appearance.
Accordingly, Boutique Build Australia staff should recognise and avoid situations which may affect their
integrity and objectivity by:
 being cautious of undue benefits or preferential treatment received in the course of their
employment. Such benefits may cloud their judgement or objectivity
 ensuring Boutique Build Australia facilities or property, information or resources are used in the best
interests of the Boutique Build Australia community
 guarding against conflicts of interest arising from inappropriate financial involvement and personal
relationships.
 Staff should be free of any interests, financial or otherwise, that may conflict with their integrity and
objectivity.
 Independence and objectivity are crucial for maintaining credibility in Boutique Build Australia's
activities.
The interests of the Boutique Build Australia and the broader community
Boutique Build Australia staff comprises a diverse population of individuals with differing roles and
functions, ethnic and cultural backgrounds and differential and sometimes complex relationships within
the community. For such a community to function fairly and effectively, due regard must be given to
behaviour which recognises the dignity and privacy of individuals, enhances fair dealing and
representation both in action and perception.
The effective functioning of Boutique Build Australia depends on the mutual respect required of
individuals co-existing within that diverse community and with its broad clientele, together with the pursuit
of an environment characterised by co-operation, collegiality, impartiality, equity, and financial
responsibility.

Approved by: CEO
www.mcbt.vic.edu.au
22
Individuals must therefore be accountable for their actions both in a social and financial sense by clearly
establishing their own personal standards and those of the staff for whom they are responsible and being
aware of how these standards may conflict with tasks they ask others (or themselves are asked) to do.
This should be in consonance with the Boutique Build Australia's strategic intentions, recognising that the
Boutique Build Australia has a responsibility both to its stakeholders and the broader community.
Confidentiality
Boutique Build Australia staff must protect the confidentiality of information acquired in the course of their
work. No staff member should use or disclose any confidential information to a colleague, client of the
Boutique Build Australia or any other party without specific authority or unless such use or disclosure is:
 in the normal course of business within the Boutique Build Australia, or
 there is a legal or professional duty to disclose the information.
Staff may acquire confidential information in the course of their employment. This may take the form of
confidential information about staff, customers, suppliers or other information intended to be confidential.
It is important that this information should not be disclosed to third parties except when consent has been
obtained from the Boutique Build Australia or with the consent of the other party, when there is a duty to
disclose.
Staff members should discuss the matter fully with their immediate superior if they are in doubt as to
whether there exists a right or duty to disclose confidential information. If the problem cannot be resolved
by this action, they should consult an appropriate higher authority within the Boutique Build Australia,
and/or the Boutique Build Australia's legal advisors.
Boutique Build Australia staff at all levels should ensure that staff members for whom they are
responsible, are aware of the confidential nature of relevant information acquired by them in their work,
and should inform them of the need to maintain confidentiality of such information.
Staff members in receipt of confidential information should not use or appear to use such information to
gain personal advantage for themselves or for a third party.
Boutique Build Australia staff must protect the confidentiality of information acquired during their work.
Staff should not disclose any confidential information to colleagues, clients, or any other party without
specific authority or legal/professional duty.
Technical standards
Boutique Build Australia staff shall carry out their job responsibilities in accordance with relevant
contractual arrangements and/or in accordance with the technical and professional standards relevant to
that work. In this sense, Boutique Build Australia staff members owe a duty of skill and care to the
Boutique Build Australia.

Approved by: CEO
www.mcbt.vic.edu.au
23
Fair and honest dealing

Boutique Build Australia staff must be fair and must not allow bias or prejudice to influence or override
their objectivity in academic, research, administrative, business or management matters. Staff should
maintain an impartial attitude, particularly in terms of the equity of individuals (including colleagues) or
groups who may be vulnerable.
Objectivity is an important characteristic of Boutique Build Australia staff. If the work of a staff member is
influenced by dishonesty, prejudice, conflict of interest or bias, or involves misuse of a Boutique Build
Australia position for personal gain (financial or otherwise), then that staff member cannot meet the test
of objectivity.
The 'reasonable person' test is appropriate in determining whether a staff member has behaved in an
objective manner. In other words, whether a reasonable colleague, knowing all the facts and
circumstances, would conclude that the staff member has acted properly and impartially.
Staff should act with honesty, sincerity, and integrity in all their professional and personal interactions.
Staff should behave with integrity, honesty, and fairness in all business, professional, and personal
relationships.
Use of Company Resources:

Staff should use Boutique Build Australia facilities, property, information, and resources in the best
interests of the organization.
Undue benefits or preferential treatment received during employment should be approached with
caution, as they may compromise judgment and objectivity.
Gifts, benefits and hospitality

 Gifts, benefits or hospitality which are irregular and of nominal value, used for promotional purposes
by the donor and seen as generally accepted commercial practice (such as a business lunch), may
be accepted.
 Gifts, benefits or hospitality which exceed a nominal amount, must be declared to the staff member's
line manager and must not be accepted if in the view of the line manager the acceptance of the gift
or gratuity would compromise objectivity and be seen by the wider community as likely to influence
the staff member in their official capacity.
 Gifts, benefits or hospitality offered as an inducement to place a staff member under an obligation to
purchase goods or services cannot be accepted.
 Staff must not accept gifts of money.
Ethical behaviour
Boutique Build Australia staff should conduct themselves in a manner which is consistent with the
Boutique Build Australia's strategic intentions, reputation, and functions for which it was created under
the Boutique Build Australia of South Australia Act. Staff should refrain from any conduct which might
bring discredit to the Boutique Build Australia.

Approved by: CEO
www.mcbt.vic.edu.au
24
It is important that colleagues, clients, suppliers and the wider community, be satisfied that Boutique
Build Australia staff are acting fairly, honestly and in good faith. You should not condone misleading,
false or deceptive statements. The character of staff will be judged by their conduct, real or apparent.
Indicators of personal ethical behaviour

 You must not allow dishonesty, personal prejudice or bias to influence you in the conduct of your
employment.
 You should not accept gifts, benefits or hospitality if their nature and value may be seen as
compromising your objectivity and influencing you in your official capacity.
 Your actions should be fair, honest, and truthful.
 You should avoid actual or perceived conflicts of interest.
 You should not condone the use of any statement which is misleading, false or deceptive.
 You should conduct yourself with care and skill, and ensure your actions do not conflict with the
requirements of integrity and objectivity.
 You should not use confidential or other information for personal advantage or for the advantage of
another.
Finally
If you would be ashamed if your conduct was reported in a Boutique Build Australia newsletter or a local
newspaper read by friends and colleagues, you should question whether your behaviour is ethical.

Approved by: CEO
www.mcbt.vic.edu.au

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PROJECT

Version: 1.0 Last Reviewed: May 2021

Version: 1.0 Last Reviewed: May 2021

Provide the date and time and 9 may 3pm

After your presentation, complete the following:

Version: 1.0 Last Reviewed: May 2021

Section 2: Fatigue Management Report

Human Resources Manager: The Human Resources Manager has been

Version: 1.0 Last Reviewed: May 2021

Proposed strategies for Elimination/Substitution:

Sources of information https://www.nhvr.gov.au/safety-accreditation-compliance/fatigue-

Version: 1.0 Last Reviewed: May 2021

Section 3: Professional goals and development

Work goals and plans

Provide an overview of the Telstra

Founded in 1975 as Telecom Australia, Telstra was once a

Provide an overview of the Telstra is a leading telecommunications and technology company

productivity, and profitability. These include cloud services,

management tasks, with the goal of helping the team or executive

One relevant goal for a Telstra company assistant in terms of

Version: 1.0 Last Reviewed: May 2021

Active listening: Active listening involves paying attention to the

Version: 1.0 Last Reviewed: May 2021

Version: 1.0 Last Reviewed: May 2021

Professional development/Networking Plan

ACS Event 1200$  Networking  Team

STUDOCU Event Free  Access to a  Improved

MYACS Event Free  Improved  Improved

CDAO 1100$  Career  Clarity of

 Influence and resources

Professional development report – Activity 1

Details of the professional

Title: STUDOCU EVENT

Flexibility: STUDOCU events are often conducted online, making

Version: 1.0 Last Reviewed: May 2021

Skill development: STUDOCU events are often focused on specific

What did you least like? Limited course offerings:

What benefits did participating Access to a wide range of study materials

Professional development report – Activity 2

Details of the professional

Version: 1.0 Last Reviewed: May 2021

What did you most like about

 Building social connections: MYACS events provide

What did you least like?  Existence of many people to evolve

Version: 1.0 Last Reviewed: May 2021

Attach: Email to the Marketing Manager (Activity Step 5) ☐

Updated Code of Ethics ☐

Email to the marketing manager

Subject: Congratulations on an Outstanding Media Release!

Version: 1.0 Last Reviewed: May 2021

[Boutique Built Australia] [XX/XX/XXXX]

Version: 1.0 Last Reviewed: May 2021

Clear Policy and Communication:

Boutique Build Australia

Updated Code of Ethics

Version: 1.0 Last Reviewed: May 2021

Version: 1.0 Last Reviewed: May 2021

 in the normal course of business within the Boutique Build Australia, or

 there is a legal or professional duty to disclose the information.