12:08am Sep 20, 2014
12:07am Sep 20, 2014
11:44pm Sep 19, 2014
WHAT WE LEARNED: Young Hawk handles the finals heat with aplomb
7:45pm Sep 20, 2014
One of the Swans and Hawks will win their second flag in three years
7:30pm Sep 20, 2014
Recap all the drama of the Hawks' thrilling preliminary win over the Power
7:25pm Sep 20, 2014
Whilst the AFL does not currently have a Work Experience or Graduate program in place, we do however from time to time utilise university students to assist with project assignments as they arise at the AFL as part of their course requirements.
When these opportunities arise we contact our partner Universities directly and ask them to advertise the opportunities among the students who are undertaking a relevant course in relation to the project requirements.
The AFL is committed to working with employees to develop career paths that will enable them to maximise their contribution to the company, achieve job satisfaction, develop their marketability and reach their full potential.
We provide employees with on-the-job experience and training, and in some cases support their ongoing education.
Career development is a shared responsibility between each employee and their manager. The employee is responsible for taking the initiative by suggesting ways to develop their skills and broaden their experience. Managers are responsible for providing employees with feedback and appropriate opportunities to enhance their skills and take on more challenging roles and greater responsibility
The AFL is committed to effective performance management, through regular formal and informal feedback and review, and open communication.
Each employee participates in two formal review session per year, mid year and end of year. The purpose of performance reviews is to ensure objectives remain relevant to key business targets and gain feedback on performance.
Performance management may also involve:
The AFL’s compensation & benefits practices aim to attract, motivate and retain employees and align reward to relative performance.
When developing and reviewing remuneration and rewards policies and practices, we recognise the need to ensure that:
At the AFL we believe the people in our business should be reflective of the community and the players we represent. Our Indigenous employment strategy aims to support the diversity values of the AFL and it’s Affiliates’ and our ability to be responsive to Indigenous people. In the way we have seen exhibited on the football field, Indigenous people bring a different perspective, creativity, ability and skill set to the workplace. Through improved community engagement, non-Indigenous Australia can benefit from Indigenous contribution.
The AFL is committed to providing a work environment in which every employee is treated fairly and with respect.
Employment with the AFL is based on merit. All employees and applicants for employment will be treated and evaluated according to their job-related skills, qualifications, abilities and aptitudes only. Employment decisions based on attributes other than a person's qualification to perform a job — e.g. race, colour, gender, religion, personal associations, national origin, age, disability, political beliefs, HIV status, marital status, pregnancy, sexual orientation, or family responsibilities, are prohibited.
We have strong and clear policies prohibiting discrimination and harassment in the workplace and harassment or discrimination in any form at the AFL is unacceptable.
The AFL Values are our "team rules" which guide and influence all our actions and decision making.
Our LEGACY is to leave the game and communities in better shape for future generations.
We will achieve our legacy through being ACCOUNTABLE, PROGRESSIVE AND RESPECTFUL.
These values form a key part of our selection criteria
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