Tell us about your motivation for applying for the Trainee Train Driver position.

The role of a Train Driver Train Drivers are responsible for moving the 1.3 million passengers that use our network every day, making sure that our customers get to their destination safely and on time. As a Train Driver You're responsible for the safety of your customers. You care about your contribution to communities across NSW. You're able to make the right decisions in high-pressure situations. You take practical steps to solve problems as they arise. You're committed to continuous improvement and ongoing lea rning a nd development. Your day-to-day responsibilities include: Operating safety systems both on and off the train. Applying professional driving standards and Conditions Affecting the Network (CAN). Ensuring you are free from distractions while driving. including having your phone off and stored away. Maintaining appropriate records and documentation as required for day-to-day operations such as completing incident reports. Maintaining route knowledge including track speeds. grades and curves. Maintaining up-to-date knowledge of relevant policies, procedures and schedules. Maintaining focus and situational awareness of conditions out in the network that can affect train operations, such as track work and work sites. Dealing with critical incidents and emergency situations. Making decisions in high-pressure scenarios. Demonstrating Sydney Trains' customer service principles and a 'one team' approach by understanding that other teams contribute to your success. / POSITION DETAILS PRIMARY PURPOSE The purpose of the Suburban Electric Driver is to operate Sydney Trains electric trains safely and efficiently to destinations according to timetable and provide a transportation service to Sydney Trains customers. ORGANISATIONAL ENVIRONMENT Sydney Trains has c10000 staff and was established in July 2013. Its vision is to Keep Sydney Moving by putting the customer at the centre of everything it does and delivering safe. reliable and clean rail services to the people of Sydney. The organisation is focused on providing sustainable, efcient and cost effective services. Sydney Trains has a 'make it happen' culture where each individual accepts both a personal and shared responsibility for being innovative, for making a difference and for developing organisational capability. Joining Sydney Trains presents an exciting opportunity to shape the future of rail services in Sydney and make a genuine difference for the people of NSW by providing the rail system they deserve. KEY ACCOUNTABILITIES Driver Professionalism Adaptability Reliability Maintain standards . Passenger consideration Road knowledge Leadership & Emergency Management Showing leadership . Managing workload Emergency management Ensuring passenger safety Teamwork Ensuring passenger safety . Creating a positive atmosphere Using available resources Considering others Page 1 Transport Sydney Trains Supporting others Learning through feedback Resolving conflict Communication Briefing and debriefing Exchanging information Providing clear information including reporting Asserting opinionsRisk Management Briefing and debriefing Preparation and planning Driving to the conditions . . . . . Exercising caution Maintaining awareness Preventing problems Detecting important information Problem Solving Planning and prioritising Understanding the problem . . Considering options Reviewing consequences Self-Management Briefing and debriefing Fitness for work . . . Management of fatigue Self control Stress tolerance KEY RELATIONSHIPS INTERNAL - across/within Sydney Trains MAIN CONTACT and PURPOSE Guards RMC/Network Control (Operations Controllers, Train Controllers, Train Crew Liaison Officers) Signallers . . . . Mechanical Control (Defects, Electrical, Signal, Perway Trouble Officers) Train Crew Management (Area Manager, Shift Managers, Standards Officers, Compliance Officers) . Running Shed Supervisors, Mechanical & Electrical Fitters and shunting staff Station Duty Manager (Station staff) . Transport Command Officers Rostering, Train Crew Assignment Centre and staff; and Other drivers (including rehabilitation process EXTERNAL - outside of Sydney Trains MAIN CONTACT and PURPOSE None applicable - role is internally focussed/ DECISION MAKING The position is fully accountable for the formulation of advice and coordination across all operational objectives. Independent decision making requirements of the position include: . None applicable Collaborative decision making requirements of the position include: . The driver works with the guard as a team, communicating intercom systems about problems and exchanging operational and passenger information CHALLENGES . Maintaining on time running, fault finding and rectication POSITION IMPACT SELECTION CRITERIA Safety consciousness Analytical and problem solving skills Effective communication skills Self-management skills Ability to be a team player Customer service skills PERFORMANCE STANDARDS _ CUSTOMER LEADERSHIP Personal ownership over safety demonstrated through proactive risk based decision making Safety results of self and team achieved Target Zero principles and objectives communicated and initiatives implemented Safety improvements realised through regular communication and interactions with team Safety management system implemented and monitored for team Investigations for incidents proactively managed and a resolution achieved within designated timeframes Customer expectations mutually agreed through engagement with managers and team Customer initiatives interpreted and communicated to the team and delivered at appropriate cost Customer priorities improved through application of customer-first processes in the areas oftimeliness, information, passenger safety and cleanliness Performance monitored, communicated to the team and improvement opportunities identified and pursued Feedback and initiatives solicited from team and customers, feasibility pursued and outcomes communicated back to team members (go or nogo) Team held accountable for utilising agreed methods and measures to produce reliable results Delivered operationalltechnicalfspecialist information and outcomes on time Goal setting, work plans, budget and resource allocation aligned with plan and Directorate goals Early identification of budget variances enabled intervention Financial processes and systems complied with Prudent purchasing activities resulted in doing more with less Appropriate rostering and scheduling reduced overtime and absenteeism Short-tenn results achieved within budget Quality and risk management processes implemented Team met targets, due dates and quality standards Communicated, demonstrated and ensured commitment to enterprise vision and values and operational priorities Displayed fairness, built trust and maintained respectful relationships through open lines of communication vertically and horizontally Dened and delegated work to be done with adequate resources and progress measured Team members had clear, current and measurable uoals and ob'ectives Page 3 Regular team briengs, 1:1 coaching and individual development plans enhanced team members' performance and raised the bar for the team to a consistent standard High performance and team success celebrated and non-perfon'nance recognized, communicated to individualsfteam and appropriate consequences respectfully actioned Created real teamwork and idea sharing with direct reports, peers and manager Enabled effective consultation through union interactions Critical behaviours Behaviour Statement Regularly visit worksites and recognise good and poor practices SAFETY Begin discussions with safety conversation, emphasising the value we place on ensuring our team mates go home safe Regularly share with your team lessons learned and opportunities for safety improvement Ask for feedback about your team and identify and spread the word about successes across businesses Compliment good performance and provide guidance to improve on poor performance Share personal stories about what makes you proud to work here and your passion for the Railway Consider the bigger picture. Align your decision-making with the overall organisational objectives, which you regularly communicate to your team. ACCOUNTABILITY Be proactive and access the information you need to make the right decisions in a timely manner, taking a solution-based approach and calculated risks Treat staff fairly and equitably and communicate decisions and process COLLABORATION Provide honest and constructive feedback and engage in both the positive and difficult conversations Meet regularly with your team to collect feedback and brainstorm ideas that you will personally progress Talk to your staff about the significance of the task that they are undertaking EXCELLENCE Ensure they understand the context and rationale for what they are being asked to do Take initiative to reach out to your customers, anticipate their needs and offer to help