General Information

Eligibility

To be eligible for engagement to the Australian Public Service (APS), applicants must be Australian citizens. However, in some limited circumstances, applicants who have permanent resident status may be offered employment pending the granting of citizenship. All employment opportunities advertised in the Commonwealth of Australia Gazette are open to all Australians unless the employment opportunity is marked with a clover leaf symbol which indicates that the job is only open to employees of the APS.

People who have taken a voluntary redundancy from an APS agency are restricted from APS employment for the period of the redundancy benefit, for example, if the redundancy benefit period is 32 weeks the person will be excluded from employment in the APS for 32 weeks. This period excludes payments in lieu of notice, Long Service Leave or recreation leave.

These arrangements also apply to persons who have taken a redundancy from the Australian Parliamentary Service and to certain employees of the Murray-Darling basin Commission.

You should contact the Recruitment Section Hotline if you have any questions regarding your eligibility to apply.
Telephone: 02 6264 4244

If you are identified as the preferred applicant for a job, you will be required to undergo a number of pre-employment checks, which may include a police records check and health clearance.

Security requirements

If you are being engaged to a 'security assessed position' you will need to hold a valid security clearance to the level applicable to the position. If you do not hold a valid security clearance the department will send you a security pack that must be completed and returned prior to commencing work. The department will assess if there would be any risk associated with granting access to classified information. That assessment would be based, among other things, on advice from the Australian Security Intelligence Organisation (ASIO) and the Australian Federal Police (AFP). Successful applicants should complete the security pack as soon as possible, as they will not be able to commence work until security clearances have been granted.

Loss of a security clearance at any time may lead to termination of employment.

Workplace diversity

In the department we acknowledge that the diversity of our people is our greatest strength. We understand that a diverse workplace will have a greater understanding of its clients and the needs of the community.

As an organisation we endeavour to create an environment that values and utilises the contributions of people with different backgrounds, experiences and perspectives.

Disclosure of disability

Disclosure of disability presents a number of challenges & choices for people with a disability, particularly those participating in employment. Choices may include 'Do I need to disclose my disability', 'when do I disclose my disability', 'how do I disclose my disability', 'what are my rights', 'do I have responsibilities when I disclose'. At DIAC we recognise that choosing to disclose a disability is a personal decision.  To assist in making the decision candidates are encouraged to access information.
See: http://pubsites.uws.edu.au/rdlo/disclosure/index.htm

'Choosing Your Path. Disclosure: It's A Personal Decision' addresses the challenges of disclosure for people with disabilities, employers and educators. The website provides substantial information about options and pathways that people with disabilities can use in disclosing their disability in post secondary education and employment environments. The website also articulates the role and responsibilities of employers and educators in relation to disclosure.

Methods of selection

The method of selection may vary depending on the circumstances of the vacancy but will be based on an assessment against the selection criteria. A minimum of 2 selection methods will be used, such as written applications, interviews, work sample tests, proprietary tests and assessment centres.

In some cases an Independent Selection Advisory Committee (ISAC) may be used. The ISAC will comprise three members. They are:

• a convenor from the Merit Protection Commission (MPC)
• an APS employee nominated by the MPC
• a departmental representative.

Applicants are advised that under Part 5 of the Public Service Regulations 1999 promotions made on the recommendations of an ISAC are not open to a review of action process, that is they are not appealable.

In all selection processes, the department aims to ensure that all applicants are treated in a fair and non-discriminatory manner. Applicants may wish to specify any special requirements they have in relation to the selection process, such as mobility assistance, interpretation or signing for hearing impaired candidates.

Closing date

The closing date for a vacancy is specified in the advertisement, but is generally two weeks after the date on which the advertisement appeared in the Public Service Gazette. Applications are to be lodged online by the date specified in the vacancy.

Selection committees are not obliged to accept late applications. If you are not able to lodge your full application by the closing date, you should discuss your circumstances with the Contact Officer. The Contact Officer will advise you whether a late application will be accepted, but you must ensure that your application is submitted by the agreed date.

Availability for interview

If interviews are to be conducted, the selection panel will consider you available for interview from the date applications close. Where possible, shortlisted applicants will be given two working days notice of interview details. Should you be on leave or absent in the period following the lodgement of your application, please advise the contact officer of a telephone number on which you can be contacted.

You are expected to be available for interview, if required, even if on leave. The selection panel will make every attempt to schedule your interview at the least disruptive time.

If you require any special arrangements then please state your requirements with your application, or discuss them with the Contact Officer.
Example: Mobility assistance or interpretation, including signing.

Progress of your application

Applicants are asked to speak to the Contact Officer for the vacancy regarding progress of their application.

Privacy

The department is bound by the provisions of the Privacy Act 1988. Section14 of the Privacy Act 1988 contains the Information Privacy Principles (IPPs), which stipulate the rules for handling personal information. The personal information is collected by the department to manage recruitment processes as required by the Public Service Act 1999. The department will not disclose the information without your consent except where authorised or required by law. Non-identifying information may be used for statistical purposes.