Candidate
information
package
Prepared By:
Human Resources Group, Perth
November 2009
TABLE OF CONTENTS
Introduction 4
Position Information 4
Indicative Timetable for the Selection Process 4
Eligibility 5
Citizenship 5
Security and Police Records Checks 5
Security Documentation 5
Criminal History & Conduct 6
Mitigating factors 6
Health Assessment 6
Privacy 6
Redundancy 7
Alcohol & Other Substances 7
Illegal Substances 7
Smoking 7
Selection Process 8
Position Details 8
Referees 8
Application Guidelines 8
How to Apply 8
Selection Process - DUFF Recruitment Timeline 9
Short listing 9
Interviews / Assessment 9
Other Selection Techniques 10
Reference Checks 10
Feedback to Candidates 10
Lodging your Application 10
Employment Conditions 11
General 11
Remuneration 11
Soft Barrier Process - New Employees 11
Probation 12
Superannuation 12
Uniform 13
Planned Absences 13
Outside Employment 13
Drivers Licence 13
Hours of Duty 14
Information on the Department of Agriculture Fisheries and Forestry (DAFF) 14
Behaviour and Conduct in the Workplace 15
APS Code of Conduct 15
APS Values 16
DUTY STATEMENT 17
Core Capabilities 18
Introduction
Please read this information carefully before preparing and submitting an application.
This package is provided to assist you with the AQIS recruitment and selection process. In this package you will find information about eligibility, details of the selection process, and information on how to prepare your application. You are encouraged to read this information carefully in order to develop a comprehensive understanding of the requirements for candidates. You should assess yourself against the core capabilities before deciding to apply for the position and prepare an application according to the guidelines in this information kit.
AQIS is committed to best practice selection and advancement principles, processes and decisions that are consistent with the Department of Agriculture, Fisheries and Forestry and APS Values, and are based on:
§ open and transparent processes which ensure fairness and equity in decisions;
§ selection based on merit taking into account the skills, attributes, knowledge and qualifications required for the job and the benefits of a diverse workforce;
§ streamlined and efficient processes;
§ a balance between operational needs of the workplace and career development opportunities for employees; and
§ advancement linked to demonstrated performance.
Position Information
Information about the vacancy is enclosed. The duty statement describes the role and duties of the position and the core capabilities lists the skills, knowledge and attributes that the successful candidate should possess. A significant aspect of these positions involves the application of technical knowledge and expertise. Tertiary qualifications in the area of agriculture, horticulture, animal health, entomology, or other quarantine related fields would be an advantage.
Indicative Timetable for the Selection Process
Advertisement in the Gazette / 12th November 2009Advertisement in the West Australian / 14th November 2009
Advertisement on the DAFF Website / 12th November 2009
Advertisements on Seek Website / 12th November 2009
Closing dates for applications / COB 5pm, Thursday, 26th November 2009
Interview and Assessment process / SAC – Selection Advisory Committee in conjunction with DUFF Recruitment
Position Offered / Quarantine Inspector
Expected Start Date / 18th February 2010
Eligibility
Citizenship
APS employees are required to be Australian citizens. Under Departmental policy, the Secretary may approve your engagement provided that you have permanent resident status and are actively seeking Australian citizenship (refer www.citizenship.gov.au for further information on becoming an Australian Citizen). Your engagement may be terminated if citizenship has not been attained within a reasonable time. If you are not an Australian Citizen, or have lodged an application for Citizenship, please indicate this on the Application Cover Sheet and within the body of your application.
Security and Police Records Checks
All AQIS employees must hold (at least) PROTECTED security classification. For positions located in airport and wharves, you will also be required to undergo an assessment for an airport (ASIC) and marine (MSIC) security clearances in accordance with the requirements of the relevant Regulations. The vacancy advertisement will outline the security classification required.
Applicants should note that in some instances, security clearance processes will commence at short listing. Applicants are strongly encouraged to start sourcing the availability of these documents on application.
Security Documentation
Applicants are required to provide a range of documentation to verify citizenship status and identity. Security clearances are required to determine an individual’s suitability to safeguard classified security information. In order to make this determination a security background investigation is conducted. The information collected must be sufficient to allow an affirmative or negative determination of a person's eligibility for access to classified information and suitability for employment.
Personal documentation must be sufficient to cover all periods of your life and address any significant life changes such as marriage, divorce or name changes via deed poll or other means.
To obtain a PROTECTED security classification clearance subjects must supply ORIGINAL or CERTIFIED COPIES of the following documents:
· Full birth certificate
· Marriage certificate
· Decree nisi or decree absolute
· Deed poll
· Australian Government employment history
· General employment history
· Citizenship
· Discharge certificate
· Address check
· Police check
Criminal History & Conduct
A history of criminal conduct, irrespective of whether the clearance subject was formally charged with, or punished may be of significant security concern where:
§ the offences involve dishonesty or deception;
§ the offences involve misappropriation of resources, or misuse of positions of trust;
§ the clearance subject would endeavour to ensure that the details of the activity remain concealed from family, friends or work colleagues;
§ the offences indicate a serious or habitual disregard for the law; or
§ the offences are indicative of some other basis for concern.
A history or pattern of criminal activity may create doubt about the clearance subject’s judgement, reliability and trustworthiness. Such behaviour may indicate the clearance subject’s lack of respect for rules, the law and social expectation.
Mitigating factors
The Crimes Act 1914 protects clearance subjects from having previous minor criminal convictions held against them long after the offence has been dealt with, provided they have not since re-offended. These are called ‘spent convictions’. A spent conviction is a conviction for an offence that satisfies all of the following conditions:
§ it is 10 years since the date of the conviction (or 5 years from child offenders);
§ the clearance subject was not sentenced to imprisonment or was not sentenced to imprisonment for more than 30 months.
§ the clearance subject has not re-offended during the 10 year waiting period (5 year for child offenders); and
§ an exclusion does not apply (a full list of exclusions is available from the Office of the Privacy Commission).
Health Assessment
New APS employees must undergo a medical examination through Health Services Australia or another nominated medical practitioner, to assess whether their health and physical fitness is of an appropriate standard to undertake the duties of the position applied for. Where, after receiving a report from the Commonwealth Medical Officer/medical practitioner, the delegate is not satisfied with your standard of health or physical fitness, he or she may elect not to proceed with offer of employment or terminate your engagement.
Privacy
The Privacy Act places obligations on Australian Government agencies (and their employees) in relation to collecting and handling personal information. The information provided in the selection processes and forms will not be used without your prior consent for any purpose other than in relation to your assessment for engagement as an APS employee.
Redundancy
Candidates will not be engaged if they have received a redundancy benefit from an Australian Public Service (APS) Agency or a non-APS Commonwealth employer within 12 months of the proposed date of their engagement with the Department. Candidates who have received a redundancy benefit are eligible for the positions, but cannot be engaged as an ongoing employee until 12 months has expired since receipt of the redundancy benefit.
Alcohol & Other Substances
AQIS is committed to maintaining an alcohol free environment for its employees in compliance with the OH&S (CE) Act 1991, the ACT Motor Traffic (Alcohol and Drugs) Act 1977 and associated Regulations. Improper and/or inappropriate use of alcohol and other substances can serious injury the health of employees, impair the workplace performance and endanger the safety and wellbeing of fellow employees and members of the general public.
In line with AQIS’s Drug and Alcohol Guideline, AQIS employees and contractors must not, through the consumption of alcohol or other substances (whether legal or illegal) render themselves unfit or incapable of performing their duties.
Illegal Substances
AQIS adopts a zero tolerance policy toward the use of illegal drugs. This position covers the unlawful or unauthorized possession, use, distribution, dispensing, sale or manufacture of controlled substances (drugs, drug paraphernalia, look-alikes, or marijuana) in all AQIS premises and workplaces not owned or operated by AQIS. The violation of these requirements may result in the imposition of disciplinary procedures as defined in AQIS’s Drug & Alcohol Guideline, up to and including, dismissal and referral for prosecution.
Smoking
AQIS is required by Occupational Health and Safety legislation to provide employees with a healthy and safe working environment
Smoking is banned:
§ in all areas of buildings or parts of buildings occupied by AQIS – including offices, basements, stairwells, toilets and balconies;
§ in vehicles, vessels or aircraft under the control or hired by AQIS; and
§ at all social functions held on AQIS premises.
This ban applies at all times, not just in working hours and covers all workplaces in central office, the regions and overseas.
Selection Process
DUFF Recruitment will undertake the recruitment process and assessment of potential applicants on behalf of AQIS. Kerri Duff-Borthen is the Managing Consultant. Contact details are: (08) 9244 2789 or
Think about whether you can clearly demonstrate (by way of example) how you meet the job requirements (the core capability based selection criteria). Explore the descriptors and behaviours that explain the core capabilities drawn from the Australian Quarantine and Inspection Services Capability Framework. This will assist you in assessing if you have the required capabilities and what competencies you will be assessed against. Information regarding the AQIS Capability Framework can be found on the DUFF website here.
The selection process may include: short-listing, interview, including possible use of selection exercises and reference checks. Panels operate in accordance with departmental recruitment and selection guidelines and consist of at least two members.
Position Details
Information about the vacancies is enclosed. The duty statement describes the role and the duties of the position and the Core Capabilities (selection criteria) lists the skills, knowledge and attributes that the successful candidate should possess. A description of a “Typical day in the life of a Quarantine Inspector” is attached.
Please see attachments 1, 2, & 3
Referees
Your application should include names and contact details of two referees (one of whom is your current supervisor). If you are unable to provide your current supervisor as a referee as this may prejudice your continuing employment, you should discuss this with the vacancy contact officer.
No written referee reports are required at the time of lodging your application.
Applicants are strongly encouraged to make suitable arrangements with their nominated referees prior to lodgement of their application.
Application Guidelines
How to Apply
You will need to read the application information package. The package highlights the application process.
The website is http://www.duffrecruitment.com.au to complete the application as requested.
Applicants are encouraged to apply online.
Selection Process - DUFF Recruitment Timeline
The following is a guide of the Selection progress:
AD RESPONSE: Thursday 26th – Thursday 17 November 09Short listing Process: Thursday 26th November - Friday 4th December 09
Group Interviews (AQIS Premises): Monday 7th – Friday 11th December 09
Reference Checks & Police Clearances: Monday 14th December onwards
CHRISTMAS BREAK: Monday 21st December 2009 – Friday 8th January 2010
MEDICALS: Monday 11th – Friday 15th January 2010
JOB OFFERS: Monday 18th – Friday 22nd January 2010
Proposed Start Date – Thursday 18th February 2010
Note: Please be aware that candidates will be shortlisted and invited to participate in the next stage of the selection process via email. If you have not received notification from DUFF Recruitment after you have applied online it is your responsibility to contact DUFF as soon as possible and advise them. Please ensure your email is correct when applying online and is regularly checked for notification.
Short listing
The selection committee establishes the process for short-listing candidates. All applications received are then examined and evaluated by the Selection Advisory Committee.
Your application will be read and assessed against the core capabilities. After this assessment, one of the following decisions will be made regarding each candidate:
§ The candidate will be short-listed and invited to attend an interview and other related assessments;
§ The candidate will not be short listed for further consideration. In this case you will be notified in writing.
§ Decisions may be based on application and referee reports only.
Interviews / Assessment
As a candidate you will be regarded as being available for interview and/or assessment from the date applications close. If you are going to be unavailable for any length of time, the period must be stated on your application.
Where travel is difficult to arrange or the costs are excessive, some initial assessments may be conducted via telephone. Candidates will be required to attend group exercises in person where possible.
Other Selection Techniques
Where appropriate, other selection techniques may be used in the selection process. You may be asked to provide examples of previous work, attend assessment centres, and undertake appropriate tests or structured group and/or individual exercises.
Reference Checks
Reference checks will be undertaken, at least, in relation to the preferred candidate(s). They will be obtained from referees with first hand knowledge of performance relevant to the core capabilities, preferably supervisors. You should provide the names and contact details of two nominated referees on your application form.