Thank you for taking the time to consider a career with the Australian Bureau of Statistics (ABS).
This kit is designed to provide you with information about these employment opportunities, explain how to apply and to provide you with an insight into the selection process to follow.
Find out more about the ABS and these opportunities
How to Apply
Steps in the Selection Process
Working in the ABS
Find out more about the ABS and living in Adelaide
Personal Particulars Form – Attachment 1
www.abs.gov.au make your mark…
1. FIND OUT MORE ABOUT THE ABS AND THESE OPPORTUNITIES
ABOUT THE ABS
The ABS is Australia’s official national statistical agency. We provide statistics on a wide range of economic and social matters, covering government, business and the population in general. We also have an important coordination function with respect to the statistical activities of other official bodies, both in Australia and overseas.
ABS MISSION STATEMENT
We assist and encourage informed decision-making, research and discussion within governments and the community, by leading a high quality, objective and responsive national statistical service.
Informed decision making; research and discussion within governments and the community based on the provision of a high quality; objective and responsive national statistical service.
The Australian Bureau of Statistics produces and disseminates statistics in two key areas to meet the above outcome; viz:
Output 1 Economic Statistics.
Output 2 Population and Social Statistics.
The process of producing and disseminating these statistics is, in turn, assisted by a wide range of support services.
To achieve the ABS Mission, the ABS is pursuing the following objectives in respect of both the Economic Statistics and the Population and Social Statistics Outputs:
an expanded and improved national statistical service
services that are timely, relevant, responsive, and respected for its integrity and quality
informed and increased use of statistics
a key contributor to international statistical activities that are important to Australia or our region
The ABS SA Office is headed by a Regional Director and is currently organised into seven branches:
Corporate Services Branch
Technology Services Branch
Economic Statistics Branch
Household Surveys Branch
Client Services Branch
Culture, Recreation and Migrant Statistics Branch
Regional Statistics Branch Each branch is headed by a Director and some are divided into sections to enable specialisation in specific statistical or service disciplines.
If you want to find out more about the ABS you can look us up on our website at: www.abs.gov.au.
Regional Director The Regional Director (RD) is responsible for the management of the South Australian office. The RD reports to the Australian Statistician and Deputy Statistician in Canberra.
CORPORATE SERVICES BRANCH The Corporate Services Branch has two areas of responsibility:
Payment and Entitlements - A national pay and conditions of service section for the ABS is located in the SA Office. The section is responsible for salary and other employee payments, compensation administration and the delivery and provision of employment conditions information for all ABS staff.
Corporate Services Unit - This unit is responsible for the provision of advice and delivery of services to managers and staff of the SA Office on a broad range of Corporate Support functions, including:
human resource management functions such as recruitment and staff selections, people and performance management and OH&S, Compensation and Rehabilitation;
Learning and Development activities such as the coordination of development opportunities and account management; and
Resource and Facilities management functions such as providing advice and reports to managers on all financial and travel matters, making recommendations on the allocation of resources and monitoring of revenue/expenditure, and providing a range of office support functions including accommodation, property, security, asset management, records and fleet management.
Relocations Unit - The Adelaide office also provides a national service to assist with staff moving offices or newly engaged staff who move interstate to take up a position. The Unit is responsible for organising the removal of furniture, transport and accommodation of staff moving as well as reimbursing costs associated with a relocation.
TECHNOLOGY SERVICES BRANCH Technology Applications design and implement computer based statistical processing systems for both local and interstate statistical clients. They also develop and support a range of corporate support and management information systems.
Technology Infrastructure comprises two main sub-groups:
Technology Support are responsible for local IT and telephone infrastructure, which includes the installation of equipment and provision of technical support within the office, in conjunction with the National IT Help Desk.
Knowledge Management have as their main task the development and implementation of best practices for the distribution and storage of ABS electronic information and documents.
Staff are also involved in a number of other activities, such as IT Cost Recovery, Software Packaging, and Software Management projects.
ECONOMIC STATISTICS BRANCH This branch is responsible for the collection, processing, analysing and dissemination of a range of statistics related to measurement of the performance of key elements of the economy. Specific elements of the economy covered by the Branch include the manufacturing and building and construction sectors. Varying collection methodologies, processing techniques and dissemination strategies are involved in dealing with these different subject matter areas. Periodically, a national Construction Industry Survey is also undertaken from the Adelaide office; this is separate from the ongoing Building Statistics collections.
The Construction Business Statistics Centre (BSC) is located in Adelaide making this office a key centre of excellence in the production of a full range of Building and Construction statistics. Building Approvals, a leading economic indicator, are processed on a monthly cycle. The use of electronic data capture is prevalent for this work. The area also conducts quarterly surveys related to building activity and non-building (engineering) construction and produces a range of standard and client specific reports.
The Manufacturing Commodity BSC undertakes a range of collections relating to the production of selected major manufacturing commodities. It also incorporates the Wine Statistics Unit.
Prices collects price data used in the compilation of the CPI. The work of staff in the CPI area consists of collecting and collating price data related to the 'basket' of goods and services which accounts for a high proportion of expenditure by the CPI population group (metropolitan households). The 'basket' covers a wide range of goods and services, arranged in eleven groups. The CPI measures prices paid by household consumers for goods and services to derive the measurement of price change for the household sector as a whole.
HOUSEHOLD SURVEYS BRANCH Household Surveys consists of a number of groups all of which have a methodological nature to their work in terms of the services they provide to external and/or internal ABS clients.
Education, Crime, Culture and Migrants Surveys (ECCMS) is responsible for the conduct of all education, crime, culture, recreation, sports and migrants household surveys for the ABS and also assists regional offices develop and process State Supplementary Surveys. While primarily based in SA, the unit also includes a small group which operates from NSW. ECCMS's is responsible for the conduct of two national household surveys, the Adult Literacy and Life skills Survey (ALLS) and the Multi-Purpose Household Survey (MPHS). The ALLS will measure elements of adult Australians' literacy, numeracy and problem-solving skills to assess the levels of literacy skills in Australia. The MPHS is an omnibus survey that collects household and person information on a number of unrelated topics such as information technology, retirement intentions, participation in sport and work related injuries. The group also manages a number of household surveys conducted as supplements to the national monthly Labour Force Survey with topics which cover aspects of education, crime, culture, recreation and the environment.
Methodology Unit provides mathematical and statistical support to the Office, including the National Statistical Centres and National Project Centres located in SA. This work involves sample design, investigations of estimation techniques and other issues relating to the conduct and analysis of surveys.
Population Survey Operations (PSO) undertakes household surveys of the general population. Household surveys conducted include the Monthly Labour Force Survey as well as a range of special purpose surveys depending on the needs specified in the work program. The program addresses contemporary social issues and policy questions which span many aspects of people's lives. It provides data at regular intervals so that social progress can be monitored over time, and the impacts and consequences of various policies assessed.
Census Management Unit (CMU)
A South Australian Census Management Unit is formed for each national Census of Population and Housing to run the field management operations in this state. For the 2006 Census the unit is expected to reach 19 staff during the peak period and have responsibility for well over 2,000 field staff.
CLIENT SERVICES BRANCH Client Services consists of the Information Services Section (ISS) and the State and Territory Statistical Service (STSS). The ISS & STSS are responsible for providing a cost effective statistical service to South Australia, and maintaining a strategic relationship with key clients within the State Government, the media, business and the general community. The following presents more information on each of the work units:
Information Services Section (ISS) includes a 'virtual' bookshop and library service as well as a 'fee for service' information consultancy service, (Information Consultancy Unit, ICU). The main work of the ICU is to disseminate output from the full range of ABS data. Dissemination of output involves identifying themes and relationships, extraction and analysis of relevant data, and presentation of written, tabular and graphical material. The work group is involved in informing key users on output content and availability. An on-site Library and 'virtual' bookshop caters for client access to ABS publications, while the management of an external Library Extension Program (LEP) facilitates broader access for the South Australian community.
State and Territory Statistical Service (STSS) comprises three areas - the State Statistical Consultancy Unit (SSCU), the Statistical Consultancy and Government Liaison Management (SCAGL) and the Statistics Program South Australia. The State Statistical Consultancy Unit (SSCU) conducts research and analysis with particular emphasis on State issues and requirements. It provides internal ABS advice about State/local factors which may affect ABS economic and social programs. It is also responsible for the production of SA ABS compendium publications such as SA Economic Indicators, Demography SA and a range of fact sheets.
The Statistical Consultancy and Government Liaison Management (SCAGL) work group provides a statistical consulting service in various aspects of survey design and analysis, mathematical statistics, statistical training and related issues to mainly Government organisations. It also provides a consultancy service in questionnaire design and statistical methods to the ABS and assists in the development and conduct of statistical training courses. The State Government Account Manager is part of this group and aims to develop the breadth and depth of ABS SA contacts and to educate/disseminate information to key client organisations. The servicing of State Government statistical needs is a particular focus of this unit with an emphasis on statistical coordination.
The Statistics Program South Australia is a joint initiative between the ABS and the South Australian State Government. The program is an opportunity for State Government staff to work together with ABS staff on whole of Government project work. State Government statistical skills should be increased by its involvement in this program, and the ABS and State Government have the opportunity to progress the NSS key principles.
CULTURE, RECREATION and MIGRANT STATISTICS BRANCH The National Centre for Culture and Recreation Statistics (NCCRS) is responsible for coordinating the development of national statistics within the ABS in the areas of culture, sport and leisure. In the last year, a new National Migrant Statistics Unit (NMSU) has been established to provide leadership in the area of migrant statistics. In doing so, it produces a wide range of publications and reports relating primarily to culture, sport and migrant statistics, while also providing expertise within the ABS regarding the collection and analysis of data related to these areas. The centre undertakes a statistical leadership and coordination role across the sector primarily by liaising with governments and other stakeholders about culture, sport and migrant research and data needs; and providing advice on applicable standards, procedures for data collection and data interpretation. The culture, sport and leisure subject matter covered by the NCCRS includes: museums; libraries; literature; music; preforming arts; visual arts; film; radio; television; sport; physical recreation; and other leisure activities. The migrants subject area includes: settlement outcomes for migrants in the short and long term; service needs of migrants; multicultural issues and social cohesion; and international relations.
REGIONAL STATISTICS BRANCH In response to the need for greater understanding of the impact of government policy decisions and other events on Australian country communities, and to provide improved data to inform discussion and debate on regional Australia, the Rural and Regional Statistics National Centre (RRSNC) was established in the Adelaide Office in 2001.
Broadly, the role of the RRSNC is to coordinate economic, social and environmental statistics where these relate to rural and regional issues. These statistics include non-ABS data, particularly administrative data managed by state/territory and local governments. The RRSNC has developed an Information Development Plan, to be released in early 2006, and which will set out priorities for data development activities for the next few years. The National Centre also coordinates aspects of the work done on regional statistics in each ABS Office.
Regional Population Unit produces the age and sex population estimates for all Local Government Authorities (LGAs) and Statistical Local Areas (SLAs) in Australia annually as at 30 June. The unit is also responsible for developing and researching methods for use in all ABS Offices to produce the annual 30 June LGA and SLA population estimate totals - currently regression methods are employed.
ABOUT THE EMPLOYMENT OPPORTUNITIES
ABS employees at the APS Level 5 level usually operate under the general direction of an Executive Level 1 or an APS Level 6, and within the policy, strategic and resource frameworks determined by more senior management. APS Level 6 staff are expected to work either individually, or as part of a team, under limited direction of an executive level manager.
APS Level 5 and APS Level 6 staff are expected to ensure compliance with ABS policies, guidelines, values and corporate responsibilities, including legislative requirements, industrial agreements, performance management, participative management, the APS Code of Conduct and APS Values, Workplace Diversity and Occupational Health and Safety requirements.
Successful applicants may be required to work on a diverse range of tasks, possibly including the development, evaluation and/or application of statistical concepts, methods and procedures. Successful applicants will be required to think conceptually:
around the collection of data and associated quality issues;
about the implications of confidentiality on data and consequent information loss; and
about data dissemination issues, particularly the design of output in publications and accompanying commentary.
Successful applicants may also be required to undertake conceptual and empirical investigations of ABS and non-ABS data, including the reconciliation of data from different sources and clearly explaining to users what data are fit for use or are inappropriate and why.
Successful applicants may be required to liaise with and provide advice to clients on such issues as survey design and statistical output and may be required to undertake consultancy projects or out-postings.
Successful applicants may be required to work either individually on specific projects or the collection, processing, analysis or dissemination of statistical information while contributing as a member of a team or as a team leader. Some positions at the APS Level 5, and all positions at the APS Level 6, have supervisory responsibilities and successful applicants will be expected to provide assistance and guidance in technical areas, as well as staff development and performance management. At the APS Level 6, successful applicants will also be expected to provide technical leadership to their work groups as well as providing advice and assistance on IT issues.
FURTHER INFORMATION AND CONTACT OFFICER
For further information about these opportunities, or if you have any queries throughout the process, please contact Deane Tietzel of Locher Human Resources on (08) 8201 1120 or email firstname.lastname@example.org.
Note: Applicants who wish to withdraw at any stage during the process should send notification of their withdrawal in writing to the above contact officer.
Before deciding to apply, please read the selection documentation and research the ABS. You may also find it helpful to speak to the contact officer. The following information will assist you in formulating your application and lodging it by the due date and time. Please note that you must be an Australian Citizen to be eligible for employment with the ABS.
You must submit an application which contains:
A current and relevant Curriculum Vitae (CV). We are interested in your work history, relevant qualifications and training. This should be listed in chronological order commencing with your most recent experience first. It is important that applicants tailor the achievements listed in CVs in relation to the selection criteria and only include information that is relevant to the position (refer to Section 3 and 4 for further information)
A completed copy of the Personal Particulars Form. This provides us with vital eligibility, referee and contact information. It is also an opportunity for you to let us know whether you need any assistance through the process. A copy of the Personal Particulars Form can be found at Attachment 1 and will allow you to identify the level(s) for which you wish to be considered.
We do not require written referee reports to be submitted with your application (refer to Section 4 for further information regarding Referees).
WHERE & HOW TO SUBMIT YOUR APPLICATION Applications must be forwarded by close of business on Friday August 11, 2006. Questions regarding late lodgement of application must be directed to the contact officer above.
Applications are to be registered on line with www.locher.com.au OR mailed to:
PO Box 1160,
Please quote the following reference number in any correspondence relating to these positions:
If you are unable to submit your application electronically, please contact Deane Tietzel of Locher Human Resources on (08) 8201 1120 to discuss alternative arrangements.
Personal Particulars form including referee contact details
CV with an emphasis on achievements
Identify the level(s) for which you wish to be considered
The Selection Criteria describe the particular skills, abilities, knowledge and qualifications (if any) required to achieve the outcomes of the role. The information you provide in your CV should focus on achievements that relate to the required selection criteria.
Applicants will be judged on their ability to provide information in a clear and concise manner.
SELECTION CRITERIA Experience / Knowledge / Personal Abilities
The successful candidate will possess the following experience, knowledge and personal qualities. All Selection Criteria have equal weight.
1. Interpersonal and Communication skills
Well developed interpersonal and communication skills, including the ability to:
develop, maintain and promote productive working relationships with team members, clients and other stakeholders;
produce complex reports and other correspondence; and
negotiate successful outcomes with clients and other stakeholders.
2. Project Management
Project management skills in:
delivering outputs of high quality, either individually as a member of a team or as project leader; and
balancing client expectations, quality of products and resources.
At the APS Level 6, demonstrated project management skills of a high order will be expected.
3. People Management
The ability to manage an individual or a team, delivering quality outputs within strict timeframes in an environment of continuous improvement and change, including an understanding of the APS Values and Code of Conduct.
At the APS Level 6, demonstrated ability in this quality will be expected.
4. Research, Conceptual and Analytical skills
Well developed research, conceptual and analytical skills, including resolving problems and working towards agreed outcomes.
5. Organisational Contribution
Provides an organisational contribution including:
broad understanding of the need for, and relevance of, statistics to the wider community;
understanding of section objectives and the context of your area of responsibility;
committed to building your level of organisational and statistical knowledge;
capable of using this knowledge to improve the effectiveness of your work unit; and
contributing to wider organisational activities and goals.
At the APS Level 6, substantial demonstrated experience in statistical concepts, processes, statistical applications and the use of statistics will be expected.
4. STEPS IN THE SELECTION PROCESS
The following information details the stages involved in this selection process.
Assessment of CV
Applicants must address all of the Application Requirements with an emphasis on achievements. It is important that applicants tailor the achievements listed in CVs in relation to the Selection Criteria and only include information that is relevant to the position. In assessing each applicant's claims the Selection Committee will take into account each applicant's:
skills and abilities;
qualifications, training and competencies;
standard of work performance;
capacity to produce outcomes from effective performance at the level required;
relevant personal qualities;
demonstrated potential for further development; and
ability to contribute to team performance
to the extent that the Committee considers these matters relevant to the performance of the duties of the advertised position(s). Short-listing will occur at this stage.
Applications will be acknowledged on receipt.
Failure to adequately address the Application Requirements may mean that your application will receive no further consideration.
It is anticipated that as part of the selection process a test will be conducted to assess statistical, conceptual, analytical and communication skills. These are aspects of criteria 1, 4 and 5. Sessions will be scheduled for 30 August to 4 September and will last about 1 hour.
You will be contacted to confirm arrangements for testing if applicable.
If short-listed you may be required to attend an interview.
You must include details of two referees on the Personal Particulars Form at Attachment 1. Referees may be contacted at any time after the applications close, if there are sensitivities around this please note this on the form. The Selection Committee will only seek referee reports for those applicants who have been short-listed.
Approval by the Delegate
The Selection Committee produce a selection report containing recommendations based on the relative capacity of the candidates to achieve outcomes related to the duties and expectations of the position/s. The report is submitted to the delegate of the Australian Statistician who makes the decision.
Placement of Candidates
Successful candidates will be best placed in line with their skills, experience, and development needs, the needs of the ABS and the expectations and duties of the position.
If candidates assessed as suitable are not offered a position in the first instance, they will remain on an order of merit for up to twelve months from the date of advertising. If additional vacancies arise the delegate may use the order of merit to make another offer of employment.
Advice and feedback
All candidates are advised if they are successful or unsuccessful in gaining a position. Information about obtaining feedback will be sent to you in writing at the end of the selection process.
Remember, a feedback session is your opportunity to listen and question rather than to discuss the Committee’s findings.
If you would like any further information about the ABS and our programs, please visit our website www.abs.gov.au or get in touch with the contact officer.
Note: Applicants who wish to withdraw at any stage during the process should send notification of their withdrawal in writing to Deane Tietzel of Locher Human Resources at email@example.com.
The following rating scale is part of the assessment process.
HS – Highly Suitable
The applicant possesses exceptionally well developed and relevant skills and abilities, and the appropriate personal qualities in relation to this criterion, and their performance is outstanding. To be used only in cases where exceptional skills have been demonstrated against the criterion.
VS - Very Suitable
The applicant possesses highly developed and relevant skills and abilities, and would perform consistently well against this criterion.
S – Suitable
The applicant possesses relevant skills, abilities and personal qualities and would be generally effective against this criterion.
US – Unsuitable
The applicant is unable to demonstrate that they possess the adequate skills, abilities and personal qualities in relation to the criterion at this time.
Selection for all advertised employment opportunities is made on the basis of merit. Merit is defined in the Public Service Act 1999 as follows:
An assessment is made of the relative suitability of the candidates for the duties, using a competitive selection process; and
The assessment is based on the relationship between the candidate's work-related qualities and the work related qualities genuinely required for the duties; and
The assessment focuses on the relative capacity of the candidates to achieve outcomes related to the duties; and
The assessment is the primary consideration in making the decision.
SELECTION PROCESS TIMETABLE:
It is planned to complete this selection process by 24 of October 2006. To this end, applicants will be expected to be able to meet the following timeframes:
1. Applications due in by close of business Friday, 11 August 2006
2. Interviews to be conducted from 14 to 22 September 2006, inclusive
3. Referees should be available for contact from 25 to 29 September 2006, inclusive
Please take note that this timetable is a guide and may change in response to the number of applications and the number of applicants that pass to each stage.
5. WORKING IN THE ABS
This information provides you with an overview of employment related matters within the ABS.
Employment Conditions at the ABS
The Public Service Act 1999, the Public Service Regulations and the Public Service Commissioner's Directions govern all employment in the Australian Public Service including ABS.
Specific employment conditions for ABS employees are covered by the ABS Certified Agreement, unless you elect to be covered under an Australian Workplace Agreement.
As an Australian Public Service employee you will be required to uphold the APS Values (section 10 of the Act) and comply with the APS Code of Conduct (section 13 of the Act).
Eligibility for Employment
To be eligible for employment with ABS applicants must:
Be an Australian Citizen (at the time you commence with ABS) or a current ongoing APS employee; and
Not have received a redundancy benefit from an APS agency or non-APS Commonwealth employer within the past 12 months.
Be of good character as evidenced by satisfactory police clearance (which we will obtain prior to your commencement with us); and
Be assessed as medically fit to undertake the duties of the position.
All newly engaged ongoing employees undergo a probation period of six months. The primary purpose of probation is to allow the ABS to assess an employee's suitability for employment. During the probationary period an employee's conduct and work performance will be assessed at the two, four and six month intervals from the engagement date. The probationary period also provides opportunity for the new employee to assess whether the ABS is the right place for them.
Performance Management Scheme
The ABS Performance Management Scheme is an essential part of ABS employment and is designed to focus on recognising and improving performance against corporate and work program goals. The scheme enable employees to better understand their role, work responsibilities, the expected performance standards and increase productivity across the ABS. It also provides a sound basis for decisions about future salary. It is mandatory for all ongoing employees to participate in the scheme.
Positions at the APS 5 level attract a current salary range of $53,162 to $58,478 plus superannuation.
Positions at the APS 6 level attract a current salary range of $60,470 to $66,516 plus superannuation.
There is potential for negotiation on commencing salary. The Australian Statistician (or delegate) may authorise payment of salary above the minimum or maximum of the relevant salary range on engagement, promotion, or movement at level from another APS agency, having regard to the employee’s experience, skills, qualifications and the relevant ABS Work Level Standards.
Flexible remuneration packaging (salary sacrifice) options are available to ABS employees.
From 1 July 2006, new ABS employees were able to choose which superannuation fund contributions would be paid to. If no choice is made, contributions are made to the default fund for new employees, which is the Public Sector Superannuation Accumulation Plan (PSSAP).
APS employees who have an existing interest in either the CSS or PSSdb superannuation schemes will generally continue to have employer contributions paid to this scheme.
ABS employees may also elect to salary package additional superannuation contributions to a fund of their choice.
A generous leave package comprising of:
Annual Leave (20 days full pay per year or optional 40 days at half pay. Cash out of up to one week of unused leave is also available)
Purchased Annual Leave (up to 4 additional weeks leave per year)
Personal Leave (18 days per year)
Leave Without Pay
Maternity Leave (14 weeks full pay or optionally 28 weeks half pay)
Long Service Leave (3 months after 10 years service)
Flexible Working Arrangements
The ABS offers attractive work life balance including access to flexible working hours, christmas closedown and access to part-time working arrangements.
Diversity & Occupational Health & Safety
The ABS encourages and values a diverse workforce and actively promotes a safe and healthy work environment.
Employee Assistance - employees have access to free and confidential counselling assistance to help them resolve personal and/or work related problems.
Learning and Development - The ABS Corporate Plan gives an undertaking to provide appropriate training, opportunities for career advancement and development of skills. Employees are also encouraged to participate in leadership and management, information technology and project management training.
Studies Assistance - Employees who are undertaking tertiary studies which are of benefit to the APS may be granted paid study leave whilst those undertaking tertiary study which is of direct benefit to the ABS may also be granted financial assistance.
6. FIND OUT MORE
ABOUT THE ABS
Visit the ‘About Us’ page on the ABS website at www.abs.gov.au. There you will find the Mission Statement, Corporate Plan, Annual Report, Forward Work Program, and a range of other corporate information.
ABOUT LIVING IN ADELAIDE The South Australian office of the Australian Bureau of Statistics is located in the state's capital city, Adelaide. The SA Office is situated in the heart of Adelaide's CBD, close to shops (Rundle Mall), transport (Train, tram and bus) and food (Central Market).
The SA office is experiencing some exciting changes as it is relocating to a new 'state of the art' building early next year. The SA Office has a wide range of functions which ensures a constant flow of diverse work for staff and the office has also established a number of health and safety initiatives. The SA office has an active social club which holds functions at least once a month.
The Adelaide Office is located on the 7th Floor, 55 Currie Street, Adelaide, South Australia.
As at June 2006, ABS SA employed approximately 190 staff in collecting, compiling, analysing and disseminating a wide range of statistics along with supporting corporate and computer services functions. In addition, there are some 80 field staff involved as interviewers for ABS Population Surveys.
The office has numerous positions which provide challenging career opportunities. In particular the national project centres provide opportunities to participate in a variety of projects (both clerical and technical) as well as research and development work.
PERSONAL PARTICULARS FORM Please complete this form and attach it to the front of your application.
Personal information provided is protected by the Privacy Act 1988. Information provided will be used for recruitment purposes only.
APS Levels 5 & 6
SA Office - Various Sections
Please indicate which level you are applying for
APS level 5
APS level 6
Are you an Australian Citizen? Yes No
If No, have you applied for Citizenship? Yes No
EEO - the following questions are not mandatory, but we encourage you to respond Are you a member of any of the following groups?
- an Aboriginal or Torres Strait Islander Yes No
- from a non-English speaking background Yes No
- a person with a disability Yes No
Please list any equipment or assistance you may require at interview:
If you require an interpreter for interview, please advise which language:
We do not require you to submit written referee reports. If reports are required then we will contact your referee. If there are sensitivities around this please tell us now.
Referee No 1 details
Length of relationship:
Referee No 2 details
Length of relationship:
Is there anything else you need to tell us?
CURRENT AND PREVIOUS EMPLOYMENT DETAILS Are you currently employed in the Australian Yes No
Public Service (APS)?
Please indicate your APS employment status OngoingNon-Ongoing
If you are currently employed in the APS, please indicate:
Name of Agency:
Acting Classification and period (if applicable):
Nominal (base) Salary:
Length of APS Service:
Payroll/Personnel contact phone no:
If you are not currently employed in the APS, please indicate:
Name of Employer:
Your role or position in the organisation:
Salary pa or Salary package:
Length of Service:
May we contact you at work?
If yes, on what phone no:
Have you been retrenched from an Australian Yes No
Public Service employer in the previous 12 months?
Have you been retrenched from a non-APS Yes No
Commonwealth employer in the last 12 months?
Have you ever been involved in, or dismissed Yes No
from the APS for misconduct? (if yes, you may
be contacted for details)
Please indicate where you first saw this employment opportunity and what attracted you:
I declare that the information provided on this form and attached to this application is true and correct. (Note: Giving false or misleading information is a serious offence and it may result in prosecution, fines, and/or termination of employment).