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Jobs at TAFE SA

How to apply for positions

Your application is an opportunity for you to demonstrate your skills, experience, abilities and personal attributes to the selection panel. To assist you in maximising your chances of success it is recommended that you carefully read the application guidelines specific to that position.

You may wish to speak to the Contact Person (stated in the advertisement) about the position, and ask questions or request further relevant information such as copies of the Annual Report, organisational charts or any other information relevant to the position.

The Position Description

Each position will have a job and person specification which will detail mandatory and/or desirable qualifications; key selection criteria and special conditions.

Before you start your application ensure you carefully read the Job and Person Specification relating to the position; assess whether you are capable of carrying out the duties of the position and ensure you meet the essential requirements of the person specification.

 

Overseas Applicants Eligibility and Qualifications

To be appointed to a position on an ongoing basis, you must be an Australian citizen or have permanent residency status.

An applicant for a contract position must have a visa, which allows you to work in Australia for the period of the contract.

The South Australian Public Sector offers a service that gives a comparative assessment of overseas qualifications against the Australian educational system. If you have relevant academic or technical qualifications gained overseas, refer to the South Australian Immigration Department website.

Criminal History Check

Criminal History Checks are mandatory for all new and existing employees who are working in a prescribed position within TAFE SA. All positions in TAFE SA campuses have been deemed prescribed positions.

Appointment to all prescribed positions will be subject to a satisfactory criminal history check. Criminal History Checks will be undertaken to maximise a safe environment for children under 18 involved with TAFE SA.

A Criminal History Check assesses whether any prior offence(s) exists that will impact on a person’s suitability to undertake their duties within TAFE SA where children under 18 are involved.

Criminal History Check assessments will be conducted within the principles of natural justice. All information will be treated in the strictest confidence and in accordance with the relevant legislation and policies.

DSD will only accept the following forms of CHCs from new employees if they are current (within 36 months of issue):

  • National Police Certificate (NPC)
  • Other government/non-government accredited Crim Trac Agencies
  • Memorandum of Understanding (MOU) from South Australian Police

When the current form of CHC has expired, all employees who are in a prescribed position, will be required to undergo their next CHC through the DFC Screening and Licensing Branch.

Recruitment Process

The recruitment process consists of the following steps:

  1. Advertising
  2. The majority of positions are advertised in the Government Notice of Vacancies publication or externally in local newspapers. Some positions may only be advertised internally and in certain circumstances we may use the services of a recruitment agency.

  3. Applications
  4. The requirement for full written applications has been reduced to streamline the application processes and encourage more people to apply for positions.

    All applications must only be a maximum of up to three (3) pages (Arial – 11 font only), and this is to include the covering letter component of the application. The three (3) page application must have a curriculum vitae attached, including current referees.

    If you are not currently employed in the South Australian Public Sector, you must also include an Employment Declaration.

    Your application must address the Person Specification (Essential Minimum Requirements) in relation to the job description by demonstrating that you meet all the essential minimum requirements.

  5. Short-listing
  6. The selection panel makes the initial assessment of all applicants’ merit and decides whether applicants warrant further consideration according to how well they demonstrate in their response to the person specification that they meet the essential criteria and are capable of carrying out the duties of the position.

    The short-listing process normally takes between one to two weeks, however depending on the number of applicants for a position and the logistics of organising a panel this could take longer. If your application is successful after the short-listing process you will be contacted to attend further selection processes.

    If your application is unsuccessful you will receive communication advising you of this outcome.

  7. Interviews/selection process
  8. The selection techniques the panel utilise are focused on assessing your personal abilities/aptitudes/skills, knowledge and experience in relation to the essential criteria detailed in the person specification.

    These techniques may include, but are not limited to:

    • One or more interviews;
    • A skills assessment - undertaking a practical exercise or making a presentation;
    • Referral to an Assessment Centre;
    • Psychometric testing
    • Referee checks.

    You will be informed of the technique being used.

  9. Offer of employment
  10. Once an offer of employment is made and accepted by the successful applicant, the unsuccessful interviewees will be contacted. All staff appointments will be subject to a satisfactory Criminal History Check.