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.

Working with Children Check (WWCC)

Working with Children 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.  The Department for Human Services (DHS) are responsible for conducting these checks.

No one can commence employment with TAFE SA without a cleared Working with Children Check.  WWCCs are undertaken to maximise a safe environment for children under 18 involved with TAFE SA.

A WWCC 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.

WWCC 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.

All new & prospective employees are responsible for paying the fee for a WWCC.  You can initiate a pay for a WWCC yourself via: https://screening.sa.gov.au/applications/application-information-for-individuals

When your WWCC has expired, all employees who are in a prescribed position will be required to undergo another WWCC through DHS.

PLEASE NOTE – It is unlawful to commence work at TAFE SA without a current Working with Children Check and similarly it is unlawful for existing employees to continue working without a current Working with Children Check.  Heavy penalties apply for any organisation found to be in breach of this legislation and therefore Statutory Declarations, National Police Certificates, MOU’s from SA Police etc are no longer accepted.

Where employees will be working in areas that involve Aged Care or working with Vulnerable Persons, there may be additional requirement for further Screening beyond the WWCC.  This is determined by the Business Unit based on industry requirements.  As per the Child Safety (Prohibited Persons) Act 2016, Police Officers who are currently serving within the South Australian Police force are exempt from holding a current Working with Children Check.  They are required to provide certified evidence in the form of their SAPOL ID Card and complete a ‘HPI SAPOL Declaration form’.

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 four (4) pages (Arial – 11 font only), and this is to include the covering letter component of the application. The four (4) 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 and 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 use 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.