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Applying for a Position
As an applicant you must demonstrate that you are able to satisfy the requirements of the advertised position. You will benefit from time spent on some basic research and planning before submitting an application. We recommend that you:
- Carefully read the Selection Criteria, Duty Statement and other documentation provided;
- ring the Contact Officer to discuss the particulars of the position, the selection process, the work environment and any other matters.
Having done the above, you should now know if you can satisfy each of the selection criteria of the position, if Defence is the type of place you would like to work and whether or not you should proceed any further.
Eligibility to Apply
All vacancies notified in the Commonwealth of Australia Gazette are open to all Australians unless specifically identified as being open only to permanent staff of the Australian Public Service (indicated by a clover leaf ¨ symbol before the vacancy).
There are certain other groups who have access to these restricted vacancies (for more information see the general information preceding the vacancies section of the Gazette).
To be eligible for engagement to the Australian Public Service, applicants must meet certain criteria.
Defence Selection Process
Selection for all vacancies within DSD is based on merit. This means that an assessment is made of the relative suitability of applicants using a competitive selection process.
When applying for a position you will need to provide:
- A resume outlining qualifications and/or employment history;
- a statement of claims against each selection criterion;
- a completed Personal Particulars form;
- a completed Consent to Participate in an Organisational Suitability Assessment form;
- a completed Consent to Obtain and Release Information form; and
- names and contact details of referees who can
provide comments
on your work performance against the selection criteria
(the referees may be contacted for an oral report).
You only need to provide written referees reports if
requested in the advertisement.
Assessment and Selection Process
The assessment process to determine the preferred applicant for a position can be done by either:
- The application and referee(s) comments;
- or the application, interview and referee(s) comments
If the selection panel decides to make an assessment without interview they will read all applications, shortlist and then review the shortlisted applications further. Oral referee(s) comments may be obtained only for those applicants who have demonstrated, through their applications, superior claims to the position. A selection decision will then be made on the application and the comments provided by referee(s).
If the selection panel decides to include an interview as part of the assessment process you will be contacted by the selection coordinator to arrange a date, time and location for the interview. You should bring to the interview copies of relevant documentation such as:
- samples of written work (if requested or relevant),
- and original certificates for qualifications or training.
Referee Comments
Referee comments are an integral part of the selection and assessment process. They are sought to provide information relevant to the selection criteria only.
You should choose referees, who can comment effectively on your skills and abilities, experience or work performance against the selection criteria.
The panel may seek comments from people other than suggested referees e.g. clients, subordinates, peers and other managers. You will be advised if this occurs.
If you are currently employed in Defence and wish to use a selection panel member as a referee you will need to obtain a written reference prior to interview.
Selection Criteria
The selection criteria provides the basis for shortlisting and further consideration of an application. It is important that you address each selection criterion thoroughly and succinctly and only include information that is relevant to the position. Under each criterion you should outline your relevant skills and abilities and cite key examples of your work performance, qualifications and other relevant experience. Focus on quality not quantity.
If any criterion is not addressed, or insufficiently addressed, your application will receive no further consideration.
Specific matters that selection panels consider in shortlisting of applications include:
- abilities;
- skills and knowledge;
- experience; qualifications, training and competence;
- standard of work performance;
- and demonstrated potential for further development
The People Capability Framework (PDF, 1.01MB) forms the basis of selection criteria for DSD positions. Applicants are advised to review the document when applying for DSD positions.
Qualifications
Some positions will have mandatory qualification requirements and these will always be advised in the Gazette or Press advertisement. In such circumstances you will need to provide evidence of your qualifications with your application.
Closing Date
The closing date for applications will be advised on the individual notice. It is important that your application is received at the specified address by the date nominated in the advertisement. Acceptance of late applications is at the discretion of the Selection Panel.
Post Assessment
All applicants will be advised of the outcome of the selection process. Unsuccessful applicants may wish to contact the selection co-ordinator for post assessment feedback.
Organisational Suitability Assessment
Psychological assessments are mandatory for all potential and existing Defence intelligence agency employees/contractors/military personnel as part of the requirement to hold a Top Secret Positive Vetted (TSPV) clearance. The psychological assessment process in the Defence intelligence agencies is called the Organisational Suitability Assessment- the OSA- and involves several stages of assessment. Further information about the OSA process is available below.
Organisational Suitability Assessment (PDF, 23KB)
Organisational
Suitability Assessment (DOC, 201KB)