The purpose of this Circular is to provide advice on procedures for advertising job vacancies through the Public Service Notices, composite, rural and regional, industry specific press, or through the Government Advertising Agency (GAA) website to be online from 10 November 2000, at www.gaa.dpws.nsw.gov.au.

The attached procedures expand further on the information provided at the briefing held by the Department of Public Works and Services in May 2000 and the guide 'New procedures for NSW Government Recruitment Advertising - Information Manual' published at that time.

Agencies would be aware that the advertising of job vacancies on the GAA website and associated procedures formed an integral part of approved outcomes arising from the Merit Review.

Agencies will need to ensure that advertisements are consistent with these revised arrangements and that all vacancy details are forwarded electronically to the GAA in the template supplied. The GAA will provide assistance to agencies with these new arrangements. GAA will also continue to monitor advertisements and agencies are asked to carefully review the electronic version of advertisements for accuracy and completeness of content.

Agencies are also reminded that advertisements must now be provided to the Workforce Management Centre for clearance prior to being forwarded to GAA - this process occurs on a daily basis.

Enquiries relating to the formatting of vacancies for inclusion in Public Service Notices (PSN) or publication in the press should still be directed to Melinda Lods PSN/Composite Coordinator on 9372 7412 prior to submitting the vacancy.

Enquiries relating to policy aspects arising from the Merit Review should be directed to Frank Constable on 9228 5511, Donna Vaughan, 9228 5077 or Valerie Corbett, 9228 3569 - Public Sector Management Office. Emails should be directed to [email protected]

C Gellatly
Director-General

Updated by jobs.nsw.gov.au
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Major Changes 

1. Vacancy Preamble
This preamble below will appear at the beginning of the Job Vacancies Section in the Public Service Notices, GAA website, composite advertising and will be linked to every job advertisement on the GAA website.

It should be noted that the previous reference in the preamble whereby applicants were required to show only an 'understanding' of the common selection criteria has been changed. It now reads 'knowledge and understanding'. Similarly the term cultural diversity has been changed to Ethnic Affairs Priorities Statements. This accords with the view of the Ethnic Affairs Commission that the knowledge, understanding or ability to implement Ethnic Affairs Priorities Statements should be part of the selection criteria.

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Important Information
The NSW Public Sector is an equal opportunity employer and values the diversity of its workforce. This means that the person most capable of doing the job will be chosen, without discrimination based on age, sex, pregnancy, disability, race, colour, ethnic or ethno-religious background, descent or nationality, marital status, homosexuality or transgender identity.

Selection for NSW Government jobs is based on merit. This means that the person whose skills, knowledge and experience best match the job requirements will be selected.

Applicants for permanent jobs must be Australian citizens or permanent residents. Overseas applicants for temporary jobs must have a work visa.

Some positions are available on a part-time or job-share basis. For more information, please ask the contact person.

Selection Criteria
All NSW Government job advertisements list 'selection criteria' which describe the skills, knowledge and experience needed to do the job. In your application, use a separate heading for each of the criteria, and describe how your achievements, skills, knowledge and experience meet the criteria. Remember to include the common selection criteria - see below.

Common Selection Criteria
All applicants for NSW Government jobs must show a knowledge and understanding of the 'common selection criteria' - equal employment opportunity; occupational health and safety; ethical practice; and Ethnic Affairs Priorities Statements - as they relate to the job.

Additional Information
It is important to obtain an information package from the contact person. This will include information on how to apply for a NSW Government job, the common selection criteria and an application form. For more information on common selection criteria and applying for NSW Government jobs, see http://www.eeo.nsw.gov.au/jobs.htm or ask the inquiries person noted in the job advertisement.
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2. Advertising Positions in the Press
The arrangements relating to press advertising procedures set out in the 1997 Personnel Handbook, Chapter 2-3.9.2 Promotional Positions - Salary not exceeding Maximum AAndC Grade 6 still currently apply.

Where vacancies are advertised in the press, the Saturday Government composite advertisement is the preferred form of external advertising for metropolitan Public Sector vacancies. Pointers (abbreviated advertisement details) may be used to signal to potential applicants where full details of advertised positions can be located within that newspaper.

For rural and regional vacancies, the preferred form of external advertising is the local and/or regional press. Agencies may also place external advertisements in the metropolitan Saturday composite where it is considered that a broader pool of candidates is needed. Pointers should only be used to provide readers with additional reference points within the same paper, not to other newspapers.

Agencies have discretion to place industry or specialist display advertisements with the following as a guide:

• Display advertisements should be limited to senior and key organisational vacancies.
• For each display advertisement, agencies should also place a 'pointer' in the Saturday composite (ie a small advertisement listed under the position title but referring people to the display advertisement for more detail).
• Advertisements should be placed for health, information technology and trade positions in line with industry practice. Standard 'pointers' should be included in the Saturday composite press to direct people to the Thursday edition of the same paper for health positions or Monday and Tuesday editions for information technology positions.

In addition, agencies may advertise through other avenues (eg ethnic or Aboriginal press) designed to reach particular communities and/or industry groups.

Agencies are encouraged to include their website address in all advertisements to assist applicants to access information about the agency.

Booking of all vacant position advertisements will continue to be coordinated through the GAA.

3. GAA Website, Press Format and Job Categories
The GAA website will only contain those positions that are advertised in the press. Job categories have been developed to assist applicants locate positions on the GAA website. Attached is a copy of the job categories and any suggestions on these categories should be directed to Melinda Lods PSN/Composite Coordinator on
9372 7412.

It is anticipated by December 2000, the composite press advertisements for government positions will be displayed in job categories and not under agency headings.

4. Revised Selection Criteria 
As part of the Merit Review, a revised approach has been taken in the way selection criteria are to be established for positions. The former use of 'essential' and 'desirable' criteria will now be replaced by the term 'selection criteria'. 'Common selection criteria', ie knowledge and understanding of equal employment opportunity, occupational health and safety, ethical practice and Ethnic Affairs Priorities Statements, previously detailed within each advertisement will instead appear in the preamble at the beginning of press, the GAA website and PSN job vacancies.

Attached is a document outlining the common selection criteria. Agencies should ensure that this document or a reproduction (together with the Looking for Work with the NSW Government brochure - see circular 2000-53) is included in the information package provided to all applicants. A brochure version of the document will be forwarded to agencies as soon as it is available.

The term 'selection criteria' is defined, as job specific skills, knowledge and competencies, and relevant, formal qualifications needed to undertake the inherent duties of the position successfully. Note that only those formal qualifications that are requirements under legislation and or an industrial award or agreement can be included in advertisements.

The revised approach to selection criteria reinforces the need for advertisements to contain only those requirements that are inherent to the position so that eligible or potential applicants are not disadvantaged and the most meritorious candidate is selected. Therefore, criteria considered desirable should not be included in the selection criteria.

You will note that Chapter 2, 1999 Personnel Handbook uses the terms 'key selection criteria' and 'generic criteria'. These terms have been superseded and are to be replaced with the terms 'selection criteria' and 'common selection criteria' as outlined above.

5. Length of Advertisements 
The length of advertisements will remain at 13 lines by 52 characters. With the adoption of the common selection criteria, agencies will now have up to 2-3 additional lines to better describe the position. 

6. Clearance of Advertisements by the Workforce Management Centre
The key function of the Workforce Management Centre (WMC) is to match displaced employees to vacant positions. This occurs on a daily basis.

To date, agencies have been required to submit advertisements for vacant positions to the WMC for matching at the same time that they are submitted to the GAA. Now, they must be submitted to the WMC for matching prior to forwarding to the GAA.

Following the receipt of advertisements the WMC will, by close of business the following working day, contact agencies (via facsimile or email) only when a displaced employee has been matched to a vacant position. Where no advice is received within this period, agencies may submit their advertisement to GAA. Emails should be directed to [email protected].

Equal employment opportunity (EEO)
Equal Employment Opportunity (EEO) is about:

• making sure that workplaces are free from all forms of unlawful discrimination and harassment, and
• providing programs to assist members of EEO groups to overcome past or present disadvantage.

EEO groups are people affected by past or continuing disadvantage or discrimination in employment. These groups are:

• women,
• Aboriginal people and Torres Strait Islanders,
• members of racial, ethnic, and ethno-religious minority groups, and
• people with a disability.

Discrimination is treating someone unfairly or harassing them because they belong to a particular group. Under the Anti-Discrimination Act 1977, it is against the law in NSW for any employer, including the Government, to discriminate against an employee or job applicant because of their: age; sex; pregnancy; disability (includes past, present or possible future disability); race, colour, ethnic or ethno-religious background, descent or nationality; marital status; homosexuality; or transgender.

Both direct and indirect discrimination is against the law. Direct discrimination means treatment that is obviously unfair or unequal. Indirect discrimination means having a requirement that is the same for everyone but has an effect or result that is unfair to particular groups.
 
Employees have the right to:

• a workplace that is free from unlawful discrimination and harassment,
• equal access to benefits and conditions, and
• fair processes to deal with work-related complaints and grievances.

Employees have the responsibility to:

• act to prevent harassment and discrimination against others in your workplace,
• respect differences among your colleagues and customers such as cultural and social diversity, and
• treat people fairly (don't discriminate against or harass them).
• Managers and supervisors have the responsibility to:
  take steps to ensure that all work practices and behaviours are fair and free from all forms of unlawful discrimination and harassment,
• provide employees with equal opportunity to apply for available jobs, training and development, higher duties and flexible working hours,
• ensure selection processes are based on merit, transparent and the methods used are consistent.

Occupational health and safety (OHS)

What everyone needs to know
The NSW Occupational Health and Safety Act 1983 aims to protect the health, safety and welfare of people at work by laying down general requirements which must be met at every place of work in NSW.

The Act covers employees as well as employers and self-employed people.

Employees must:

• take reasonable care of the health and safety of others
• co-operate with employers in their efforts to comply with occupational health and safety requirements.

Employers must:

• act to ensure the health, safety and welfare at work of their employees
• provide and maintain safe places of work, equipment and systems of work under the Act.

All persons must not:

• interfere with or misuse things provided for the health, safety or welfare of persons at work
• obstruct attempts to give aid or attempts to prevent a serious risk to the health and safety of a person at work
• refuse a reasonable request to assist in giving aid or preventing a risk to health and safety.

What managers need to know
Employers must act to ensure the health, safety and welfare at work of their employees. They must:

• provide or maintain equipment and systems of work that are safe and without risks to health
• make arrangements for ensuring the safe use, handling, storage and transport of equipment and substances
• provide the information, instruction, training and supervision necessary to ensure the health and safety at work of employees
• maintain places of work under their control in a safe condition and provide and maintain safe entrances and exits
• make available adequate information about research and relevant tests of substances used at the place of work.

Note: This page adapted from information provided by WorkCover NSW. Nothing in this page shall be construed to waive or modify any obligations imposed by the Occupational Health and Safety Act 1983 or the associated legislation, or any regulations made under it.

Ethnic affairs priorities statements (EAPS)
The cultural diversity of the people of NSW reflects the whole population of NSW, which comprises people from a range of cultural, ethnic, linguistic and religious backgrounds.

The four principles of cultural diversity are:

• All individuals in NSW should have the greatest possible opportunity to contribute to, and participate in, all aspects of public life.
• All individuals and public institutions should respect and accommodate the culture, language and religion of others within an Australian legal and institutional framework where English is the primary language.
• All individuals should have the greatest possible opportunity to make use of and participate in relevant activities and programs provided or administered by the Government of NSW.
• All public institutions of NSW should recognise the linguistic and cultural assets in the population of NSW as a valuable resource and promote this resource to maximise the development of the State.

These principles of cultural diversity are the policy of the State. Accordingly, each public authority must observe these principles in conducting its affairs.

Implementing the principles of cultural diversity in NSW public agencies 

EAPS document the agency's strategies to achieve outcomes, together with performance measures and plans for future action. These might include:

• the use of the Community Language Assistance Scheme as an active strategy in meeting the communication needs of non-English speaking clients
• positioning staff language skills as a tactical resource in its integrated communications strategy
• ensuring that training in cross cultural issues is incorporated within other functional training and is regularly evaluated and revised.

A number of NSW agencies have been identified as Key Agencies on the basis of:

• a high degree of client contact, especially in the areas of welfare, justice, education and employment
• responsibility for developing and implementing government
• policy in these areas
• agencies which administer major funding programs.

These agencies are also required to work closely with the Ethnic Affairs Commission in the preparation of their EAPS and to lodge their EAPS with the Commission.

Ethical practice
All jobs have ethical dimensions. People working in the public sector have particular obligations to work ethically and to always act in good faith in the public interest. This is their public duty. For public officials to determine whether their decisions and actions are in the public interest, a set of ethics or principles is required. The Independent Commission Against Corruption has developed the following principles of public duty.

Serving public above private interests (selflessness)
Making decisions on courses of action on the basis that the chosen course best serves the public interest. No regard should be given to any other, that is private or personal, interest in taking such decisions.

Integrity
Ensuring that any decision taken, or choice of action made, maximises to the greatest practicable extent, the following qualities:

Openness

• Giving reasons for decisions
• Revealing all avenues available to the client or business
• When authorised, offering all information
• Communicating clearly

Honesty

• Obeying the law
• Following the letter and spirit of policies and procedures
• Observing codes of conduct
• Fully disclosing actual or potential conflict of interests

Accountability

• Recording reasons for decisions
• Submitting to scrutiny
• Keeping proper records
• Establishing audit trails

Objectivity

• Fairness to all
• Impartial assessment
• Merit selection in recruitment and in purchase and sale of government resources (procurement and disposal)
• Considering only relevant matters

Leadership

Demonstrating

• Demonstrating, by example, the value of these principles in serving the public interest. Promoting public duty to colleagues and others in an agency and outside, by ones own ethical behaviour

Courage

• Acting in the public interest, as identified by reference to these principles, fearlessly, frankly and without favouritism or malice

JOB CATEGORIES FOR NSW GOVERNMENT JOBS 

The general concepts used to develop these categories are:

1. The job seekers' needs are paramount. Where there is doubt about what should be included in a category, decisions are made based on the likelihood of a job seeker finding a suitable position.
2. Positions requiring core functions in the category are preferred, such as for artists and performers in the Arts/Entertainment category and accounts in the finance category.

Examples of recommended inclusions and exclusions are given for each category where they are deemed to be useful.

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Senior Executive Service
This category includes all SES sections regardless of occupational category of agency. All SES positions are contract positions.

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Administration
Positions in this category include those positions functioning in the general administration area of agencies. It would NOT include positions with core functions covered by a more specific category ie ACCOUNTANTS would be in FINANCE, STAFF DEVELOPMENT MANAGERS would be in HR.

Inclusions in this category could be:-
Administration Services Officer
Records Officer
Data Input Clerk
Property Portfolio Manager
Interviewing Officer
Branch Manager
Executive Assistant and Group Support
Clerk
Clerical Officer

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Arts/Entertainment
This category includes those positions with specific functions directly related to the agencies function eg curators, musicians.

Inclusions in this category could be:-
Display Technician
Front of House Operations Co-ordinator
Display Planner
Production Technician
Design Draftsperson
Collections Manager

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Community/Social Services/Housing
This category includes only those positions having specialist qualifications and experience in delivery unique services to the community eg social workers, counsellors, child care workers.

Inclusions in this category could be:-
Residential Support Worker
Program Officer
Psychologist/Clinical Psychologist
House Manager
Community Support Worker
Community Project Officer
Client Support Worker
Housing Analyst
Assistant Manager
Rehabilitation Officer
Client Service Officer

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Educational
The positions in this category are only those, which require qualifications or experience in training, human development and would include, career counsellors, teachers, and lecturers.

Other inclusions in this category could be:-
Class Preparation Assistant
Teacher/Librarian
Vocational Instructor
Aboriginal Employment Officer
VET Advisory Officer
Teacher
Institute Manager

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Finance
This category aims at grouping all finance related positions together regardless of the part of the NSW Government they are found in. It would therefore be expected that FINANCE positions in Health for example, would be listed here rather than in the HEALTH category.

This category may be confused with the ADMINISTRATION category. It is recommended that any finance related positions be included here rather than in ADMINISTRATION to optimise reach to those people specifically seeking finance positions.

Inclusions in this category could be:-
Accounts Clerk
Auditor
Financial Analyst
Revenue Receipting Officer
Investment Clerk
Accountant

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Health
This category would include positions requiring competence in health service delivery and examples include nurses, psychologists and medical officers.

Other inclusions in this category could be:-
Community Nurse
Speech Pathologist
Occupational Therapist
Patient Support Officer
Registered Nurse
Physiotherapist
Director of Nursing
Enrolled Nurse
Hospital Assistant

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Hospitality/Tourism
This category includes positions requiring specialist hospitality and tourism knowledge and examples include tour guides, travel staff, function and conference managers.

Inclusions in this category could also be:-
Function Co-ordinator
Travel Co-ordinator
Chefs
Kitchen Hand
Bar Staff

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Human Resources
This category may be confused with the ADMINISTRATION category. It is recommended that any HR related positions be included here rather than in ADMINISTRATION to optimise reach to those people specifically seeking HR positions.

This category aims at grouping all HR positions together regardless of the part of the NSW Government they are found in. It would therefore be expected HR positions in Health for example, would be listed here rather than in the HEALTH category.

Inclusions in this category could be:-
Personnel/Payroll Officer
Workers Compensation Officer
Employee Services Officer
Personnel Services Manager
Human Resources Clerk
Human Resources Co-ordinator
EEO Co-ordinator

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Information Technology/Management
It is preferable to list all information technology and information management vacancies here, rather than the area of operations covered by the employing agency. It would therefore be expected that INFORMATION TECHNOLOGY/ MANAGEMENT positions in Health for example, would be listed here rather than in the HEALTH category.

Inclusions in this category could also be:-
Operations Officer
Manager, LAN Support
Help Desk Officer
Systems Support Officer
IT Technical Support Officer
Web Manager
Data Analyst
User Support Officer

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Law/Justice/Legal/Regulatory
This category includes positions requiring specialist qualifications and/or experience interpreting or enforcing the State's laws. Examples include lawyers, claims officers, investigators, inspectors.

Other inclusions in this category could be:-
Advocate
Registry Officer
Legislation Officer
Electoral Officer
Youth Worker
Sheriffs Officer
Investigation Manager
Guardian
Inspector

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Media/Publicity
Positions in this category would include those directly related to dealing with the media and promotions and publications. Journalists, editors, graphic designers and media liaison officer are some examples.

Inclusions in this category could be:-
Editorial Assistant
Media Officer
Advertising Officer
Production Editor
Desktop Publisher
Graphic Designer
Production Assistant
Media Visits Co-ordinator

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Police/Emergency Services
This category directly relates to positions in the Police/Emergency Services agencies, which require core functions to delivery, the agencies specialist services. Examples are paramedics, fire fighters and police officers. This category would NOT include positions in general administrative or support position ie finance or information technology and management.

Inclusions in this category could be:-
Fire Fighters
Ambulance Officer
Intelligence Analyst
Fingerprint Chemist
Investigative Officer
Scientific Forensic Officer
Photographic Officer
Homicide Pathologist
Forensic Pathologist

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Policy
This category is specifically for those positions, which develop high level policy for individual agencies and particularly central Government agencies. It may however be appropriate on some occasions for positions to be advertised within other categories where people with knowledge of a specific area are required.

Inclusions in this category could be:-
Policy Analyst
Project Officer (policy)
Research Officer (policy)
Principal Policy Officer
Policy Writer

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Sales/Marketing
This category includes positions providing the sales and marketing function within agencies. Examples would be marketing managers, sales staff.

Inclusions in this category could be:-
Public Relations Officer
Retail Business Manager
Marketing Assistant
Marketing Manager
Market Co-ordinator
Conference Administrator
Manager, Sales and Product

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Science/Agriculture/Environment/Horticulture
This specialist category includes those positions requiring qualifications and experience or core functions in specific areas. Some examples are veterinarians, environmental scientists, forestry officers, botanists, and zookeepers.

Other inclusions in this category could be:-
Laboratory Attendant
Irrigation Officer
Research Officer
Landcare Facilitator
Aboriginal Heritage Officer
Horiculturalist
Aboriginal Fisheries Officer
Catchment Management Officer
Forest Resource Manager
Forensic Pharmacologist
Scientist
Sport and Recreation

This is another specialist category including positions which deliver a variety of sports and health enhancement programs to the community. Examples include fitness trainers, sport psychologists, coaches, and sports administrators.

Inclusions in this category could also be:-
Community Development Officer
Sports Venue and Events Co-ordinator
Participation Development Officer
Talent Development Manager

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Trades and Services
This category aims at grouping all Trades and Services positions together regardless of the part of the NSW Government they are found in. It would be expected Trades and Services positions (driver/security) in Health for example, would be listed here rather than in the Health category. Other examples include plumber, carpenter, and cook.

Other inclusions in this category could be:-
Electrician
Lockkeeper
Security Officer
Cook
Painter
Farm Assistant
Labourer

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Transport
This category includes positions requiring special qualification experience in the transport industry. Examples include engineers and road traffic managers.

Inclusions in this category could be:-
Registry Officer
Registry Services Officer
Transport Officer
Compliance Officer
Offence Processing Officer
Fleet Manager
Transport Co-ordination Officer