CAREER CENTRE INFORMATION

• What Do I Want from a Career?
• Employment Opportunities Offered by The Tasmanian State Service
• What’s Right for Me?
• Applying for a Position
• Shortlisting
• Interview
• Selection

WHAT DO I WANT FROM A CAREER

When assessing employment opportunities it is important to have a clear idea as to what you are looking for in a job. If you take the time to consider your career preferences, the specific aspects of a job that are important to you and what you are seeking in a prospective employer/organisation you will be better equipped to prepare an application and to be successful at interview. For instance, you might consider:

• the field(s) of work that are of interest to you?
• is the type of work you are seeking congruent with your existing skills and abilities?
• are you looking for a work based training/development opportunity (i.e. a traineeship or a role providing professional and/or personal development opportunities)?
• are there any constraints impacting on the hours you are available to work?
• are you restricted to a certain geographical area or are you and/or your family able to relocate for employment purposes?
• would you like a job that offers a certain amount of money?
• are there any other benefits that you see as essential to any job that you apply for (eg. superannuation, leave provisions, flexible working hours etc.)?
• are you looking for full time, part time or casual work?
• are there any other lifestyle considerations that you wish to take into account?

EMPLOYMENT OPPORTUNITIES OFFERED BY THE TASMANIAN STATE SERVICE

The Tasmanian State Service employs approximately 23,000 people and is the largest employer within Tasmania. The State Service Act 2000 provides the employment framework for employment within the State Service. The State Service Principles form an important part of this legislation. The State Service is responsible for providing a large range of services to the community and this creates many opportunities.

Occupational Groups Employed by The Tasmanian State Government

The Tasmanian Government employs a large range of occupational groups including:

The two largest occupational groups are Nurses and Teachers who account for approximately 9000 employees or 36% of the total Tasmanian State Service employees.

Categories of Employment within the Tasmanian State Government

The Tasmanian State Service offers two different categories of employment and recruitment procedures differ for each group. Categories are:

• Officers
• Senior Executives
• Prescribed Office Holders
• Employees
• Permanent - full time or part time
• Fixed-term - full time, part time or casual (as and when required) including traineeships

Employment Registers

Employment Registers facilitate increased flexibility and a reduction of costs when a large number of vacancies of a particular type are to be filled on a fixed-term or casual basis over a period of time. Accordingly, some Government Agencies maintain registers of people looking for particular categories of employment or have Job Network providers maintain registers on their behalf.

Employment opportunities that can be accessed via fixed-term employment registers include the following occupational groups:

• teachers;
• clerical employees;
• graduates;
• nurses;
• medical practitioners;
• technicians;
• field assistants;
• technical officers: and
• operational staff.

Below is the link to a list of the Agencies that maintain fixed-term employment registers:

http://www.jobs.tas.gov.au/registers.php

As operating conditions may vary between each register you should contact the relevant Agency to find out more about the specific register and for ‘how to apply’ information.

Traineeships

The State Government provides employment opportunities for a large number of trainees within the Tasmanian State Service each year. Traineeship placements give young people valuable hands-on work experience and accredited training in many areas and provide an excellent starting point for a career in the State Government. On completion of the traineeship, you will receive a nationally recognised qualification in a field such as Business Administration or Information Technology.

Trainees and Apprentices are recruited in the Tasmanian State Service in one of four ways:

1.Direct Employment by Agencies
The Group Employment Organisations listed below have received approval from the State Service Commissioner to operate fixed-term employment registers for the direct recruitment of Trainees or Apprentices throughout the State for the Tasmanian State Service. Please contact one of these organisations to register for traineeship or apprenticeship opportunities:

Traineeship and Apprenticeship Opportunities

2.Positions Advertised
On a few occasions Traineeship and Apprenticeship vacancies are advertised in the Tasmanian Government Gazette and the local newspapers. Information concerning all vacant positions in the Tasmanian State Service can be found each week on this site.

3.Employment by Group Employment Organisations
The engagement of Trainees and Apprentices in the Tasmanian State Service also occurs through Group Training Organisations where they are the employer and an Agency is the host employer.

4.Office of Aboriginal Affairs Placements
For Aboriginal traineeship placements within the State Service please contact the Aboriginal Employment Officer, Office of Aboriginal Affairs, Phone No. 6233 4871 or by email to: Carol.Jackson@dpac.tas.gov.au

WHAT’S RIGHT FOR ME?

In which areas do your knowledge, skills and qualifications lie?

In what areas do you have relevant experience? When considering this point include experience gained through unpaid work such as: child care/home duties; volunteer work, study etc

Have you undertaken any training that may lead to a particular field of work?

How to find the right job in the Tasmanian State Service

By navigating around this web site, you can view all current vacancies in the Tasmanian Government, obtain copies of relevant documentation about that vacancy, access links to Government Agencies where vacancies exist and learn more about employment in the Tasmanian State Service. The web site also contains a search facility that allows potential applicants to search the list of current job vacancies for a job that meets certain criteria. Some Agencies advertise specific career opportunities.

Officers, permanent and fixed-term vacancies will also be notified in the State Service Notices (the Gazette) which is a weekly publication containing the vacancy advertisements for each Department in the Tasmanian State Service. In Tasmania, printed copies of the Gazette can be viewed in Service Tasmania Shops, Public Libraries and at Level 9, 144-148 Macquarie Street, Hobart.

Many permanent and fixed-term vacancies may also be advertised in the local and/or interstate press.

Casual and short fixed-term employment opportunities may also be notified on the jobs.tas.gov.au web site and in the Government Gazette. However, many vacancies of this nature are filled using employment registers or internal advertising arrangements. Contact the Human Resources section of the Agencies you are interested in working for details of recruitment arrangements for causal and fixed term vacancies.

APPLYING FOR A VACANCY

Once you have found a vacancy that you are interested in you will need to submit a written application. This application will usually comprise a covering letter, a statement addressing the selection criteria (as detailed in the statement of duties), a copy of your resume, a copy of any essential qualifications and a completed application for employment . Applications must address the selection criteria in the context of the primary tasks or duties, as it is against these criteria that all applications will be assessed on merit.

The State Service is committed to providing a flexible, family friendly workplace.

A diverse workforce with a range of different backgrounds and perspectives gives

Agencies a broader range of ideas and insights to draw on in decision-making and policy development.

All State Service Agencies are required to design and implement workplace diversity programs that aim to eliminate employment related disadvantage (either in gaining employment or allowing individuals to develop their full potential as an employee) on the basis of

• gender,
• race,
• disability,
• sexuality,
• age,
• linguistic or cultural background, or
• being an indigenous Australian.

Commonwealth law states that applicants for permanent employment in the Tasmanian State Service must be an Australian citizen or have permanent resident status in Australia.

Research

Prior to applying for a job, it is a good idea to research the particular vacancy and the organisation within which it is located. This will allow you to determine if the vacancy meets your requirements and will also provide you with information that will be useful in completing your written application. For example, you could:

• Review the statement of duties, especially the selection criteria, primary tasks and any essential requirements carefully;
• Review the specific guidelines for applying for vacancies in that Department (where available);
• Find out everything you can about the area where the job is located;
• Visit the Internet site of the Agency advertising the vacancy;
• Access the Department’s annual report/s and
• Contact the nominated contact officer to discuss any specific aspects of the job.

Written Application

Your written application is the mechanism by which you can demonstrate to the selection panel that your qualities match those genuinely required for the vacancy, and therefore warrant further investigation by way of a selection interview. It provides you with a chance to ‘sell’ yourself, is often your first introduction to the selection panel and is a critical factor in whether you progress to the next stage of the selection process. It is important that you:

• Use the relevant application form as specified by the particular agency;
• Specifically address the selection criteria for the vacancy in the order in which they are listed on the statement of duties, relating them back to the primary tasks required for the vacancy;
• Prepare a clear and concise application detailing your relevant skills and experience (some agencies have suggested limitations as to the length of written applications)
• Include an up to date resume.
• Include copies of certificates, qualifications etc. only where they are an essential requirement for appointment to the job - others can be referred to in your written application and the selection committee may request copies if required.
• Proof read your written application to check for accuracy of information and grammatical and spelling errors.

Referees

Referees are people nominated by you that can offer comments in relation to your ability to meet the selection criteria specified for the position. Generally you are required to nominate two referees who will be contacted post-interview to substantiate your claims to the vacancy. Prior to nominating referees:

• You should ask your nominees whether they are happy to supply a reference for you.
• It is advisable to give your nominated referees a copy of the statement of duties and selection criteria for the vacancy you are applying for so that they can consider what they may say when contacted by the selection committee for a referee report.
• Include at least two referee's names and contact details on application for employment or the Agency specific application form.

SHORTLISTING

Once all applications have been received for an advertised vacancy they are passed to the selection panel for them to review and determine which applicants will be shortlisted for interview.

All applications will be acknowledged in writing within 7 days of the vacancy closing.

The selection committee usually comprises three people and each member of the selection committee reviews all written applications with the purpose of deciding which applicants best demonstrate their ability to meet the selection criteria.

The short listed applicants are usually then interviewed by the selection panel to enable them to expand on their claims that their qualities best match those genuinely required for the vacancy. An interview also provides the applicant with the opportunity to ask any questions which they may have about the vacancy or the organisation.

Applicants can expect the short-listing process to be completed within two weeks of the closing date for the vacancy.

INTERVIEW

The selection interview is the most common method employed to assist in determining which candidate best meets the selection criteria specified for a vacancy.

pre interview

• Review your research findings so that you are equipped to demonstrate an understanding of the Department and the division/section you are interested in joining.
• Review the selection criteria and your claims against them, as the questions posed in the interview will be derived from the selection criteria specified for the position.
• Review the statement of duties (including the objective and primary tasks) and try and anticipate the type of information the selection committee may require from you.

interview

• Make sure you arrive at the designated place at least five minutes prior to your nominated interview time.
• Interviews will generally be conducted by a selection committee of three persons
• Try to respond to questions in a concise manner
• Don’t be afraid to ask for the question to be repeated or rephrased
• Sometimes other selection methods are used in conjunction with an interview. For example, an applicant for a vacancy where good written skills are required may be requested to prepare a draft letter in response to a scenario posed by the selection committee, or, for a vacancy where good presentation skills are required, an applicant may be requested to demonstrate their skills by giving the selection committee a brief presentation about a selected topic.

post interview

• As soon as possible after the interview, find somewhere quiet and note your perceptions of your experience. If you can identify areas where you performed well and/or areas where you could have performed better this will provide invaluable input into your next interview experience, regardless of whether you are successful in this instance.

SELECTION

After all the interviews have been conducted, the selection committee will consider the evidence that they have collected and decide which (if any) of the applicants should be appointed to the vacancy.

The selection committee will make a decision and document this in a selection report, which will include a recommendation to the Head of the Agency (or delegate) as to who best meets the qualities genuinely required for the duties. This recommendation is made with reference to the primary tasks of the position and which applicant has demonstrated the strongest capacity to undertake the duties of the vacancy. However, in some cases, it may be the recommendation of the selection committee that none of the applicants meet the selection criteria and the vacancy may be readvertised.

If the Head of Agency (or delegate) agrees with the recommendation of the selection committee then the individual recommended will be offered the vacancy.

All applicants will be advised in writing of the outcome of the selection process.

Applicants can expect to receive notification of the outcome of the selection process within 3 weeks of interviews taking place.

Post-selection counselling is available to unsuccessful candidates. Should you wish to take advantage of this you are invited to contact a member of the selection committee to discuss how you could improve your prospects in future selection processes.

CONGRATULATIONS

You have received notification that your application was successful.

Contact the Human Resources section of the department you will be working in if you have any questions about your conditions of employment or any other issues.

Good luck in your new job!