Employment

Guidelines for Applicants

Thank you for your interest in our employment opportunities. The information contained in this package is designed to provide you with information about the Commission’s recruitment and employment process.

The Commission’s principal functions are to reduce the incidence of misconduct in the West Australian Public Sector. The Commission also has functions in relation to organised crime, corruption prevention, education and research.

Before you write your application you are encouraged to consider your eligibility for employment at the Commission as outlined below.

RECRUITMENT AND SELECTION PROCESS

Your application is the first step towards securing further assessment. It will be the responsibility of the selection committee to assess your application to determine whether you will be selected for the next phase of the recruitment process.

Your application will need to demonstrate that you meet the job requirements. It is important to provide information about your skills, knowledge, qualifications and previous experience. A detailed Resume/CV together with an attachment of no more than four (4) pages, addressing the selection criteria is required.

SUBMITTING APPLICATIONS

If you are applying for more than one advertised position, please submit a separate application for each position.

CLOSING DATE

Closing date and times are detailed in the advertisement.

METHODS OF SELECTION

The selection method will vary depending on the circumstances. Generally, a Selection Committee is formed to consider applications, comprising a panel of three members. In all selection processes, the Corruption and Crime Commission aims to ensure that fair and non-discriminatory consideration is given to all candidates. Candidates may wish to specify any special requirements they have in relation to the selection process, such as mobility assistance or interpretation (including signing for hearing impaired candidates). The Selection Committee generally comprises of three members, however, in some instances an additional committee member(s) may be required to give necessary specialist input.

THE INTERVIEW PROCESS

The most competitive and suitable candidates will be further assessed. This action usually includes conducting behavioural interviews. The following information may assist you if you are selected for an interview:

• where possible the committee will give you a minimum of 3 to 5 days notice before your interview
  
  
• interview questions will be job related, i.e. are based on the advertised position, the position’s criterion and will focus on your past experiences. The same questions will be asked of every candidate interviewed
  
  
• You will be informed prior to your interview, or during the selection process, if any additional form of assessment will be used
  
  
• Read the job description form, your application and think of relevant examples where you have applied the relevant skills and abilities.
  
  
• Bring copies of reports or other work that can demonstrate your abilities

Should you be identified as the preferred applicant you may be asked to successfully complete a security clearance to the level of highly protected.

REFEREE CHECKING

Referee checking is an important element of the selection process. Referee checking is designed to seek employment related information about an applicant from present or past supervisors or other people with a direct personal knowledge of a candidate’s work behaviour and performance. This information will be of a nature that will clarify or complement the data needed to satisfy the selection criteria and information previously obtained from the candidate at the interview and in other presented documents. You should nominate two referees with one your immediate Manager or Director.

POST-SELECTION FEEDBACK

Post-selection feedback is offered to unsuccessful candidates. If you are an unsuccessful candidate, it is important to realise that your lack of success may not reflect your ability but is due to another applicant being better qualified at the time.

Candidates can request post-selection feedback from the Convener of the Selection Committee. This discussion is aimed at providing positive assistance through constructive comments about your application and interview performance. The points raised in the discussion can help you to improve your applications in the future and may highlight some training and development needs.

RIGHT TO LODGE A REVIEW OF THE PROCESS

We aim to be fair and equitable in our recruitment decisions and match candidate’s skills, knowledge and abilities with the work related requirements of the job, the essential criteria and the Commission workgroup, customers and the community.

The recruitment process is governed by the Western Australian Public Sector Standards in Human Resource Management. Appointments in the Western Australian public sector are subject to the provisions of the Public Sector Management (Examination and Review Procedures) Regulations 2001, except where an exemption has been granted by the Commissioner of Public Sector Standards Office.

RECRUITMENT, SELECTION AND APPOINTMENT STANDARD

Outcome:
The most suitable and available people are selected and appointed.

The Standard
The minimum standard of merit, equity and probity is met for recruitment, selection and appointment if:

• a proper assessment matches a candidate’s skills, knowledge and abilities with the work-related requirements of the job and the outcomes sought by the public sector body, which may include diversity;
  
  
• the process is open, competitive and free of bias, unlawful discrimination, nepotism or patronage; and
  
  
• decisions are transparent and capable of review

At the conclusion of the selection process you will be advised of the outcome. If you are an unsuccessful candidate and you are of the opinion that the Recruitment, Selection and Appointment Standard has been breached, you can make application for a review of the recruitment process. It is important to note that the Regulations do not provide for a review to be undertaken on the grounds that you consider that you are more competitive than the selected applicant(s).

Before formally lodging a breach of Standards claim, you will need to seek information about the process that took place in assessing your application. The letter advising you of the outcome of the selection process will nominate a contact person. After considering this information you can lodge your claim in writing to the Human Resource and Planning Manager by the date stated in your letter of notification.

Your claim must set out the grounds of your concerns and provide details of any requests for information about the process and the response provided to you by the nominated contact person. The Recruitment, Selection and Appointment Standard can be viewed at www.opssc.wa.gov.au

YOUR APPLICATION PACKAGE SHOULD CONTAIN THE FOLLOWING:

• A covering letter stating the vacancy reference number and the title of the position(s)
  
  
• A detailed Resume/CV
  
  
• A summary addressing the selection criteria outlining your skills, knowledge and experience.
  
  
• Copy of relevant Qualifications

If you have any questions about the information provided in this package or are experiencing any difficulties with your application, please contact Human Resources by telephoning (08) 9215 4853.

We hope this information has been helpful and look forward to receiving your application.

THANK YOU FOR YOUR INTEREST IN WORKING AT THE COMMISSION