Candidate Information Package

CANDIDATE INFORMATION PACKAGE

Prepared By: Human Resources Group, Perth April 2010

1 TABLE OF CONTENTS Introduction...... 3 Position Information...... 3 Indicative Timetable for the Selection Process...... 3 Eligibility...... 4 Citizenship...... 4 Security and Police Records Checks...... 4 Security Documentation...... 4 Criminal History & Conduct...... 5 Mitigating factors...... 5 Health Assessment...... 5 Privacy...... 5 Redundancy...... 6 Alcohol & Other Substances...... 6 Illegal Substances...... 6 Smoking...... 6 Selection Process...... 7 Referees...... 7 Application Guidelines...... 7 How to Apply...... 7 DUFF Recruitment Timeline...... 7 Short listing...... 8 Interviews / Assessment...... 8 Other Selection Techniques...... 8 Reference Checks...... 8 Feedback to Candidates...... 9 Lodging your Application...... 9 Employment Conditions...... 10 General...... 10 Remuneration...... 10 Probation...... 10 Superannuation...... 10 Uniform...... 10 Planned Absences...... 11 Outside Employment...... 11 Drivers Licence...... 11 Rotation...... 11 Hours of Duty...... 11 Information on the Department of Agriculture Fisheries and Forestry (DAFF)....11 Behaviour and Conduct in the Workplace...... 12 APS Code of Conduct...... 12 APS Values...... 13 DUTY STATEMENT...... 14 CORE CAPABILITIES...... 15

2 INTRODUCTION Please read this information carefully before preparing and submitting an application. This package is provided to assist you with the AQIS recruitment and selection process. In this package you will find information about eligibility, details of the selection process, and information on how to prepare your application. You are encouraged to read this information carefully in order to develop a comprehensive understanding of the requirements for candidates. You should assess yourself against the core capabilities before deciding to apply for the position and prepare an application according to the guidelines in this information kit.

AQIS is committed to best practice selection and advancement principles, processes and decisions that are consistent with the Department of Agriculture, Fisheries and Forestry and APS Values, and are based on:

. open and transparent processes which ensure fairness and equity in decisions; . selection based on merit taking into account the skills, attributes, knowledge and qualifications required for the job and the benefits of a diverse workforce; . streamlined and efficient processes; . a balance between operational needs of the workplace and career development opportunities for employees; and . advancement linked to demonstrated performance. POSITION INFORMATION AQIS is looking to create an order of merit to fill non-ongoing (not permanent), short term, part-time and intermittent roles (casual) over the next 12 months. These positions may become ongoing (permanent) in the future. Under limited supervision and general direction provide for the care & welfare of domestic and working animals within the various AQIS facilities; maintain strict disinfection regimes including food preparation, cleaning of kennel and exercise yards and grooming rooms. Sanitation of the various facilities including fittings and equipment Wash and maintain associated dog or animal equipment such as bedding and towels.

Information about the vacancy is enclosed. The duty statement describes the role and duties of the position and the core capabilities lists the skills, knowledge and attributes that the successful candidate should possess.

A background or relevant qualifications in animal handling / training or animal husbandry particularly with domestic animals would be an advantage.

INDICATIVE TIMETABLE FOR THE SELECTION PROCESS Advertisement in the Gazette 29 April 2010 Advertisement on the DAFF Website 29 April 2010 Advertisement on DUFF Recruitment 29 April 2010 Website Closing dates for applications COB Thursday, 13 May 2010 Interview and Assessment process Selection Advisory Committee Contact Officer Alex Nielsen – 0466 008 784 Location Byford Quarantine Station and/or Redcliffe Kennels

3 Position Offered Kennel Hand – non-ongoing, short term, part-time and intermittent roles. Expected Start Date July 2010

4 ELIGIBILITY

Citizenship APS employees are required to be Australian citizens. Under Departmental policy, the Secretary may approve your engagement provided that you have permanent resident status and are actively seeking Australian citizenship (refer www.citizenship.gov.au for further information on becoming an Australian Citizen). Your engagement may be terminated if citizenship has not been attained within a reasonable time. If you are not an Australian Citizen, or have lodged an application for Citizenship, please indicate this on the Application Cover Sheet and within the body of your application.

Security and Police Records Checks All AQIS employees must hold (at least) PROTECTED security classification. For positions located in airport and wharves, you will also be required to undergo an assessment for an airport (ASIC) and marine (MSIC) security clearances in accordance with the requirements of the relevant Regulations. The vacancy advertisement will outline the security classification required.

Applicants should note that in some instances, security clearance processes will commence at short listing. Applicants are strongly encouraged to start sourcing the availability of these documents on application.

Security Documentation Applicants are required to provide a range of documentation to verify citizenship status and identity. Security clearances are required to determine an individual’s suitability to safeguard classified security information. In order to make this determination a security background investigation is conducted. The information collected must be sufficient to allow an affirmative or negative determination of a person's eligibility for access to classified information and suitability for employment.

Personal documentation must be sufficient to cover all periods of your life and address any significant life changes such as marriage, divorce or name changes via deed poll or other means.

To obtain a PROTECTED security classification clearance subjects must supply ORIGINAL or CERTIFIED COPIES of the following documents:

 Full birth certificate  Marriage certificate  Decree nisi or decree absolute  Deed poll  Australian Government employment history  General employment history  Citizenship  Discharge certificate  Address check  Police check 5 6 Criminal History & Conduct A history of criminal conduct, irrespective of whether the clearance subject was formally charged with, or punished may be of significant security concern where: . the offences involve dishonesty or deception; . the offences involve misappropriation of resources, or misuse of positions of trust; . the clearance subject would endeavour to ensure that the details of the activity remain concealed from family, friends or work colleagues; . the offences indicate a serious or habitual disregard for the law; or . the offences are indicative of some other basis for concern. A history or pattern of criminal activity may create doubt about the clearance subject’s judgement, reliability and trustworthiness. Such behaviour may indicate the clearance subject’s lack of respect for rules, the law and social expectation.

Mitigating factors The Crimes Act 1914 protects clearance subjects from having previous minor criminal convictions held against them long after the offence has been dealt with, provided they have not since re-offended. These are called ‘spent convictions’. A spent conviction is a conviction for an offence that satisfies all of the following conditions:

. it is 10 years since the date of the conviction (or 5 years from child offenders); . the clearance subject was not sentenced to imprisonment or was not sentenced to imprisonment for more than 30 months. . the clearance subject has not re-offended during the 10 year waiting period (5 year for child offenders); and . an exclusion does not apply (a full list of exclusions is available from the Office of the Privacy Commission).

Health Assessment New APS employees must undergo a medical examination through Health Services Australia or another nominated medical practitioner, to assess whether their health and physical fitness is of an appropriate standard to undertake the duties of the position applied for. Where, after receiving a report from the Commonwealth Medical Officer/medical practitioner, the delegate is not satisfied with your standard of health or physical fitness, he or she may elect not to proceed with offer of employment or terminate your engagement.

Privacy The Privacy Act places obligations on Australian Government agencies (and their employees) in relation to collecting and handling personal information. The information provided in the selection processes and forms will not be used without your prior consent for any purpose other than in relation to your assessment for engagement as an APS employee.

7 Redundancy Candidates will not be engaged if they have received a redundancy benefit from an Australian Public Service (APS) Agency or a non-APS Commonwealth employer within 12 months of the proposed date of their engagement with the Department. Candidates who have received a redundancy benefit are eligible for the positions, but cannot be engaged as an ongoing employee until 12 months has expired since receipt of the redundancy benefit.

Alcohol & Other Substances AQIS is committed to maintaining an alcohol free environment for its employees in compliance with the OH&S (CE) Act 1991, the ACT Motor Traffic (Alcohol and Drugs) Act 1977 and associated Regulations. Improper and/or inappropriate use of alcohol and other substances can serious injury the health of employees, impair the workplace performance and endanger the safety and wellbeing of fellow employees and members of the general public.

In line with AQIS’s Drug and Alcohol Guideline, AQIS employees and contractors must not, through the consumption of alcohol or other substances (whether legal or illegal) render themselves unfit or incapable of performing their duties.

Illegal Substances AQIS adopts a zero tolerance policy toward the use of illegal drugs. This position covers the unlawful or unauthorized possession, use, distribution, dispensing, sale or manufacture of controlled substances (drugs, drug paraphernalia, look-alikes, or marijuana) in all AQIS premises and workplaces not owned or operated by AQIS. The violation of these requirements may result in the imposition of disciplinary procedures as defined in AQIS’s Drug & Alcohol Guideline, up to and including, dismissal and referral for prosecution.

Smoking AQIS is required by Occupational Health and Safety legislation to provide employees with a healthy and safe working environment

Smoking is banned:

. in all areas of buildings or parts of buildings occupied by AQIS – including offices, basements, stairwells, toilets and balconies; . in vehicles, vessels or aircraft under the control or hired by AQIS; and . at all social functions held on AQIS premises.

This ban applies at all times, not just in working hours and covers all workplaces in central office, the regions and overseas.

8 SELECTION PROCESS DUFF Recruitment will undertake the recruitment process and assessment of potential applicants on behalf of AQIS. Kerri Duff-Borthen is the Managing Consultant. Contact details are: (08) 9244 2789 or [email protected]

Think about whether you can clearly demonstrate (by way of example) how you meet the job requirements (the core capability based selection criteria). Explore the descriptors and behaviours that explain the core capabilities drawn from the Australian Quarantine and Inspection Services Capability Framework. This will assist you in assessing if you have the required capabilities and what competencies you will be assessed against. Information regarding the AQIS Capability Framework can be found on the DUFF website www.duffrecruitment.com.au

The selection process may include: short-listing, interview, including possible use of selection exercises and reference checks. Panels operate in accordance with departmental recruitment and selection guidelines and consist of at least two members.

Referees Your application should include names and contact details of two referees (one of whom is your current supervisor). If you are unable to provide your current supervisor as a referee as this may prejudice your continuing employment, you should discuss this with the vacancy contact officer.

No written referee reports are required at the time of lodging your application.

Applicants are strongly encouraged to make suitable arrangements with their nominated referees prior to lodgement of their application.

APPLICATION GUIDELINES How to Apply You will need to read the application information package. The package highlights the application process.

The website is http://www.duffrecruitment.com.au to complete the application as requested.

Applicants are encouraged to apply online

DUFF Recruitment Timeline The following is a guide of the Selection progress:

AD RESPONSE: Thursday 26 April 10 – Thursday 13 May 10

Short listing Process: Thursday 26 April 10 – Thursday 13 May 10

DUFF Recruitment Assessment Centre: Thursday 6 May – Friday 21 May 10

Interviews, Reference Checks & Police Clearances: Monday 24 May – Friday 28 May 10

Medicals: Monday 31 May 2010

9 JOB OFFERS:

Note: Please be aware that candidates will be shortlisted and invited to participate in the next stage of the selection process via email. If you have not received notification from DUFF Recruitment after you have applied online it is your responsibility to contact DUFF as soon as possible and advise them. Please ensure your email is correct when applying online and is regularly checked for notification.

Short listing The selection committee establishes the process for short-listing candidates. All applications received are then examined and evaluated by the Selection Advisory Committee.

Your application will be read and assessed against the core capabilities. After this assessment, one of the following decisions will be made regarding each candidate:

. The candidate will be short-listed and invited to attend an interview and other related assessments; . The candidate will not be short listed for further consideration. In this case you will be notified in writing. . Decisions may be based on application and referee reports only.

Interviews / Assessment As a candidate you will be regarded as being available for interview and/or assessment from the date applications close. If you are going to be unavailable for any length of time, the period must be stated on your application.

Where travel is difficult to arrange or the costs are excessive, some initial assessments may be conducted via telephone. Candidates will be required to attend group exercises in person where possible.

Other Selection Techniques Where appropriate, other selection techniques may be used in the selection process. You may be asked to provide examples of previous work, attend assessment centres, and undertake appropriate tests or structured group and/or individual exercises.

Reference Checks Reference checks will be undertaken, at least, in relation to the preferred candidate(s). They will be obtained from referees with first hand knowledge of performance relevant to the core capabilities, preferably supervisors. You should provide the names and contact details of two nominated referees on your application form.

Selection panels will use referee checks to verify the claims of the preferred candidate(s) in relation to achievements, qualifications, employment history and other significant matters. Unless specified, personal references are not required as part of the application.

10 Feedback to Candidates Post selection feedback will be available to all internal candidates at the conclusion of the exercise. Feedback for external candidates will be provided on request. Feedback is based upon an assessment of the candidate’s suitability in relation to each of the core capabilities.

Candidates will be notified in writing of the Delegate’s decision. Promotions, engagements and reassignments will be notified in the Australian Public Service Gazette.

LODGING YOUR APPLICATION Applicants are encouraged to apply online.

Please proceed to the website http://www.duffrecruitment.com.au to complete the application as requested.

Closing date is COB 5pm, Thursday 13 May 2010.

No late applications will be accepted.

An acknowledgement will be sent on receipt of your electronic application only.

11 EMPLOYMENT CONDITIONS

General Employment conditions are determined by the Department of Agriculture, Fisheries & Forestry 2009 - 2011 Collective Agreement. You should also be aware that the provisions of the Public Service Act 1999 apply.

The Department of Agriculture Fisheries and Forestry Collective Agreement is available on the website at: www.daff.gov.au.

Remuneration The remuneration package and terms and conditions for all AQIS positions are governed by the Department of Agriculture, Fisheries and Forestry 2009-2011 Collective Agreement. Where an individual commences employment with AQIS, salary will normally be payable at the minimum pay point of the relevant work level.

In addition payment of allowances or penalties (as per the DAFF Collective Agreement 2009 - 2011) will be made as and when appropriate.

Probation On commencement of employment with AQIS, you will be employed on probation for a period of 6 months from your commencement date, or other period as specified. The length of the probation period will be determined on the basis of the duties to be performed, and will be specified in your written offer of engagement. During your probation period, your conduct (including attendance, general behaviour, relations with other employees etc) and work performance will be assessed. If your conduct or work performance is considered unsatisfactory your employment may be terminated at any time during the probationary period.

Your engagement is on probation for a period of six months from your date of commencement with AQIS. If, during this probationary period, you are granted a combined total of leave of two weeks or more for maternity, personal illness / injury or recreation purposes, the probationary period will be six months plus an additional period which equates to the period of the leave taken.

Engagement on probation enables your conduct and work performance to be assessed to determine your suitability for ongoing engagement. If your conduct or work performance at any time during the probation period is considered unsatisfactory your employment may be terminated upon AQIS giving one week's notice or payment in lieu.

To support you in achieving the expected standards, ongoing informal feedback will be provided by your supervisors and formal feedback appraisal sessions are scheduled to occur at the mid-point and end-point of the probation period.

Superannuation Superannuation arrangements will be made in line with requirements for Australian Government employees. Further information is contained on the website www.pss.gov.au. and on the Superannuation Fact Sheet on the DAFF website www.daff.gov.au

12 Uniform Candidates may be required from time to time to perform duties in an official uniform supplied by AQIS.

Planned Absences AQIS requires you to advise us before you seek to be engaged of any period in the coming twelve months for which you have already pre-booked an activity that will mean you will not be available for duty. AQIS appreciates that you may have commitments that you made before you considered applying for an AQIS position. However please be advised that AQIS reserves the right not to accept to engage you if the pre-booked absences cover a period of greater than 4 weeks, particularly in the first six months, from the proposed date of commencement in this offer.

Outside Employment If you intend to continue with any form of employment other than the AQIS engagement, you are required to notify AQIS before the first day of your commencement.

Drivers Licence All candidates must hold a valid drivers licence in their State or Territory of residence. It is a requirement that all employees who may be required to drive on AQIS business have a current licence for the vehicle they are to operate.

Rotation It is national AQIS policy that operational staff are rotated through various work areas, with the length of rotation increasing with increasing work levels.

Hours of Duty Successful applicants may be required to work outside the normal span of hours and on occasions overtime will be required to meet operational needs. Applicants occupying shift positions will be required to work their rostered hours.

Information on the Department of Agriculture Fisheries and Forestry (DAFF) Information on the roles and responsibilities of DAFF is contained on the website www.daff.gov.au.

13 BEHAVIOUR AND CONDUCT IN THE WORKPLACE

All Commonwealth employees must comply with the requirements of the Public Service Act 1999, including the APS Values and APS Code of Conduct (see overleaf). The Values and the Code of Conduct specify the type of behaviour and conduct expected. Proven breaches of the Values or Code of Conduct may result in formal action being taken in accordance with the Department’s procedures. Sanctions that may apply for a proven breach of the APS Code of Conduct range from a reprimand through to termination of employment.

APS Code of Conduct

The Code of Conduct requires that an employee must . behave honestly and with integrity in the course of APS employment; . act with care and diligence in the course of APS employment; . when acting in the course of APS employment, treat everyone with respect and courtesy, and without harassment; . when acting in the course of APS employment, comply with all applicable Australian laws; . comply with any lawful and reasonable direction given by someone in the employee’s Agency who has authority to give the direction; . maintain appropriate confidentiality about dealings that the employee has with any Minister or Minister’s member of staff; . disclose, and take responsible steps to avoid, any conflict of interest (real or apparent) in connection with APS employment; . use Commonwealth resources in a proper manner; . not provide false or misleading information in response to a request for information that is made for official purposes in connection with the employee’s APS employment; . not make improper use of:  inside information  the employee’s duties, status power or authority, in order to gain or seek to gain a benefit or advantage for the employee or for any other person; . at all times behave in a way that upholds the APS Values and the integrity and good reputation of the APS; . while on duty overseas, at all times behave in a way that upholds the good reputation of Australia; and . except in the course of his or her duties as an APS Employee or with Agency Head’s express authority, not give or disclose, directly or indirectly, any information about public business or anything of which the employee has official knowledge.

14 APS Values

The Australian Public Service:

. is apolitical, performing its functions in an impartial and professional manner; . is a public service in which employment decisions are based on merit; . provides a workplace that is free from discrimination and recognises and utilises the diversity of the Australian community it serves; . has the highest ethical standards; . is openly accountable for its actions, within the framework of Ministerial responsibility to the Government, the Parliament and the Australian public; . is responsive to the Government in providing frank, honest, comprehensive, accurate and timely advice in implementing the Government’s policies and programs; . delivers services fairly, effectively, impartially and courteously to the Australian public and is sensitive to the diversity of the Australian public; . has leadership of the highest quality; . establishes workplace relations that value communication, consultation, co-operation and input from employees on matters that affect their workplace; . provides a fair, flexible, safe and rewarding workplace; . focuses on achieving results and managing performance; . promotes equity in employment; . provides a reasonable opportunity to all eligible members of the community to apply for APS employment; . is a career-based service to enhance the effectiveness and cohesion of Australia’s democratic system of government; and . provides a fair system of review of decisions taken in respect of APS employees.

Agency Heads are bound by the Code of Conduct in the same way as APS employees and have an additional duty to promote the APS Values.

15 DUTY STATEMENT

Title: Kennel Hands – – non-ongoing, short term, part-time and intermittent roles. Classification: APS Level 2 Salary: $45,100 – $46,551 (pro-rata) Division: Animal Division Branch: Quarantine and Exports Section: Byford Quarantine Station and Redcliffe Kennels Location: Perth, Western Australia Immediate Supervisor: APS Level 5 Position No: 14639 Date: April 2009

1. Under limited supervision and general direction undertake the care of animals and physical maintenance of the Byford Quarantine Station or DDU kennels, including:  The care, husbandry and quarantine of all animals within the various AQIS facilities;  Maintain strict disinfection regimes including food preparation, cleaning of kennel and exercise yards and grooming rooms;  Sanitation of the various facilities including fittings and equipment.  Wash and maintain associated dog or animal equipment such as bedding, towels, etc;  Monitor welfare and behaviour of animals, keep accurate records and report any abnormalities to the manager;  Liaise with relevant stakeholders including staff, importers and owners regarding the wellbeing of animals;  Administering treatments and medications as required;  Maintain security and confidentiality within the various facilities;

2. Maintain appropriate manual and computerised records and preparation of reports, as required.

3. Attend and complete to the required standard and within specified timeframes on-the- job and formal training and instruction.

4. Work effectively and safely in accordance with APS Values and Code of Conduct within a team environment to achieve operational requirements.

Duty representing highest function: 1 Most time consuming duty: 1

General Requirements of the Position Applicants are required to meet the following conditions of employment:

 Successful applicants must possess Australian Citizenship  Successful applicants must be medically cleared to perform the core duties of the position.  Successful applicants must pass AFP records check and appropriate security clearances.  Successful applicants will be required to wear an official uniform supplied by AQIS.

16  Successful applicants may occasionally be required to work outside the normal span of hours and those applicants occupying shift positions will be required to work their rostered hours.  Successful applicants must have a current driver’s licence.

CORE CAPABILITIES (Selection Criteria)

Title: Kennel Hands – non-ongoing, short term, part-time and intermittent roles. Classification: APS Level 2 Salary: $45,100 – $46,551 (pro-rata) Division: Animal Division Branch: Quarantine and Exports Section: Byford Quarantine Station and Redcliffe Kennel Location: Perth, Western Australia Immediate Supervisor: APS Level 5 Position No: 14639 Date: April 2009

Qualifications: A background or relevant qualifications in animal handling / training or animal husbandry particularly with domestic animals would be an advantage.

1.Capability: Operational Effectiveness

 Work effectively in a public sector environment  Under guidance carry out: inspections and monitoring and / or corporate services  Follow workplace safety procedures

2.Capability: Client Service

 Deliver a service to clients

3.Capability: Communication

 Use routine workplace communication techniques  Handle workplace information  Write routine workplace materials

4.Capability: Ethics and Integrity

 Uphold the values and principles of public service  Work effectively with diversity  Comply with legislation in the public sector

5.Capability: Corporate Strategy

 Participate in workplace change and direction

17 6.Capability: Leadership

 Work with coach or mentor  Contribute to workgroup activities

18 

General Requirements of the Position:

Applicants are required to meet the following conditions of employment:

 You must have Australian Citizenship.  You must pass all necessary security clearances.  You must be medically cleared to perform the core duties of the position.  You must hold a current driver’s licence.  Successful applicants will be required to wear an official uniform supplied by AQIS.  Successful applicants will be required to work shiftwork outside the normal span of hours and will be required to work their rostered hours.