Frequently asked questions
What is the difference between permanent, temporary and casual positions?
- Permanent positions have no end date to their contract.
- Temporary positions have most of the attributes of permanent positions (leave entitlements etc), but the contract has an end date.
- Casual positions are daily engagements with no commitment to ongoing employment. They do not have all the attributes of longer-term engagements (e.g. recreation leave, sick leave, long service leave).
How will I know what qualifications or experience I will need?
The position description will outline the required (or mandatory) qualifications. If you want to know more about what kinds of experience would make you competitive for the position, the best person to ask is the contact person identified in the job advertisement.
What do job streams, classifications and increments mean?
See Working for the department—Roles and classifications.
What is an order of merit?
An order of merit is an ordered list of applicants who have demonstrated that they would be suitable for the job.
The person who has demonstrated that he or she is most suitable is appointed first; the second most suitable appointed second; and so on until there are no more positions to fill.
A panel may choose to create an order of merit, which may be used to fill appropriate positions for 12 months after the selection process has been completed.
Why do I need referees and who should I include?
Referees should be people who have directly observed your previous work performance, preferably while supervising you—the most appropriate being your current supervisor. The department requires applicants to provide the contact details of two referees.
What is a selection panel?
A selection panel is a person/ or group of people who have been carefully chosen to ensure they are aware of what the role is supposed to do, and the skills, knowledge, personal attributes and experience required to successfully perform the duties of the position.
The panel reviews the information provided by applicants (including information from interviews), and makes a recommendation about who is the best candidate for the position.
What if I can't (or would prefer not to) give my current supervisor as a referee?
You should discuss your reasons with the chair of the selection panel if you cannot (or would rather not) use your current supervisor as a referee.
How do I find out how I will be notified of the decision?
You can discuss this with the contact person identified in the job advertisement, or ask the interview panel if you are invited to an interview.