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Guide to applying for a position with Wyong Shire Council
Thank you for your interest in employment opportunities with Wyong Shire Council. We would like to encourage you to apply for our vacant position.
Wyong Shire is a "great place to live, work and play". Council is committed to make Wyong Shire a great place to work. Employment conditions and employee benefit details are available in the attached information Careers @ Wyong Shire Council.
The purpose of this information is to provide you with practical assistance in preparing your application for employment. Please read these notes carefully as they are designed to help you understand Wyong Shire Council's selection process and to put forward your best case for appointment.
The Position Description
Before a position is advertised, the requirements of the role are analysed and a position description is developed. It is important that you obtain this document as it outlines the key responsibilities and skills required for the position as well as the required essential and desirable selection criteria.
The position description and further information about living and working in Wyong Shire is available from Council's Job Vacancies page.
The Advertisement
The media advertisement is a very brief summary of the position to gain your initial attention. Once you access our website you will notice a more detailed advertisement providing more information on the position's responsibilities, salary, location, selection criteria, period of employment and employment status.
If you would like to discuss any of the information contained within the advertisement you are welcome to telephone the contact officer.
Making an Application
To maximise your chance of obtaining an interview for the position you must submit the following:
- A brief covering letter, (preferably typed).
- A statement addressing the listed essential and desirable criteria, (read further for more information on addressing selection criteria).
- A resume detailing your relevant employment, education and training history.
- Copies of any relevant qualifications (such as certificates and licences).
Please do not attach original documents.
A separate application must be submitted for each position applied for
Selection Criteria
Be sure you read the advertisement, position description and selection criteria thoroughly. Addressing the selection criteria is an important part of your application. To maximise your chance of obtaining an interview you must explain how you meet each of the essential and desirable selection criteria.
The best way to set out your 'Statement of Criteria' is to make a separate heading for each selection criteria and then clearly describe how you meet them through your qualifications, knowledge, skills, abilities and relevant work experience, by providing demonstrated examples. Do not simply state that you meet the selection criteria.
When you put your application together remember that all applications are assessed against the selection criteria using only the information supplied by you. Please try to keep your responses to no more than half a page per criteria.
If you are applying for more than one position with Council you will need to submit a separate application for each position. This is because the essential and desirable criteria for each position will be different. Additionally, Council does not retain your application for future position vacancies.
Internal Applicants
Council employees wishing to apply for a vacant position need to ensure they follow the guidelines outlined in this brochure. Due to confidentiality, personnel files are not accessed by the selection panel. The selection panel will assess your performance based on your application, interview and referee reports only.
Checklist prior to submitting application
- Proof your application prior to submitting; make sure all criteria is addressed.
- Include the position title and vacancy reference number on your covering letter.
- Ensure your referees have a good knowledge of your work performance and that you have current contact numbers for your referees. It is a good idea to let them know you have included them on your application.
- Ensure your contact details are correct and it is best to supply two telephone numbers.
- Sign and date your covering letter.
- Send the application so it will reach Council before 4:30 pm on the specified closing date.
- Do not submit your application in any form of plastic cover or folder, staple your documents in the top left hand corner.
- Please ensure you only include copies of certificates or references - no originals.
Sending your application
Applications can be posted to:
Recruitment Section
STAFF SERVICES
Wyong Shire Council
P O Box 20
WYONG NSW 2259
Applications can be e-mailed to jobs@wyong.nsw.gov.au. Please ensure all relevant attachments are sent with your e-mail.
Late Applications
Applicants are responsible for ensuring they meet the closing date. The closing date appears in each position vacant advertisement. Applications received after the closing date will only be accepted in exceptional circumstances and the onus of proof regarding reasons why the closing date was not met will be on the applicant.
Receipt of Applications
We will acknowledge your application by letter or e-mail within two working days of the closing date.
Selection and Interview
Wyong Shire Council is an equal opportunity employer and uses merit-based selection techniques. Our aim is to complete shortlisting of applications within two weeks of the closing date of the advertisement. You will be contacted by telephone or email if you are to attend an interview.
Should you have any special requirement(s) to attend the interview, (ie disabled access or communication assistance), please inform the Staff Services Unit by telephoning (02) 4350 5257.
Our selection processes are based on an assessment of the relative merit of each candidate. We do this by examining how well your knowledge, skills and abilities meet each of the selection criteria.
A panel of two or more people conduct the selection and interviewing process. The panel usually includes the Manager or Team Leader from the appropriate section, an independent (usually a Human Resource representative) and possibly another person who can contribute to the selection process based on their knowledge of the work area.
We suggest you give some thought to the type of questions you might expect to be asked at the interview and also to your answers. Please bring originals of relevant licences and qualifications to the interview so that they can be sighted.
All interviewees will be asked the same set of questions. The selection panel will ask questions related to the job description and the selection criteria. Relax and listen to the questions. Do not rush your answers, take your time to gather your thoughts. If you are unsure of a question, do not hesitate to seek clarification from the selection panel before responding. Remember the questions directly relate to the criteria so focus your answers to the position description and the selection criteria.
Do not assume the selection panel knows what is in your mind. You are responsible for classifying the strength of your skills, knowledge and experience so that the selection panel can easily assess your claims.
If you are granted an interview and would like to organise a viewing of the workplace you are welcome to discuss this with the interview panel.
Post Interview
The panel assesses the interviews based on which interviewees best meet the selection criteria in terms of their strengths and weaknesses demonstrated on both the application and during the interview. The panel will then proceed to the next stage of pre-employment selection.
Pre-employment Selection Methods
A number of separate selection techniques may be used to gather information in regard to your suitability for the position. The main sources used are your application, structured interview, referee reports and pre-employment medical examination.
- Reference Checking: Referee checks are carried out for the interviewees with the strongest overall performances at interview. The selection panel will obtain this information from your nominated referees.
- Pre-employment Medical: Applicants must be prepared to undergo a pre-employment medical in accordance with Council's Occupational Health and Safety Policy. All preferred applicants will be contacted by our Staff Services Unit to attend a pre-employment medical at Council's expense. An appointment date and time will be given for you to preferably attend an appointment with Council's Occupational Physician located at Council's administration building in Wyong.
The pre-employment health assessment measures your ability to perform the required tasks of the role and for base line information for future reference. Preferred applicants for some selected positions must be willing to undertake audiometric testing and complete a course of vaccinations or demonstrate immunity.
Other Pre-employment Selection Methods
A decision maybe made to undertake further evaluation in the form of additional pre-employment or skills testing to assist in the selection process to determine how an applicant may behave and perform in our organisation.
- Typing and Software Skills Test: This demonstrates the applicant's computer skills using particular programs. Tasks may involve creating spreadsheets, mail merging or creating of letters.
- Aptitude Tests: This assists in determining applicant's individual strengths and weaknesses by assessing numerical, verbal and comprehension skills.
- Driver/Plant Operator Screening: Selected positions may require either a major or minor plant assessment which is conducted by an Accredited Council Training Assessor. Applicants may also be requested to produce a current Roads and Traffic Authority statement of their driving record or relevant WorkCover certificates.
- Work Samples: Applicants maybe requested to complete a task independently. This involves applicants completing exercises they would be required to undertake as part of the position.
- Psychological Assessment: Council may elect to engage an independent psychologist to conduct confidential psychometric testing. This provides an objective summary of an individual's abilities, behavioural style and cultural fit.
- Working with Children Check: The Child Protection (Prohibited Employment) Act 1998 and the Child Protection (Offenders Registration) Act 2000, requires people working in, or seeking to work in, child-related employment to complete a Prohibited Employment Declaration stating whether they are a prohibited person.
The Working with Children Check is conducted confidentially with the NSW Commission for Children and Young People. Further information can be obtained from the NSW Commission for Children and Young People website, www.kids.nsw.gov.au
- Criminal History Checks: Selected positions may require applicants to participate in a Criminal History Check. You will be requested to complete a consent application for a National Criminal History Record Check (NCHRC), (Full disclosure) through the NSW Police Criminal Records Section (CRS). This is a separate background check to the Working with Children Check which is obtained from the NSW Commission for Children and Young People. Further information can be obtained from the CRS intranet site (hyperlink) on the NSW Police website www.police.nsw.gov.au
- Work Right Status Check: Council may need to confirm work rights and visa entitlements for prospective employees who were born outside Australia. The Work Right Status check is conducted by The Department of Immigration and Multicultural and Indigenous Affairs (DIMIA). Applicants maybe asked to complete an Authority to Obtain Details of Work Rights Status form. Further information can be obtained from the DIMIA website, www.immi.gov.au
Notification of Appointment
Following completion of the selection process the selection panel completes a recommendation to the Departmental Director for the preferred applicant.
If successful, a representative of Council's Staff Services Unit will contact the preferred applicant to verbally offer the position. Following this verbal offer a formal written offer of employment will be forwarded. Successful applicants are required to respond to the written offer of employment within a specified timeframe as formal acceptance of the position. Commencement and induction details are then arranged. Successful applicants are required to attend a two day induction on their commencement. Additional computer induction training may also be required on the third day.
If your application is unsuccessful, you will be notified in writing. Feedback is available on request through Council's Recruitment Team. Arrangements will be made for a selection panel member to provide you feedback on your application and/or performance in the interview.
Finally, thank you for your interest in our organisation. We hope you have found this information package helpful and look forward to reading your application.
Page last updated: 07/11/2008
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