WORKFORCE DEVELOPMENT
JOB APPLICATION GUIDELINES
Advice to Applicants
The Department of Health welcomes your interest in this position. Your application is an opportunity
for you to demonstrate your skills and experience, abilities and personal attributes to a selection
panel.
The Department brings together a group of people who work with skills from a range of knowledge
bases and come from a diverse range of backgrounds and work cultures.
Culture affects our work environment, the way we do things and the way we relate to each other.
We aim to create a tolerant, fair and safe environment for staff which supports diversity and respects
the views of others, their skills, experience and knowledge, encourages debate and values difference
of opinion.
The Department of Health will strive to develop a culture consistent with our values for all dealings
with community groups, other government agencies and in our negotiations with the Commonwealth,
State and Local Governments.
In our daily contacts, we will strengthen our working relationship with various business units within the
Department and external service providers.
As we strive to achieve our Vision, we recognise our responsibility to create an environment that
embraces change. It is only by working together that we can achieve the highest quality, integrated
Health for the benefit of South Australians.
Before you commence your application
We would like you to thoroughly read the position’s Job and Person Specification and, any additional
information provided. Feel free to speak with the contact officer(s) about the position, and ask
questions or request any further relevant information such as copies of the Annual Report, Agency
Overview or divisional newsletters.
Selection and appointment procedures
The selection and appointment procedures used in the Department are guided by the Public Sector
Management Act 1995 and guidelines of the SA Office for Public Employment. The Government of
South Australia is an equal opportunity employer.
All selection decisions and appointments are free from discrimination or nepotism. They are based on
an assessment of the merit of applicants’ abilities, aptitudes, skills, qualifications, knowledge,
experience (including community experience) and personal qualities. Potential for development is also
considered.
In essence, your application will be considered on a proper assessment of merit and receive fair and
consistent treatment.
Job Application
Your job application should consist of three (3) essential components; these being:
1. Covering letter;
2. Application (addressing the essential person specification requirements, but only if requested
in the advertisement); and
3. Curriculum Vitae (CV) or Resume, including a minimum of three (3) referees.
Please check the job advertisement for specific instructions on how to apply.
Covering Letter
The covering letter of your application is very important because it may be the first article read by a
selection panel. As such, you should ensure that the covering letter clearly and concisely summarises
your contention for being the right person for the position. The letter should also include the following:
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Vacancy identification number;
Position title and classification; and
Brief summary of your skills, abilities, knowledge and experience.
Having read your covering letter, a selection panel member should have a clear overview of the
qualities you offer before proceeding further with your application.
Application
It is the responsibility of the selection panel to recommend the applicant that best meets the
requirements of the Person Specification in terms of the definition of merit found in the Public Sector
Management Act, i.e. “The extent to which each of the applicants has abilities, aptitude, skills,
qualifications, knowledge, experience (inc. community services) and personal qualities relevant to the
carrying out of the duties in question”.
From the written applications, the selection panel makes an initial assessment of all applicants’ merit
in relation to the essential and desirable requirements of the job, as specified in the Person
Specification. Depending on this initial assessment, the panel will decide whether applicants warrant
further consideration (eg. an interview). Your written application will provide the basis for initial shortlisting.
In your application, you must be able to demonstrate that:
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You meet all the essential requirements of the Person Specification; and
You are competent in carrying out the duties of the position concerned
We strongly suggest that you provide specific examples outlining your skills, experience and
knowledge of each “essential” and “desirable” requirement in the Person Specification, and how you
put them into practice.
You should also include in the application the potential for development, conceptual understanding of
issues relation to the position as well as the relevance and transferability of skills, knowledge,
experience and abilities acquired from community service organisations, social and recreational clubs,
etc. For example, fund raising for voluntary agencies may have contributed to the development of
improved negotiation skills.
When writing your application, be clear, concise and honest. Make sure you proofread your
application and check for any grammar and spelling errors. If you intend using a word-processing
system, be particularly careful not to make any errors that may jeopardise your chances of success.
If you are an internal applicant, you should not assume that panel members would acknowledge the
extent of your merit even though they may know you in some capacity.
Curriculum Vitae or Resume
Your CV or resume outlines general information about you. Where applicable, you should include the
following:
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Name, address and telephone contact numbers;
Education/studies;
Qualifications;
Employment history;
Relevant experiences including community experience;
Professional and committee memberships;
Publications;
Computer languages and packages;
External interests;
Three referees (including current position held and contact telephone numbers);
Major achievements (optional); and,
Career goals (optional).
Although there are several ways of structuring your CV, it is preferable that you formulate it in reverse
chronological order so that the selection panel can start with your most recent employment history
and work back.
Evidence of Achievements
In some instances, you may be asked to provide evidence of achievements in relation to the Person
Specification. This may include copies of your academic qualifications, of reports you have written, or
other material. You should ensure this information is available should you be granted an interview.
In relation to qualifications, the South Australian Government offers a service that gives a comparative
assessment of overseas qualifications against the Australian educational system. If you have
relevant academic or technical qualifications gained overseas, contact the Overseas Qualifications
Unit on telephone (08) 8226 6555.
Your Responsibility
Once you have completed your application and you have addressed the essential and desirable
person specification if requested in the job advertisement (desirable specifications need only be
addressed if they are relevant to you). it will be YOUR responsibility to ensure that:
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The essential criteria in the Person Specification has been addressed;
You have addressed any desirable criteria that apply to you;
You have demonstrated that you can carry out all the duties of the position;
You can provide proof of your qualifications;
Your overseas qualifications are assessed to equivalent Australian qualifications by
contacting the Overseas Unit, Office of Multicultural and Ethnic Affairs (costs incurred will be
your responsibility);
You thoroughly check your application for accuracy and completeness;
You have included the names, position titles and telephone number of three referees (be sure
to gain their approval);
Your application is signed; and
Your application reaches the designated officer before 5.00pm on the advertised closing date.
Panels are not responsible to follow-up or further consider incomplete, inadequate and/or late
applications. If your application is submitted in this manner, it may minimise your chances of
being granted an interview.
Late Applications
Late applications do not have to be considered by the panel. If there are extenuating circumstances
that prevent you from submitting your application by 5.00pm on the closing date, ask the contact
officer before the closing date whether a faxed or e-mailed submission is acceptable, or whether an
extension may be granted.
Referees
Nominated referees must be able to provide recent information regarding your professional,
educational or other experience pertaining to the position.
It is also a good idea to provide your referees with a copy of the Job and Person Specification and
your completed application and CV. You may wish to also discuss with them their opinion of your
merit in relation to the items listed.
Further Information
Please request any further information you need from the contact officer for the position you are
interested in.
We trust that these guidelines will provide useful assistance with your application. If not, we are keen
to get your feedback on how they can be improved.
Good Luck!!