How to Apply for a Job in the Department of Human Services

Selection Documentation and

Applicant Information

APS / CSO Level 6Senior Business Analyst

Business Analysis BranchBrisbane or Canberra

One APS Career… Thousands of Opportunities

Department of Human ServicesChild Support Agency

Quote: Position Number (PN) 1050177Closing Date: 5pm, Thursday 1st April 2010

Late applications will not be accepted

This document has been prepared to help you apply for advertised vacancies in the Department of Human Services. Any further information required should be sought

Department of Human Services Version 5 as at 8 March 2010Selection Documentation and Applicant Kit – APS/CSO6 of 17

The Position

from Mark Morrison on (07) 465 98147 or [email protected] before the application is submitted.

Department of Human Services Version 5 as at 8 March 2010Selection Documentation and Applicant Kit- APS/CSO6 of 17

mailto:[email protected]

The Position

Introduction

Thank you for your inquiry about working in the Department of Human Services. This kit provides information on the Department, employment requirements and how to apply for a position. We appreciate your interest and, if you are successful, you will be working as part of a team who have a crucial role in influencing the strategic focus and co-ordination of service delivery for Australians.

We have flexible and innovative work practices that aim for balance between work and family life. We are seeking talented, innovative people with a wide variety of skills and competencies. We are committed to creating a diverse working environment. Indigenous Australians, people with a disability and from diverse cultural and linguistic backgrounds are encouraged to apply. Applicants may wish to indicate any special needs in their application so the selection committee can be appropriately prepared.

As part of the Australian Public Service (APS) we support our people by providing development opportunities and flexible working conditions.

One APS Career…Thousands of Opportunities.

Our Department

The Human Services Portfolio is about people and the services we may need at different stages of our lives. It consists of the Portfolio Department - including the Core Department, the Child Support Agency and CRS Australia - and the Portfolio agencies, Centrelink, Medicare Australia and Australian Hearing..

Together the Portfolio Department and the Portfolio agencies work to improve the development, delivery and co-ordination of social and health-related services to all Australians. Each day, about a million people make contact with a Human Services agency.

Further information is available from the Department’s website – www.humanservices.gov.au

Child Support Agency

With a vision that children can rely on their parents for the financial and emotional support necessary for their wellbeing, the Child Support Agency (CSA) plays a central role in supporting separated and separating families across Australia.

CSA calculates, collects and transfers payments between parents. We also help separated and separating parents through a range of self-help tools and active referrals to Government and community support services.

Further information is available from the Child Support Agency’s website – www.csa.gov.au


http://www.csa.gov.au/

http://www.humanservices.gov.au/

The Position

Position Title: Senior Business Analyst

Team/Branch: Business Analysis & Reporting, Business Analysis

Location: Brisbane or Canberra

Classification: APS/CSO Level 6

Salary Range: $68,549 to $76,831

Number of Vacancies: One

Duration: Ongoing

Reports to: Director – Business Analysis & Reporting

Team Function:

The Business Analysis & Reporting team provides expert advice on the effect of decisions on current and future business. Our core business is to transform data into information that is then used to make more informed business decisions. We work in partnership with the Operations arm of the Child Support Program to provide strategic analysis services such as:

Performance Reporting; Business Activity Modelling; Simulation Modelling; Forecasting; Strategic Case Selection; Geospatial Analysis; and Impact Analysis.

Duties:

As a Business Analyst in this team you will lead and co-ordinate analysis activities that contribute to frontline and strategic activities. Key duties of the Senior Business Analyst position include:

Under limited direction conduct analysis/problem solving activities to contribute to the delivery of impact assessments, policy projects and best practice processes

Draw on information from various sources while applying analytical skills and conceptual thinking to evaluate data in a systematic way to distil issues, patterns and trends

Prepare reports, impact assessments and other documents as required to support the business using clear and concise language that is appropriate for the intended audience

Manage stakeholders through negotiation, liaison and provision of expert advice regarding business impact, data extraction and analysis

Undertake a leading role in identifying related projects and developing and documenting reports


Application Instructions

How to Apply for a Job in the Department of Human Services

A. Submitting Your Application

If you decide to apply for a job in the Department of Human Services, your application should contain the following:

a statement addressing the selection criteria / capability requirements at Attachment A (this is an essential part of your application) where you provide examples of your relevant skills, capabilities, experience and qualifications to demonstrate how you meet each criterion;

a completed application form at Attachment B; a resume (or CV) which includes your personal particulars, career summary,

employment history, training and professional development and relevant qualifications; and

the name and contact details of two referees, preferably one being your current supervisor. A referee should be able to provide comments on your work performance against each selection criterion.

If you are going to be absent from work and / or home at any time within one month following closure of the application period, please note this on your application and, if possible, provide alternative contact details.

Note: The total application should not be longer than 6 pages. Applications should consist of the following:

covering letter - 1 page resume or CV - no more than 2 pages a statement against the selection criteria - no more than 3 pages application form

B. Lodging Your Application

Your full application must be submitted by 5pm on 1st April 2010. You may email your application (MS Word 97 format or later) to - [email protected]. Alternatively, you may post a typed copy to the following address:

DHS RecruitmentDepartment of Human ServicesGPO Box 319Canberra Act 2601

C. Acknowledgment of Your Application

DHS acknowledges all applications received. When you lodge electronically, you will receive a return email advising that your application has been received. If you lodge your application via regular post, you will need to fill in the tear-off section at the bottom of Attachment B and your application will be acknowledged through regular post. It is possible for applications to go missing in the regular post and for electronic data to be lost in transmission. If you submit an application and do not receive acknowledgement within a few days, it is your responsibility to contact us to check that your application has been received.

Department of Human Services Version 5 as at 8 March 2010Selection Documentation and Applicant Kit – APS/CSO6 of 17



Introduction

This document has been prepared to help you apply for advertised vacancies in the Department of Human Services and should be read in conjunction with the job description, required capabilities / selection criteria and application form. Any further information required should be sought from the contact officer before the application is submitted. In this document, you will find information about employment requirements and selection process information.

Employment Requirements

All employees of the Department of Human Services are part of the Australian Public Service (APS) and governed by the Public Service Act 1999.

APS employees are required, under the Code of Conduct, to behave at all times in a way which upholds the APS Values. The APS Values provide the real basis and integrating element of the Service, its professionalism, its integrity and its impartial and responsive service to the government of the day.

Further information on the following topics is available on the websites listed:

APS Code of Conduct - www.apsc.gov.au/conduct APS Values - www.apsc.gov.au/values

To be eligible to apply for these vacancies you must be an Australian citizen. If you are not an Australian citizen, but are eligible for citizenship, your application may be considered.

Applicants should note that all positions are subject to character and security clearances, health clearance, Australian citizenship requirements, and, if applicable, formal qualifications.

A probationary period will apply to successful applicants who are not already ongoing APS employees.

If you are an APS employee, the Department may check with your current APS agency to confirm if you:

have breached the APS Code of Conduct; have been sanctioned for a breach of the APS Code of Conduct; or are the subject of a conduct allegation which has not been resolved.

If relevant, the Department will use this information to consider your suitability for employment in the position.

If you accepted a redundancy benefit from an APS agency there are limitations on when DHS can re-engage you if your specific redundancy benefit period has not expired.

For further information on conditions of employment, you may access the Department of Human Services / Child Support Agency Collective Agreement 2008 – 2011 via:

http://www.csa.gov.au/publications/pdf/CSACollectiveAgreement2008-2011.pdf

Any financial assistance associated with relocation expenses will be subject to negotiation.

Note: All positions within the Department of Human Services are positions of trust. Positions specifically located in the Manuka site (Canberra Avenue, Griffith, ACT) will require a minimum protected security clearance.


http://www.csa.gov.au/publications/pdf/CSACollectiveAgreement2008-2011.pdf

http://www.apsc.gov.au/values

http://www.apsc.gov.au/conduct


The Selection Process in the Department of Human Services Selection panels will consider all applications. The Department of Human Services uses a streamlined selection process. This involves a very rigorous short listing process and offers selection panels a number of different assessment procedures. These may include contacting referees prior to assessment, making an assessment based on application and referee input alone, or conducting interviews, examining work samples and / or conducting performance tests (written or practical). Selection panels usually consist of three people and, although diversity on panels is encouraged, both genders may not be represented. Note a recruitment provider may also assist in the selection process.

All recruitment selections and employment decisions for the Department of Human Services are based on merit. Section 10 (2) of the Public Service Act 1999 defines a decision relating to engagement or promotion being merit based if:

a) an assessment is made of the relative suitability of the candidates for the duties, using a competitive selection process;

b) the assessment is based on the relationship between the candidates' work-related qualities and the work-related qualities genuinely required for the duties;

c) the assessment focuses on the relative capacity of the candidates to achieve outcomes related to the duties; and

d) the assessment is the primary consideration in making the decision.

Selection Document

Addressing the selection criteria / required capabilities is an important part of your application. Providing specific examples of your experience will assist the selection panel.

Your application should include a succinct summary of your education, work history and experience together with a statement detailing your skills and experience against each of the selection criteria / required capabilities. Selection panels may not hold interviews but may determine an applicant's suitability for the vacancy from their application and referee reports. In these instances, applicants will be asked specifically to submit two written referee reports (one from a current or recent supervisor) with their application.

Further information relating to capability requirements can be found at Attachment C. This document provides an understanding of the capabilities the Department are looking for at this classification level.

To further assist you to apply for a position in the Australian Public Service (APS) visit:

www.apsc.gov.au/publications07/crackingthecode.htm

Supervisor / Referee Comments

It is not necessary to provide written referee reports with your application. However, current contact details for your supervisor and referee should be provided. The selection panel will only seek supervisor / referee comments on the most competitive applicants for the advertised positions. It is important that the nominated supervisor or referee be in the position to comment on and rate your recent work performance. The selection panel can request a written report or seek verbal comments at any stage of the selection process. Notes on these discussions and any written reports will be made available to applicants.


http://www.apsc.gov.au/publications07/crackingthecode.htm


Interviews

As an applicant, you will be regarded as being available for interview from the date applications close. If you are going to be absent for any length of time, the period must be stated on the covering letter.

Applicants should be aware that short listing is rigorous and that interviews are not automatically granted. Only the most competitive applicants, i.e. those that have demonstrated strong claims to the position, will be fully assessed. Only applicants included on the shortlist will be contacted regarding the next phase of the selection process.

The selection panel may decide that interviews are not necessary and make the decision to fill the vacancy based on written applications and referee / supervisor reports only. If granted an interview, the selection panel will assess the applicant’s capabilities against the selection criteria / capability requirements.

Withdrawal of Application

Please advise in writing or by email if you decide to withdraw from the selection process. Please send any correspondence to DHS Recruitment, Department of Human Services, GPO Box 319, Canberra ACT 2601 or email [email protected] clearly marking Application Withdrawal in the subject line.

Selection Results

You will be advised of the outcome of the process by letter or email. You may also check Public Service Gazette notices at www.apsjobs.gov.au/ for further details of the outcome of completed selection processes. Individual feedback is available on request from the Chair of the relevant selection panel once the process is finalised.

In some instances, the selection exercise to fill a vacancy at this level may be used to create an order of merit. An order of merit can be used for up to 12 months, from the date that the original vacancy was advertised, to fill subsequent vacancies.

Privacy

The Department of Human Services understands and respects the right to privacy and has introduced privacy safeguards. The information provided in job applications will only be used for the selection exercise and related procedures. The personal information collected by Department of Human Services for management and recruitment purposes as required by the Public Service Act 1999 will not be disclosed without your consent except where authorised or required by law. Non-identifying information may be used for statistical purposes.


http://www.apsjobs.gov.au/


Attachment A – Selection Criteria

Selection Criteria / Capability Requirements

The Department of Human Services uses a combination of selection criteria and capability requirements to determine an applicant’s suitability for a position.

Applicants should frame their applications against the selection criteria / capability requirements outlined below taking into consideration the duties, job description and information provided in the employment notice.

Applicants should refer to the information at Attachment C when addressing each selection criteria / capability requirement.

Essential:

1. Highly developed analytical and conceptual skills and the ability to interpret and manage data.

2. Highly developed written communication, liaison and negotiation skills.

3. Effective organisational skills, including the ability to manage changing priorities.

4. Demonstrated ability to work independently as a member of a small team to meet deadlines with minimal supervision

5. Working knowledge of the Child Support Agency or relevant experience in Information Technology such as knowledge of SQL (querying tables, SQL joins, data extraction and manipulation)

6. Demonstrated self-awareness, professionalism and proven commitment to the Australian Public Service Values.

Desirable:

Relevant tertiary qualifications in Information Technology, Mathematics or Statistical Analysis


Attachment B – Application Form

DHS RecruitmentDepartment of Human ServicesGPO Box 319CANBERRA ACT 2601Ph: 1800 054 226Fax: 1800 059 785Email: [email protected]

It is the Australian Government’s preference to employ Australian Citizens. If you are not currently an Australian Citizen, it is essential you hold a valid Australian work visa.Vacancy details

Position number: 1050177Title: Senior Business Analyst APS/CSO Level 6 Please select Brisbane or Canberra

Personal details

Title: Mr Ms Mrs Miss Other specify

Surname: Given name/s:

Residential address:

Contact numbers:

Home: ( )

Mobile:

Business:

How did you find out about this vacancy?

Press APSjobs Intranet(C3) Friend

Internet Seek website Manager Other please provide details

Are you an Australian Citizen?

Yes No please provide details

Would you require any assistance in attending an interview, eg. an interpreter or special access to facilities?

No Yes please provide details

Employment detailsCurrent Employment Status:

Employed Unemployed

Current Position/Level:

Are you currently employed by the Department of Human Services or another APS Agency?

No please provide name of employer

Yes please provide AGS Number and state which Department if not the Department of Human Services please provide details

Have you received a redundancy benefit from an APS agency n the past 2 years? If you are unsure please contact DHS Recruitment on 1800 054 226.

No Yes please provide date

You must provide the name, business phone and e-mail contact details for at least 2 recent supervisors. Your current supervisor would be preferred.

Name Relationship Phone Email

Declaration

I certify that the personal information provided on this form relates to me and is correct. You must sign and date this application form and attach to your resume and application. PLEASE NOTE YOU DO NOT HAVE TO SIGN THIS BOX IF YOU ARE EMAILLING YOUR APPLICATION.

Applicant’s signature: Date:

------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Thank you for your interest in employment with the Department of Human Services. Your application has been received andshall be processed accordingly. Please Note: The selection process may take up to 8 weeks.


Australian GovernmentDepartment of Human Services

Please provide your address details if you require an acknowledgment of your application having been received


Attachment B – Application Form

Name Postal Address


Attachment C- Capabilities

APS/CSO Level 6

When applying for a position, you must address the Selection Criteria outlined in the Selection Documentation and Applicant Information kit, giving consideration to the capabilities outlined in the Capability Framework. This may include providing examples that exemplify the relevant capabilities pertaining to the criterion you are addressing.

Capability Framework

The Capability Framework articulates the capabilities, behaviours, attributes, abilities, values and skills that underpin effective performance at a particular work level.

The following capabilities apply to APS/CSO Level 6 staff:

Capability 1: Contributes to Strategic Thinking

Supports Shared Purpose and Direction Promotes strategic themes and priorities to others based on a sound understanding of

the department’s role in the Australian Public Service (APS) environment. Supports and develops strategic decisions and implements these in work area

processes and outputs. Communicates a sense of purpose and meaningful direction to colleagues, staff,

customers and stakeholders and explains the reasons behind decisions. Understands and promotes an understanding of the relationship between corporate

strategic themes, business processes and outcomes and outputs.

Thinks Strategically Aligns work practices to meet corporate strategic objectives and considers the long-

term consequences of actions and decisions. Is alert to changes in the broader work environment that may impact on work

objectives. Understands the links between different work areas and incorporates this into planning

and decision making. Links performance goals to business area and department goals and outcomes.

Harnesses Information and Opportunities Draws information from a wide variety of relevant sources and makes sound

judgements of its utility; uses valid information to aid understanding of issues and to inform plans and decisions.

Ensures currency of knowledge in area of expertise and maintains an awareness of areas that affect own business area.

Investigates and applies professional, technical and specialist knowledge to the development of improved work practices.

Is innovative, thinks laterally, explores new ideas and disseminates information appropriately.



Shows Judgement, Intelligence and Common Sense Shows sound understanding, critical analysis and reasoning skills in identifying and

addressing complex and/or sensitive issues. Takes a broad view of issues, context and business impacts and is able to reason

objectively to develop practical solutions to work issues. Interprets and applies legislation to make decisions in situations involving subtlety or

intricacy and requiring sound judgement. Applies sound research and analytical skills to complex policy, projects and issues in

the workplace. Generates practical solutions to problems based on an understanding of the broader

context of issues and a consideration of risks and the ramifications of decisions for the business area and stakeholders.

Capability 2: Achieves Results

Identifies and uses resources wisely Implements and encourages work practices that support the efficient, effective and

lawful use of resources, including technology. Reviews work area performance and engages in planning to optimise standards of

performance and delivery within the business unit or work area. Creates a work environment that provides opportunities for the expansion and

development of staff capability. Contributes to the responsive capability of the work team by negotiating responsibilities for

work outcomes and managing the acquisition and allocation of resources.

Applies and builds professional expertise Encourages others to draw upon own specialist and technical expertise. Creates opportunities for others to develop new skills. Ensures optimal use of own and team’s expertise in supporting business objectives. Monitors the performance of members of the area or business unit to ensure

appropriate levels of expertise are available in meeting current and future corporate objectives.

Consults appropriately and includes others to ensure comprehensive professional input is used.

Responds positively to change Accommodates changing priorities and operating environments and responds with

initiative, flexibility and resourcefulness to periods of uncertainty and ambiguity. Actively supports change processes and participates in the implementation of change

initiatives. Provides guidance and direction to others dealing with uncertainty and change. Ensures current work plans and activities support change initiatives in the work area. Assesses the impact of change and monitors progress and outcomes. Responds to the findings of evaluation processes to alter work practices and schedules

as needed or provide support and guidance to staff. Encourages a collaborative approach to dealing with change.



Takes responsibility for managing work projects to achieve results Takes responsibility for managing work in a team, including assigning work, setting

priorities, and monitoring workflow and standards. Monitors and measures performance of self and team, is accountable for results,

establishes priorities and plans for work completion. Develops solutions that are outcomes focused and informed by a strategic perspective;

Demonstrates a strong commitment to meeting agreed work targets and standards. Performs well under limited direction.

Capability 3: Supports Productive Working Relationships

Nurtures internal and external relationships Develops productive professional relationships with a wide range of customers and

stakeholders. Establishes practical and effective professional networks internally and externally. Identifies and is responsive to stakeholder needs and incorporates these into planning

and goal formation activities. Represents the department effectively to other agencies, stakeholders, external bodies

and the community.

Listens to, understands and recognises the needs of others Works collaboratively with and maintains co-operative partnerships across areas of the

department. Takes time to listen to colleagues, customers and stakeholders and to respond to their

needs. Works, liaises and consults effectively across work areas and with other stakeholders;

builds rapport and co-operation across teams. Recognises and supports others and contributes to a culture in which achievements are

rewarded. Promotes an environment of teamwork and co-operation in which members feel able to

present their perspectives and have influence in decision-making.

Values individual differences and diversity Demonstrates trust, respect and understanding towards others; encourages the

inclusion of diverse perspectives in the workplace. Promotes an understanding of, and commitment to, workplace diversity principles. Works to build diversity in teams where this will contribute to productive work. Interacts with colleagues and customers from a diverse range of backgrounds and

cultures based on a sound appreciation of, and respect for, cultural differences. Manages diversity in the workplace, works positively with colleagues and staff.

Shares learning and supports others Provides effective, regular and constructive feedback and encouragement to others and

links this to development needs. Coaches others and encourages career development. Demonstrates commitment towards and seeks opportunities for the ongoing learning

and development of staff. Undertakes performance management responsibilities in a timely and constructive

manner; Recognises and deals with underperformance effectively.



Provides excellent customer service Monitors and manages a high level of customer service delivery and promotes a culture

of quality customer service that is accurate, timely, consistent and appropriate. Monitors customer satisfaction and takes action to address shortcomings.

Capability 4: Exemplifies Personal Drive and Integrity

Demonstrates public service professionalism and probity Demonstrates the highest levels of professionalism, independence, integrity, honesty,

accountability and ethical behaviour. Promotes and upholds the APS values, the APS Code of Conduct and other relevant

professional codes of ethics and practice and aligns business processes accordingly. Promotes and upholds relevant OH&S requirements. Provides leadership in ethical behaviour and ensures that corporate goals, priorities

and standards are met regardless of personal views or agenda. Actively and appropriately addresses behaviour that is inconsistent with APS values

department guidelines. Provides a high level of honest and impartial advice to Government, customers and

stakeholders.

Engages with risk and shows personal courage Accepts responsibility for and acknowledges mistakes and is willing to seek advice or

assistance from colleagues and senior managers if required. Displays the resilience, courage and commitment needed to maintain a difficult

position; listens when own ideas are challenged and can justify own position and actions.

Challenges issues and views constructively and discusses options to find a useful way forward.

Is able to identify risks, take them into account in planning own work and that of work unit and takes appropriate steps to mitigate those risks.

Commits to action Shows commitment to achieving the objectives and outcomes of the work area. Demonstrates personal drive and enthusiasm in progressing work and encourages this

in others. Shows initiative in addressing issues and achieving objectives. Establishes effective systems and processes. Links projects to performance expectations.

Promotes and adopts a positive and balanced approach to work Is resilient and optimistic when resolving barriers to good outcomes: Maintains focus

and motivation even when faced with setbacks or difficult circumstances. Maintains a balanced perspective on issues and in high pressure environments and

supports staff in times of crisis. Adopts appropriate strategies to balance work and life and maintain a reasonable

workload for self; ensures that practices in the team/work area allow others to do the same.



Demonstrates self awareness and a commitment to personal development Assesses own performance to identify areas of development need; actively seeks out

opportunities to target these needs. Takes steps to maintain and build on strengths. Seeks development opportunities for others. Demonstrates awareness of own capabilities. Participates in performance management processes. Gives feedback in such a way as to effectively improve others’ performance; is

constructive and builds on strengths when giving feedback.

Capability 5: Communicates with Influence

Communicates clearly and concisely Presents information in a clear, timely and effective manner both orally and in writing. Produces written work that is well constructed and requires minimal editing. Makes time to communicate meaningfully with staff. Translates technical and complex information appropriately for intended audience. Is a professional representative of work area; clearly articulates the work area’s views

and position. Monitors decisions about the use and dissemination of information to ensure

compliance with guidelines.

Listens, understands and adapts to audience Engages in active listening and seeks clarification of own and others’ understanding;

Recognises and interprets non-verbal cues appropriately. Tailors communication to audience and circumstances and ensures common

understanding of issues. Welcomes and responds to feedback, modifies approach accordingly and checks

audience understanding. Leads and facilitates discussion, debate and feedback; creates opportunities for others

to be heard. Successfully conveys ideas, concepts and arguments to individuals or groups.

Negotiates to reconcile diverse views Researches information and develops a sound and credible negotiating position; uses

this as a basis for presenting own case and negotiating outcomes. Is committed to positive outcomes and the mutually satisfactory resolution of issues. Shows sensitivity, understanding and skill in resolving conflicts and differences;

influences others by using a fair and considered approach and credible arguments. Facilitates difficult relations effectively with internal and external stakeholders. Effectively liaises, negotiates and addresses conflict with colleagues and customers; is

able to manage difficult customers. Recognises the need for communication and compromise, communicates this to others

and remains composed during discussions or disputes. Responds appropriately to criticism and conflict situations and is able to pre-empt and

minimise conflict.



Capability 6: Develops and Uses Professional and Technical Expertise

Develops and uses technical, professional or specialist knowledge and expertise Demonstrates a high level of capability in applying technical, professional or specialist

skills and knowledge. Provides credible and sound advice in area of professional/technical specialisation and

works effectively with relevant methodologies, policies and practices. Resolves problems effectively using established practices/policies/ methodologies

relevant to area of specialisation/expertise/technical knowledge and provides quality assurance.

Ensures knowledge, skills and expertise are current and appropriate to complete work objectives, including specialist tools/areas of knowledge, systems and technology.

Demonstrates sound familiarity and compliance with legislative, policy, governance and regulatory frameworks and works to build this in others.


How to Apply for a Job in the Department of Human Services

Documents

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