Preparing your job application
The Administrative Appeals Tribunal (AAT) is committed to creating a working environment that values and utilises the contribution of its employees and members from diverse backgrounds and experiences. AAT values social and cultural diversity and is an equal opportunity employer. AAT expects all staff to understand and promote the principles of workplace diversity, workplace participation, safe working environment and access and equity in the development and implementation of policies and programmes. AAT is committed to maintaining equity and fairness in recruitment and selection processes.
As an applicant it is your responsibility to demonstrate that you are able to satisfy the requirements of the advertised position. Before you start your application it is important that you:
read the Selection Documentation for the advertised position(s) and decide if your skills and abilities match the requirements of the job; and
if you require additional information to make this assessment it is recommended that you phone the nominated Contact Officer to discuss the particulars of the position, the proposed selection process, the work environment and any other matters related to the job.
You may also wish to conduct other research about the Tribunal and/or vacancy. Documents such as the Annual Report, Charter and StrategicPlan may be helpful and are available on the Tribunal’s Internet home page.
Having done this, you should know if the position is one you think would suit you and whether the Tribunal is an employer you would like to work for. If you would like to proceed further, you will need to submit a full application for the position.
AAT is bound by the provisions of the Privacy Act 1988. Section 14 of the Privacy Act 1988 contains the Information Privacy Principles (IPPs), which prescribe the rules for handling personal information. The personal information is collected by AAT for the management and recruitment purposes as required by the Public Service Act 1999. AAT will not disclose the information without your consent except where authorised or required by law. Non-identifying information may be used for statistical purposes.
Your application is a confidential document and is only seen by HR staff, the Selection Advisory Committee and the Delegate who will consider the Selection Advisory Committee’s recommendations. When contacting you for interview at your place of employment, HR staff will be discreet.
Presenting your application
Your application should be typed or neatly handwritten and should include:
the Job Application Cover Form
a curriculum vitae or resume outlining qualifications and/or employment history
a statement of claims against each selection criterion, and
the name, location and daytime contact numbers of two referees who can provide comments on your work performance against the selection criteria (one referee should be your current supervisor - please see further information on Referees).
The following approach to writing your application is only a suggested approach. You may submit an application in any written format you choose. However, an application in the suggested format will assist the Selection Advisory Committee with the shortlisting process, and assists to ensure that your claims to the position have been presented comprehensively. It is suggested that your application consist of four parts:
1. The Job Application Cover Form
It is preferred that you use the Job Application Cover Form when submitting your application. However, if you do not have this form, make sure your covering note includes the following:
classification applied for (eg APS Level 2/3) and location
when and where the position was advertised (eg Gazette, the Australian newspaper)
(Note: the letter should be very brief, not a repetition of your claims against the selection criteria.)
2. Resume or Curriculum Vitae
Your resume, or curriculum vitae (CV), is a summary of your personal history. This can be typed on a separate sheet of paper. It should contain the following:
full name, address for correspondence, contact telephone number(s), email address
a statement regarding your citizenship status
full employment history/ work experience
names of two referees
Your employment history should include the dates of the employment and the capacity in which you were employed, the name of your employer, and a brief outline of the main duties undertaken. Remember to give your employment history in chronological order starting with your current occupation. Try to give a full picture without being too lengthy. Remember that the Selection Advisory Committee will be looking for relevant experience and abilities.
3. Selection Criteria
This is the most important part of your application. Many capable applicants are not selected for an interview because their application does not convince the Selection Advisory Committee that they have the skills to meet the selection criteria. The selection criteria describe the skills and experience we would like the successful applicant to either already possess or be able to acquire in a reasonable time.
The statement should be comprehensive and concise. Under each selection criterion you should outline your relevant skills and abilities and give key examples of your work performance, studies, or other relevant experience and describe how they enable you to satisfy those requirements. Focus on quality not quantity. If you have lots of relevant examples for any particular criteria, choose your most recent ones. If any criterion is not addressed, or insufficiently addressed, your application may not receive competitive consideration. It is usually not sufficient to merely state that you believe that you meet the criterion - demonstrate how you meet it through your examples.
What you write against the selection criteria provides the selection committee with information that will form the basis for shortlisting applicants for further consideration. So it is important that you address each selection criterion thoroughly but succinctly (with no more than one page per criterion) and include only information that is relevant to the position.
Remember, it is up to you to present your case as convincingly as possible, particularly as the Tribunal regularly attracts large fields of applicants for advertised vacancies.
When submitting your application, you should provide the name, location and daytime contact numbers of a least two referees who can provide comments on your work performance against the selection criteria.
It is not necessary to provide written referee reports with your application unless the advertisement has requested them. If you are selected for interview, you may be asked to provide referee reports at the time of you interview, however the Selection Advisory Committee may seek oral referee reports from your referees after the interview. Any referee reports provided must specifically address the selection criteria.
It is expected that your current supervisor would be one of your referees. It is understood that in some cases candidates are not able to, or do not want to, provide their current supervisor as a referee as this may prejudice their continuing employment. If this is the case, discuss this with the Chairperson of the Selection Advisory Committee when called for interview. A good referee is someone who is familiar with your abilities, and who is able to comment on your claims against all, or most of, the selection criteria, and give examples from their own observations.
Please note that if you have listed any formal qualification/s on your application you may be required to provide the original qualification/s at any time during the selection process or if you are the successful applicant, prior to commencement in the job.
All enquiries regarding the vacancy or the work area should be directed to the nominated Contact Officer. You may contact Recruitment on Freecall 1800 641 525, for advice or assistance at any stage.
If you are deaf or have a hearing impairment or speech impairment
Users who are deaf or have a hearing or speech impairment can call through the National Relay Service:
TTY users: phone 133 677 then ask for 1300 366 700
Speak and Listen users: phone 1300 555 727 then ask for 1300 366 700
Internet relay users: connect to the National Relay Service then ask for 1300 366 700
Submitting your application
Your application must be received no later than the advertised closing date. Late applications will not be accepted unless you have an agreement with the Contact Officer to submit your application after the closing date.
You will receive written confirmation that your application has been received after the closing date.
The Tribunal's preferred method of receiving applications is by electronic mail however we do accept applications via post or facsimile transmission.
|Postal address||HR Team Leader
GPO Box 9955
BRISBANE QLD 4001
|Fax||(07) 3361 3055
Where applications are faxed or emailed the original may be posted to the HR Team Leader at the postal address above.
Progress of your application
If you would like advice as to the progress of your application please contact the nominated Contact Officer for the position you have applied for.
Only shortlisted applicants will be contacted regarding the next phase of the selection process. If you are selected for an interview you may be asked to provide two written referee reports which specifically address the selection criteria.
To those applicants who are not shortlisted, we extend our thanks for considering AAT as a potential employer. If you are not selected for interview or are unsuccessful, you will be advised once the recruitment process has been finalised.
Availability for interview
You should be available for an interview from the advertised closing date. A minimum of two days notice for an interview will usually be given to shortlisted applicants.
After the interview
You may request verbal feedback from the Selection Advisory Committee regarding your interview performance. All interviewed applicants will be advised of the selection process outcome in writing.
Selection for all vacancies in the Tribunal is based on merit. This means we assess the relative suitability of applicants to undertake the duties of the job using a competitive selection process. The assessment is the primary consideration in making the decision.
When shortlisting applications, special consideration is given to:
skills and knowledge
qualifications, training and competence
standard of work performance, and
demonstrated potential for further development
You will be assessed against specific selection criteria using a range of assessment methods, including:
testing relevant or specific skills
a formal (structured) interview
other assessment methods (such as work simulations, technical tests, and aptitude tests), or
any combination of the above
Recruitment and selection processes in the Tribunal are transparent and free from patronage, favouritism or unjustified discrimination. We fully consider the claims of all applicants, using all available and relevant information.