Georges River Council Graduate Programs & Internships

To apply for a position with Georges River Council, you will need to complete an online application. The application will require you to respond to a set of questions relating to the position being applied for and to attach the following documents:

• Your resume or curriculum vitae (CV)
• A copy of the relevant qualifications

Your application is your opportunity to impress the selection panel so make sure your application:

• is neatly presented and spell-checked;
• addresses the key skill questions;
• is prepared so that it relates specifically to the position you are applying for; and
• is lodged by the closing date, which appears at the bottom of each advertisement.

Only applications received via Council's online application platform Scout will be considered.

After you have submitted your application, the selection process continues as follows:

Shortlisting -

• Your application will be reviewed against the Selection Criteria. The Selection Panel generally consists of three people - the Hiring Manager of the area, a subject matter expert or another member from the same team, and an independent person from another Directorate or from People and Culture. Your suitability will then be rated against the other applicants' and a short list formulated. If you are successful in being shortlisted, you will be contacted by a member of People and Culture and invited in for an interview. If your application has been unsuccessful in making the short list you will receive an email advising of this outcome. The shortlisting process usually takes up to two weeks from the closing date of the position, however, if there is a larger than expected number of applicants, this process may take longer.

Interviews -

• You will be asked a set of pre-determined job-related questions to determine how well you meet the selection criteria.
• The Selection Panel may also utilise a number of other selection techniques, such as:
• Case studies - where you are required to read some information and then respond in a set format, for example, responding to a letter from a customer or resident.
• Presentations – where you are given a relevant topic and asked to present information to the Selection Panel.
• Role plays - where the applicant is required to demonstrate how they would respond to a particular situation, for example, managing a difficult customer.
• Examination of work samples - where the applicant brings along samples of work from previous positions.
• Aptitude and ability testing - where the applicant demonstrates their typing skills, software skills, numerical skills, etc.
• If the Selection Panel intends to utilise a selection technique other than a straight-forward interview, you will be advised of this when contact is made to arrange the interview.

Post interview -

• The Selection Panel will contact at least two referees for each of the preferred applicants. The preferred applicant/s will be asked submit a criminal background check and may be required to attend a pre-employment medical examination, conducted by Council's third party supplier. This medical examination is conducted at Council's expense and is designed to assess your physical and functional capacity to perform the position you have applied for. If the position you have applied for is child-related employment, you will undergo a Working with Children Check, conducted by the NSW Commission for Children & Young People. All details for a Working With Children Check will be provided to you by Council, if necessary and Council will facilitate this check. If you are unsuccessful after attending an interview you will be notified as soon as the preferred applicant/s has formally accepted the position/s.

Offer of employment -

• Once all pre-employment checks are completed, the successful applicant/s will be verbally offered the position and any negotiable conditions of employment discussed. The successful applicant/s will then be provided with a written letter of offer of employment.

Council pay fortnightly offer the below:

• Flexible working conditions - Most of our staff can take advantage of our flex time or RDO scheme, which could mean a nine-day fortnight.
• 20 days annual leave for 12 months of service.
• 15 days cumulative sick leave.
• Long service leave adds up to 6.5 weeks every 5 years with us, after 15 years' service you will get 2.2 weeks every year
• 24 weeks (half pay) or 12 weeks (full pay) paid maternity leave.
• Paid paternity leave at time of birth and if primary care giver.

Coming from another Council?

It doesn't mean you lose the leave entitlements you've accumulated there. We will honour up to 13 weeks of accumulated sick leave and 5 years' worth of transferrable long service leave.

Salary sacrifice - You have the option to reduce your taxable income by salary sacrificing additional super, childcare (Council Children's Centres), car parking (pending availability) or a novated car lease.

Our staff are also rewarded instantaneously for significant performance, innovation and demonstration of Council's mission and values.