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The Bureau of Meteorology is an Australian Public Service (APS) organization. Our recruitment process and selections are based on merit, as defined in the Public Service Act and Regulations.
When they advertise a vacancy, they include specific selection criteria related to the position. These criteria detail the knowledge, skills and qualities required to be successful in the job. As part of their application process, they ask candidates to provide a current curriculum vitae/resumé and a written statement detailing how they meet the selection criteria for the position.
They use a number of different assessment tools, such as written applications, interviews, work competency assessments and referee reports, to determine the most suitable candidate for a position. They may choose to use one or a combination of these tools during a selection process.
When applications close, the selection panel will review all applications based on the evidence presented against the selection criteria. The panel may choose to conduct interviews to further assess a candidate’s suitability for a position. Interviews may be conducted face-to-face, over the telephone or via video conference. In some instances, a second interview may be required. In other instances, there may not be any interviews.
Apart from interviews, the selection panel may include work competency assessments. A work competency assessment involves performing some work activities similar to those required for the job. If a work competency assessment is required, the candidate will be briefed in advance on what to expect, with the assessment usually held in conjunction with a face-to-face interview. Assessments can involve written tests, presentations and computer-based tasks.
Referee comments are usually sought and your referees will be contacted directly. For certain roles, they may also check the validity of education qualifications by requesting original documents.
Some positions require security clearances. In these instances, a candidate will be asked to complete documentation to allow them to conduct a criminal history check. The criminal history check is usually requested at the end of the selection process and forms part of the conditions of an employment offer.
Pre-employment medical assessments are usually conducted for graduate and trainee positions, Antarctic assignments and some remote-locality positions. The Recruitment Unit will advise the candidate in advance if a pre-employment medical assessment is required and will assist in arranging the assessment. Medical test expenses are covered by the Bureau.
Once the selection outcome has been finalized, the candidate will be notified by the selection panel convener or our Recruitment Unit. They aim is to notify candidates of the outcome as soon as possible.
If the applicants is successful, they will receive an offer letter detailing any employment conditions that need to be met. These conditions may include proof of education qualifications, proof of citizenship, health clearance related to a pre-employment medical, character clearance (criminal history check), and undertaking a probation period.
At the completion of the selection process, candidates may request post-selection feedback. This is generally arranged through their Recruitment Unit. Unsuccessful candidates will be notified, usually by email.
At the Bureau of Meteorology one will enjoy the support of a great team of people with a genuine passion for their work, an excellent range of professional development opportunities, and access to unique and rewarding long and short-term assignments across our extensive network. Their incentive includes; access to state-of-the-art technology, Australian Public Service conditions, competitive salaries, employer-contributed superannuation of 15.4%, access to a flexible hours working scheme for eligible positions, generous leave entitlements, including recreation leave, maternity and paternity leave, personal/career’s/sick leave, long service leave, and an employee-funded extra leave scheme, study leave program and learning and development initiatives, a family-friendly culture that respects your work/life balance, generous penalty payments for shift workers, salary packaging options, opportunities for travel and overseas assignments, additional allowances and incentives for working in remote localities, andan Employee Assistance Program.
A career with the Bureau is a great opportunity to provide vital services to the Australian community, and to build a career of which one can be proud.
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Mazlow’s Hierarchy of needs also exist with in this firm, it employees enjoy a long list of benefits as a result employees are motivated to work.