NSW Combat Sports Authority
Casual Combat Sports Inspectors
The Combat Sports Authority will have responsibility for regulating sports including Boxing, Kickboxing,
Muay Thai, Cage fighting and Mixed Martial Arts.
The Authority is seeking suitably qualified or experienced persons to work as Combat Sports Inspectors.
Inspectors will supervise the conduct of Combat Sports events, including liaison with officials,
promoters, trainers, referees, judges, timekeepers and others, and maintain supervision of the dressing
Female applicants are encouraged to apply
A pool of Combat Sports Inspectors will be appointed, and used on an as-needs basis. Some travel
may be involved.
Notes: It is an offence under the NSW Commission for Children & Young Peoples Act 1998 for a person
convicted of a serious sex offence to apply for child related employment. Background check, including
relevant criminal and employment records and relevant AVO will be conducted on recommended
applicants. No offer of employment will be made until all relevant clearances are finalized. Applicants
MUST obtain information pack, complete all relevant paperwork and address the selection
Applications close at 5pm on Friday 11 December 2009
Primary purpose of the position
The Combat Sports Act 2008 (the Act) and the Combat Sports Regulation 2009 (the Regulation) require
Inspectors to be in attendance at all professional Combat Sports promotions conducted in NSW to
ensure that such contests are conducted in accordance with the Act and any Rules made there-under.
Combat Sports Inspectors are appointed by the NSW Combat Sports Authority and must be employed
by Communities NSW. They hold statutory powers under the Act and the Regulation. Combat Sports
Authority members and authorised Police officers are also permitted under the terms of the Act to
perform the functions of Combat Sports Inspectors.
Combat Sports Inspectors represent the NSW Combat Sports Authority at promotions and weigh-ins for
Combat Sports contests as prescribed by the Act. They supervise, control and record weigh-ins, attend
promotions and ensure compliance with all requirements of the Act.
Combat Sports Inspectors record all bouts, ensure that correct decisions are made, and act as liaison
between the Combat Sports Authority and promoters and other industry participants. The Combat
Sports Inspector may be required to resolve issues that may arise during a promotion or weigh-in.
Combat Sports Inspectors also liaise with all officials and allocate their respective roles at promotions, in
consultation with the Project Officer (Combat Sports).
Combat Sports Inspectors may be required to travel to attend promotions and weigh-ins in regional
locations in NSW.
The following selection criteria form a specific part of the selection process. Candidates for this role are
asked to address each of these items specifically in their application.
1. knowledge and experience in some aspect of the Combat Sports industry
2. familiarity with the issues involved in staging of Combat Sports
3. negotiation and conflict resolution skills
4. good written communication skills
5. willingness to undergo training as required
Key challenges and influences
* Correctly apply all aspects of legislation in the course of a weigh-in or promotion and ensure accuracy
of records and all decisions.
* Convey decisions and rulings to industry participants in a tactful manner in a potentially volatile
Combat Sports Inspector (Casual)
Combat Sports Authority
Location: Sydney Olympic Park
Clerk Grade 3/4
Branch / Unit Combat Sports Authority
Position number and code
Child Related Yes
Name of Approving D Clout
Date of Approval
pd cs inspector casual.doc
1 Purpose of Position
The Combat Sports Act 2008 (the Act) and the Combat Sports Regulation 2009 (the
Regulation) require Inspectors to be in attendance at all professional Combat Sports
promotions conducted in NSW to ensure that such contests are conducted in accordance
with the Act and any Rules made there-under.
Combat Sports Inspectors are appointed by the NSW Combat Sports Authority and must
be employed by Communities NSW. They hold statutory powers under the Act and the
Regulation. Combat Sports Authority members and authorised Police officers are also
permitted under the terms of the Act to perform the functions of Combat Sports Inspectors.
Combat Sports Inspectors represent the NSW Combat Sports Authority at promotions and
weigh-ins for Combat Sports contests as prescribed by the Act. They supervise, control
and record weigh-ins, attend promotions and ensure compliance with all requirements of
Combat Sports Inspectors record all bouts, ensure that correct decisions are made, and
act as liaison between the Combat Sports Authority and promoters and other industry
participants. The Combat Sports Inspector may be required to resolve issues that may
arise during a promotion or weigh-in. Combat Sports Inspectors also liaise with all officials
and allocate their respective roles at promotions, in consultation with the Project Officer
Combat Sports Inspectors may be required to travel to attend promotions and
weigh-ins in regional locations in NSW.
2 Organisational Relationships
Position Title of Supervisor: Manager, Regulation and Executive Support
Senior Project Officer (Combat Sports)
Position titles also reporting to the Assistant Project Officer (Combat Sports)
Supervisor: Project Officer (Motor Sport)
Position titles that report to this
3 Organisational Context
Communities NSW (the Department) is an inner budget sector agency of the State
Government responsible for promoting and developing the arts, sport, recreation and
physical activity in the New South Wales community.
The Department incorporates the following Business Divisions:
• NSW Sport and Recreation
• Arts NSW
• Office of Liquor, Gaming and Racing
• Centennial Park and Moore Park Trust
• Art Gallery of NSW
• Australian Museum
• Film and Television Office
pd cs inspector casual.doc
• Historic Houses Trust
• Museum of Applied Arts and Sciences (Powerhouse Museum)
• State Library
• Sydney Opera House
NSW Sport and Recreation
NSW Sport and Recreation is the State Government agency responsible for promoting
participation in sport, recreation and physical activity, fostering pathways for talented
young athletes, ensuring compliance with relevant legislation, and building a sustainable
sport and recreation industry and ensuring compliance with relevant legislation.
NSW Sport and Recreation has a staff establishment of around 350 positions and employs
up to 1,500 casual employees per annum. The assets managed by the Department
include eleven sport and recreation centres, Centennial Parklands and Moore Park Trust,
Parramatta Park, in addition to a direct management responsibility of various Olympic
venues in the Western Sydney area.
The General Manager, Sport and Recreation has overall responsibility for the operations of
the NSW Sport and Recreation Division of the Department and reports to the Director-
General of Communities NSW who in turn reports to the Minister for Tourism and Sport
and Recreation, the Minister for the Arts, and the Minister for Gaming and Racing.
The Combat Sports Authority is a statutory corporation established under the Combat
Sports Act 2008. Communities NSW provides secretariat, policy, administrative and
operational support to the Authority.
4 Key Accountabilities & Responsibilities
1) Record particulars of Combat Sports promotions in a timely and accurate manner.
2) Supervise Weigh-ins for Combat Sports promotions.
3) Supervise the conduct of Combat Sports promotions.
4) Record results of bouts.
5) Supervision of Combat Sports officials.
6) Resolve issues as they arise during promotions and Weigh-ins and prepare reports for
follow up by the NSW Combat Sports Authority.
7) Provide interpretations of, and ensure compliance with, the Act and the Regulation
during Combat Sports promotions.
8) This position will be required to work nights and weekends and may require some
5 Key Challenges & Problem Solving
The key challenges of the position are to:
• Correctly apply all aspects of legislation in the course of a weigh-in or promotion
and ensure accuracy of records and all decisions.
• Convey decisions and rulings to industry participants in a tactful manner in a
potentially volatile environment.
pd cs inspector casual.doc
6 Decision Making & Freedom to Act
All decisions and actions are taken by the Combat Sports Inspector and are subject to
later review by the Combat Sports Authority.
7 Communication & Key Relationships
• NSW Combat Sports Authority
• Project Officer (Combat Sport), NSW Sport and Recreation
• Industry Participants, including Promoters, Matchmakers, Referees, Managers,
Trainers, Seconds, Judges and Timekeepers
• Industry associations
8 Position Dimensions
Operating/Capital Expenditure Nil
Asset Management Nil
Financial Delegation Nil
9 Knowledge, Skills & Experience
• Proven knowledge and ability to interpret NSW Combat Sports legislation,
regulations and rules
• Demonstrated understanding of the Combat Sports industry
• Proven administrative skills, particularly ability to accurately follow procedures and
record information in manual systems
• Knowledge and demonstrated ability to apply the rules of Combat Sports
• Well developed verbal communication and liaison skills, with proven skills to
communicate decisions and procedures to a variety of individuals and organisations
• Proven literacy and computer skills
pd cs inspector casual.doc
Thank you for your interest in applying for a recently advertised position with the Communities NSW. To complete
your application it is important to refer to:
• job advertisement
• position description
• this information package.
What’s in this information package?
In this position information package you will find information about:
• How to apply for a position
• Proof of identity requirements
• Criminal records checks
• Child–related employment (NSW Sport and Recreation and Centennial Parklands only) and
• An applicant checklist.
The position description and an Application for NSW Government Jobs form are also provided with this package.
How to apply for a position
The NSW Government offers a wide range of challenging jobs – e.g. teachers, nurses, rangers, gardeners, clerks,
police, lawyers, scientists and librarians. The NSW Public Sector strives to be representative to better serve our
As part of the NSW Government's equal employment opportunity policy, employees are selected on merit. This
means the person whose skills, knowledge and experience best match the job requirements will be selected.
For permanent jobs, you need to be an Australian citizen or permanent resident. For most temporary jobs, you just
need a visa which lets you work in Australia.
Choosing a job
NSW Government jobs are advertised on the internet on the commercial websites listed below:
The current employment vacancies can also be viewed from the department’s website at
Read the job advertisement carefully
All NSW Government job advertisements list 'selection criteria'. The selection criteria describe the skills, knowledge
and experience needed to do the job. Advertisements also have a brief description of the job, the name of the
inquiries person, an address and a closing date for applications.
Read the advertisement and make a note of anything you don't understand so you can ask questions. Keep a copy
of the advertisement for future use.
Get the information package
Ring the number given for the information package. The package will include a detailed description of the duties of
the job, plus other documents which will help you with your application.
Phone the inquiries person
You can get more information about the job by phoning the inquiries person named in the advertisement. Speak to
them after you read the information package so your questions will be more relevant. Speaking to the inquiries
person will help you decide whether to apply for the job, and what to emphasise in your application.
Get as much extra information as you can to write a good application. You might meet with the inquiries person at
the workplace. If possible, search the internet or talk to people who work in similar areas. This will give you a
better idea of the workplace.
Writing your application
It is important to prepare a good application as it will be used to decide whether you get an interview. A good
application shows why you are the best person for the job and how your skills, knowledge and experience match
the selection criteria. Your application should contain:
• your 'claim for the position' (statements meeting the advertised selection criteria)
• your resume
• a completed job application form
• any other required information (such as licences) as stated in the advertisement.
Your claim for the position/addressing the selection criteria
You must include a claim for the position in your application. If not, you are unlikely to get an interview. These are
statements meeting the advertised selection criteria.
You write a claim for the position to show the selection panel that you have the right mix of skills, knowledge and
experience to do the job. You need to write a specific claim for each job you apply for in the NSW Public Sector.
Make a separate heading for each selection criterion. For each one, describe your skills, knowledge and
experience and show how they could be used in the job. Emphasise your major achievements. Use positive
language, for example: 'In my current role I take responsibility for …' is better than 'I have limited experience in…'
When large numbers of applicants meet all the criteria, the selection panel will compare all the applications and
choose those that best meet the criteria for interview.
Some key words in selection criteria
Demonstrated knowledge: You need to give examples that prove you have this area of knowledge.
Ability to: You do not need to have done this kind of work before, but you need to describe how your skills,
knowledge and experience show that you are capable of doing this part of the job.
Experience in: You have to show you have done this work before. Give examples.
Effective, Proven, Highly developed, Superior: You need to show your level of skill. Use examples of your
achievements to show your level of skill, knowledge and experience.
Good communication skills: This is not about whether you speak English with an accent. This is about showing you
have the communication skills needed to do the job. You could include: experience in dealing with people, details
of things you have written, and examples of problems you have solved using your communication skills.
Prepare a resume (that is, curriculum vitae) which is clear, concise, up-to-date and includes:
• personal details
• education and training
• employment history (name of organisation, period of employment, job title, major duties and responsibilities,
• skills/experience gained outside of paid work
• the names and contact details for two referees, including complete phone and fax numbers and whether an
interpreter is needed. At least one referee should be a recent work supervisor, if possible.
The application form
An Application for NSW Government Jobs is provided with this information package. Complete this form and
enclose it with your application.
Communities NSW will collect and store the information you voluntarily provide to enable processing and
assessment of your application for employment. The information will be accessed by the Corporate Human
Resources staff, selection panels and those authorised to approve recommendations for employment. The
information will only be used for the purpose for which it was collected.
Sending in your application
All applications are to be forwarded and marked 'Confidential' to:
Senior Employee Relations Officer (Recruitment)
Corporate Human Resources Group
Corporate Strategy and Services
GPO Box 7060,
SYDNEY NSW 2001
You can also submit your application through the recruitment email: email@example.com.
Applications can also be faxed to (02) 9995 0668.
It is important that your application reaches us no later than the close of business on the closing date. If you are
uncertain of the closing date, phone the contact person.
Please do not send in your original qualifications or certificates. You should bring your original documents if you are
called for an interview.
The selection committee
Selection is usually done by a committee of at least two people (this will include one man and one woman).
One person will be an 'independent' – a person from outside the area where the position is located.
The selection committee assesses all applications against the selection criteria. Applicants who best meet the
selection criteria will be called for further assessment, usually an interview.
If you are chosen for an interview, you should prepare carefully. You would normally be advised by phone at least
three days before the interview. This would usually happen within ten days of the closing date.
If you are called for an interview and have any special requirements, advise the contact officer for the position prior
to the interview so we can help you.
You should enquire at the time you are contacted, about the structure of the interview and if further documentation
(including the signed Background Check consent forms and/or Prohibited Employment consent forms and the
certified Proof of Identification documents) is required.
Interview questions are based on the selection criteria. Read the criteria and think of likely questions. Practice your
answers out loud or with a friend. Interviews are like public speaking – prepare and rehearse as much as you can.
Consider the challenges of the job and how your skills, knowledge and experience will help you meet them. Read
your application and decide which points you want to emphasise.
At the interview
Your task during the interview is to convince the selection panel that you are the best applicant for the position. The
selection committee may use a number of methods to assess your ability to do the job including: work samples,
tests, referee and criminal records checks. You should be advised of what to expect at the time you are contacted
about your interview time.
When answering interview questions remember:
• it is OK to take your time – think before you answer
• if the question is unclear, ask for it to be explained
• you will usually need to restate details which are in your application
• give examples from your experience with each answer
• give complete answers – don't assume that you can omit details
• interviewers may be more comfortable if you maintain eye contact.
At the end of the interview, you will be given the chance to add other information not previously covered in the
interview, and ask any questions of your own. Restate your major strengths, adding anything that has been left
The selection panel may need to contact your referees to find out more about your work behaviour and
performance and may be asked to verify or comment on claims made by you. It is important to let your referees
know that you are applying for a job. They should also have an idea of the selection criteria so they are prepared to
answer questions in relations to your suitability for the position. Your referees will be contacted if you are one of
the best applicants for the job.
After the interview
The selection panel compares all the applicants and makes their recommendation to the Department Head or
delegate. Once the recommendation is approved, the successful applicant will be contacted by phone. This may
take several days after the interviews. If you are verbally offered the position and accept, a letter will be sent out to
confirm that you have the job. All other candidates that were interviewed will be advised that they were
If we do not offer you the position, but believe you are suitable, you may be placed on an eligibility list. Applicants
are placed on this list in order of merit, and may be contacted regarding employment if the position, or a similar
position, becomes vacant within the life of the eligibility list (generally 12 months).
If your application is unsuccessful, you will receive a letter. Remember that being unsuccessful is no reflection on
you personally – it only means that you were not, at the time, considered to be the best person for that particular
You should take the opportunity to learn where you may be able to improve by contacting the convenor of the
interview panel, who will be able to help you understand the decision and improve your performance in future
interviews. This person's contact details will be provided to you in your letter.
People with a disability
If you are contacted for an interview please advise us if you need anything to assist you at the interview, e.g.:
• wheelchair access into or around the building
• an Auslan interpreter
• to bring a guide dog.
If your disability could impact your ability to do the full range of duties of the position, you may also discuss with the
panel at interview equipment which will allow you to perform the job with greater efficiency or altering the physical
layout of the work area. These matters cannot be finalised at the interview. They will be negotiated in detail with
you if you are the successful applicant.
Many Government employees undergo a pre-employment health assessment, however there are some instances
where new staff are asked to complete a Health Declaration rather than attend a health assessment. This is to
ensure you are fit to do the duties of the job. It is not concerned with disabilities which do not affect your work. In
many cases, all you will need to do is complete a form confirming your fitness to undertake the full requirements of
the job. In others a medical examination may also be required.
Some job advertisements say that you need to be registered, licensed, hold a trade certificate, or be a member of a
professional association. You may need to get formal recognition of your qualifications before applying for these
jobs. For help with this, phone the Overseas Skills Advisory Service on (02) 9707 2500 or (02) 9269 3500.
For other jobs, the selection panel will assess your qualifications. It may be useful to give them a statement which
shows the Australian equivalent of your qualification. This may be obtained from:
• Overseas Skills Advisory Service, phone (02) 9707 2500 or (02) 9269 3500
• National Office of Overseas Skills Recognition (NOOSR), phone 1800 020 086.
Sometimes, it may be enough if you photocopy the page from the Country Education Profile Booklet which shows
your qualification. For a copy of this booklet, phone AusInfo on 13 24 47.
If you are not sure what documents or evidence you may need, ask the inquiries person for the job. If you don't
have proof of qualifications and it is not possible to get proof, please provide a statutory declaration with details of
Further advice and assistance can be obtained by contacting the above mentioned number or by visiting
Migrant skills and qualifications
• Overseas Skills Advisory Service, Department of Education and Training, phone (02) 9707 2500 or (02)
• Adult Migrant English Service, phone 1800 114 707
• Community Relations Commission, phone (02) 9716 2232
• National Office of Overseas Skills Recognition phone 1800 020 086.
Proof of identity
What is appropriate documentation for proof of identity by the applicant?
Preferred applicants must provide documentation that supports their true identity. All staff employed by the
Department of Communities are required to provide certified copies or produce the originals of the following
documents either prior to their commencement date or as soon as practicable thereafter:
• Birth certificate; or
• Passport or certificate of naturalisation (if applicable); and
• Proof of change of name (if applicable)
All documents sighted should be originals. Certified photocopies are also acceptable.
What is a certified copy?
A photocopy of the original witnessed by a qualified witness. The original and photocopy must be presented to the
witness who notarises the photocopy with "I certify that this is a true copy of the original which I have sighted").
Qualified witnesses include:
• Justice of the Peace
• Commissioner for Affidavits
• Public Notary
• Officers at the NSW Registry of Births Deaths & Marriages
We must receive the photocopy with the original signature of the witness. Alternatively, the selection committee or
other departmental officers may sight the original document, take a copy and sign the copy certifying that it is a true
Preferred applicants for positions deemed to be child-related in accordance with guidelines issued by the
Commission for Children and Young People will be required to complete a Prohibited Employment Declaration and
a Working with Children Check Consent as well as provide 100 points of identification prior to any offer of
employment being made.
Criminal Records Checks
Criminal records checks are conducted on applicants recommended for employment in many positions across the
Department. If a criminal record check is to be done you will be asked to provide your full name, details of any
previous names and your date and place of birth.
No criminal record check will be made on:
• any recommended applicant to whom it is not proposed to offer immediate employment; or
• those applicants who are immediate school leavers, unless they are working in child related employment,
when checks must be carried out.
A criminal record does not necessarily disqualify an applicant from selection. A final decision about an applicant’s
suitability for employment will not be made until the person has been given adequate opportunity to verify that the
record relates to them and to discuss any extenuating circumstances.
Child-related employment within NSW Sport and
Recreation and Centennial Parklands
NSW Sport and Recreation and Centennial Parklands are firmly committed to the safety, welfare and well being of
children and young people and our legislative obligations prescribed by the Commission for Children and Young
People Act 1998.
The child protection employment legislation prohibits persons convicted of certain serious offences from working
with children and requires a comprehensive background checking process to be undertaken on all recommended
applicants for child-related employment opportunities.
Do I need a Working with Children Background check?
When undertaking recruitment for child-related employment opportunities, the Selection Committee will:
• Obtain written consent from the recommended applicant/s to the background checking process
• Conduct background checking, including the Working with Children Check, on recommended applicants
• Obtain a signed Prohibited Employment Declaration from job applicants for child-related vacancies which
states that the applicant is not a prohibited person under the legislation.
• Sight 100 points of identification as the recommended applicant/s proof of identity prior to lodging the
working with children check.
Who is a prohibited person?
Under the Commission for Children and Young People Act 1988 a person who has been found guilty of certain
offences against children will be known as a prohibited person. A prohibited person also includes a registrable
person under the Child Protection (Offenders Registration) Act 2000.
A prohibited person is a person who is guilty of the following offences in NSW or elsewhere:
• serious sex offence
• child-related personal violence offence
• murder of a child
• indecency offences punishable by imprisonment of 12 months or more
• kidnapping (unless the offender is or has been the child’s parent or carer)
• offences connected with child prostitution
• possession, distribution or publication of child pornography; or
• attempt, conspiracy or incitement to commit the above offences
It is an offence for a prohibited person to apply for, undertake or remain in child-related employment. A person
found guilty of any of these offences may be imprisoned for two years and/or fined.
Anyone who has been convicted of a serious sex offence or a registrable offence should seek their own legal
advice about whether their offence makes them a prohibited person.
What does background checking involve?
A Working with Children Check is conducted on all prospective employees in order to determine suitability to work
with children. The check will incorporate the following:
• A national criminal record check which will report sexual offences including child pornography and
prostitution, and sexual assault charges which are proven but have not led to a conviction, have been
dismissed, withdrawn or discharged by a court. Also recorded will be any charges relating to sexual assault
or child abuse carrying a minimum penalty of 12 months or more imprisonment that may have not been
heard or finalised by the court.
• A check on all apprehended violence orders which have been made on application of a police officer or other
public official for the protection of a child.
• A check on disciplinary proceedings initiated by an employer that include matters involving child abuse,
sexual misconduct or acts of violence committed by the employee in the course of employment where these
acts involve children, are directed at children or take place in the presence of children.
In addition to the Working with Children Check, prospective employees will also be the subject of a broader criminal
record check for non child-related offences.
Applicants will also be asked to provide the names of two current referees who can comment on the applicant’s
work performance and good character. One referee should be a current supervisor, unless there is an acceptable
reason for not nominating that person.
What documents can I produce to satisfy the 100 Point Check to support my identity?
Before a background check can be conducted, you must provide documentation to support your identity. This must
include original or certified documents adding up to a minimum of 100 points as required by the 100 Point Check
under the Financial Transaction Reports Act 1988. (Refer to the Chart below.)
You must provide identification from Category A and sufficient items from Category B to equal 100 points.
Category A (70 points)
One document from this list:
• Birth Certificate
• Birth Card issued by the NSW Registry of Births, Deaths and Marriages
• Citizenship Certificate
• Current Australian passport
• Expired Australian passport which has not been cancelled and was current within the preceding 2 years
• Current passport from another country or diplomatic documents.
For a preferred applicant under 18 years, one document from the above list, or the following, is sufficient:
• Identity of the applicant verified by an educational institution, either on a student card or a letter signed by
the principal, deputy principal, head teacher, deputy head teacher or enrolment officer, confirming that the
applicant currently attends the institution.
Name and photograph/signature of preferred applicant verified from one of the following (more than one document
can be counted):
• Current driver photo licence issued by an Australian state or territory
• Identification card issued to a public employee
• Identification card issued by the Australian or any state government as evidence of a person's entitlement
to a financial benefit
• Identification card issued to a student at a tertiary education institution.
Name and address of preferred applicant verified from any of the following (more than one document can be
• Document held by a cash dealer giving security over property
• A mortgage or other instrument of security held by a financial body
• Council rates notice
• Document from current employer or previous employer within the last two years
• Land Titles Office record
• Document from the Credit Reference Association of Australia.
Name of preferred applicant verified from any of the following (more than one document can be counted):
• Current credit card or account card from a bank, building society or credit union
• Current telephone, water, gas or electricity bill
• Foreign driver's licence
• Medicare Card
• Electoral roll compiled by the Australian Electoral Commission
• Lease/rent agreement
Please contact NSW Sport and Recreation’s Manager of Employment Screening on (02) 9006 3773 if you have
any questions regarding the Prohibited Employment Declaration or the Working with Children Check process.
Read the job advertisement and position description thoroughly
Prepared statements addressing ALL the selection criteria listed in the advertisement
Completed the application for Application for NSW Government Jobs form
Included a current resume
Provided the names and contact details of two referees
Completed Background Check Consent form
Provided certified Proof of Identification to the value of 100 points
For child-related employment with NSW Sport and Recreation and Centennial Parklands only
Completed Prohibited Employment Declaration
The Commission for Children and Young People Act 1998 Section 33B of the Commission for Children and Young
makes it an offence for a prohibited person (a person convicted People Act 1998 defines a child-related personal violence
of a serious sex offence, the murder of a child or a child-related offence as an offence committed by an adult:
personal violence offence, as well as a “registrable person”
under the Child Protection (Offenders Registration) Act ■ involving intentionally wounding or causing grievous bodily
2000) to apply for or otherwise attempt to obtain, undertake harm to a child or
or remain in, child-related employment. It does not apply if an ■ of attempting, or of conspiracy or incitement, to commit
order from the Industrial Relations Commission, Administrative such an offence.
Decisions Tribunal or Commission for Children and Young
Under the Commission for Children and Young People Act 1998:
People, declares that the Act does not apply to a person in
respect of a specific offence. ■ it is an offence for a Prohibited Person to apply for, or
otherwise attempt to obtain, undertake or remain in child-
For further information on what is child-related employment, related employment
see the Working With Children Employers Guidelines at
■ employers must ask existing employees, both paid and
unpaid, and preferred applicants for child-related employment
Section 33B of the Commission for Children and Young to declare if they are a Prohibited Person or not
People Act 1998 defines a serious sex offence as: ■ all people in child-related employment must inform their
employers if they are a Prohibited Person or remove
■ an offence involving sexual activity or acts of indecency themselves from child-related employment and
committed in New South Wales and that was punishable by
penal servitude or imprisonment for 12 months or more or ■ penalties are imposed for non compliance.
■ an offence involving sexual activity or acts of indecency
committed elsewhere and that would have been an offence
punishable by penal servitude or imprisonment for 12 months
or more, if it had been committed in New South Wales or
■ an offence under section 80D or 80E (sexual servitude)
of the Crimes Act 1900, committed against a child or
■ an offence under Sections 91D-91G (child prostitution,
other than if committed by a child prostitute) of the Crimes
Act 1900 or a similar offence under a law other than a law
of New South Wales or
■ an offence under Section 91H, 578B or 578C (2A) (child
pornography) of the Crimes Act 1900 or a similar offence
under a law other than a law of New South Wales or
■ an offence of attempting, or of conspiracy or incitement, to
commit an offence referred to in the preceding paragraphs
■ any other offence, whether under the law of New South
Wales or elsewhere, prescribed by the regulations.
Note: A conviction for carnal knowledge is classified as a
serious sex offence under this legislation.
Prohibited employment declaration – July 2009 Continued next page
Declaration All fields must be completed. Please use block letters.
I am aware that I am ineligible to apply for or otherwise attempt
to obtain, undertake or remain in, child related employment if I
have been convicted of a serious sex offence or child-related Previous names/aliases
personal violence offence as defined in the Commission for
Children and Young People Act 1998, or if I am a Registrable
Person under the Child Protection (Offenders Registration) Date of birth
Act 2000. / /
I have read and understood the above information in relation to Signature
the Commission for Children and Young People Act 1998. I am
aware that it is an offence to make a false statement on this form.
I consent to a check of my relevant criminal records, to verify the
statements I have made here, being undertaken by the NSW
Commission for Children and Young People for monitoring and Contact phone number
auditing purposes in accordance with Section 36 (1) (f) of the
Commission for Children and Young People Act 1998.
I declare that I am not a person prohibited by the Act from
seeking, obtaining, undertaking or remaining in child related
Note: Seek legal advice if you are unsure of your status as a
I understand that this information may be referred to the Prohibited Person.
Commission for Children and Young People and/or to NSW Police
for law enforcement purposes and for monitoring and auditing Note: This form is to be returned to your employer.
compliance with the procedures and standards for the Working
With Children Check in accordance with Section 36 (1) (f) of the
Commission for Children and Young People Act 1998.
Prohibited employment declaration – July 2009