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DEPARTMENT OF POLICE AND EMERGENCY MANAGEMENT

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					                                           DEPARTMENT OF POLICE AND
                                            EMERGENCY MANAGEMENT


The Department of Police and Emergency Management is committed fully at both an individual and organisational
level to strive to be the best policing and emergency management service in Australia. As an organisation, we
value our people and are confident they will at all times, act with honesty and integrity, have a high work ethic,
exercise authority responsibly, behave ethically and deliver service equitably across the whole community. As
employees we must be aware of, and act in accordance with the principles, policies and values of the Department
and of the Tasmanian State Service.

Further information about the Department of Police and Emergency Management and its people, can be viewed
on our website at www.police.tas.gov.au

STATE SERVICE PRINCIPLES:

The State Service Principles are contained in Section 7(1) of the State Service Act 2000 (The Act). Section 8 of
The Act requires the Heads of Agency to uphold, promote and comply with the Principles and Section 9(13) of the
Act requires employees to behave at all times in a way that upholds the Principles.

Employees should familiarise themselves with the Principles and must work to ensure the Principles are
embedded into the culture and are applied to all Agency decision making and activities.

CODE OF CONDUCT:

The State Service code of Conduct complements the State Service Principles and requires employees and
officers to act appropriately in the course of their duties and to maintain the confidence of the community in the
activities of the State Service. The Commissioner of Police, as Head of Agency has legislative authority to
investigate and determine whether an employee has breached the Code and to impose sanctions where a breach
has occurred.

WORKING ENVIRONMENT:

Our employees operate in an environment of extreme confidentiality and sensitivity and may have access to
Departmental systems (both manual and electronic), which contain personal and / or criminal conviction detail.
Employees may also have access to crime intelligence and information pertaining to reports of crime or ongoing
police investigations. Considering this, it is important to note that the Department of Police and Emergency
Management requires that its employees promote and demonstrate their commitment to The State Service
Principles and to the Code of Conduct.

Guidelines are specific in relation to accessing information held by the Department. The nature of work makes it
necessary for the security of information to be at the highest level. The consequences of not adhering to policy
guidelines will result in action under The Act, which involves disciplinary action relative to any offence proven in
relation to Section 9 of The Act.

The Department is committed to the introduction and application of information management systems and
solutions to improve its capacity to meet its objectives. All employees are expected to utilise information
management systems responsibly and in accordance with privacy principles, anti-discrimination and harassment
polices, and Departmental guidelines.

All employees are asked to confirm their understanding and to sign a “Declaration of Obligation for
Confidentiality”. Responsibility rests with each employee to ensure that they conduct their activities in accordance
with the Code of Conduct.

PRE-EMPLOYMENT CHECKS:

The State Service Commissioner has determined that a person nominated for a position in the Department of
Police and Emergency Management, is to satisfy a national criminal history check. This is in accordance with the
Office of the State Service Commissioner’s Direction Number 10, as part of the appointment, promotion or
transfer process. The following checks are to be conducted:

  A conviction check for any crimes of violence, sex-related offences, serious drug and alcohol related offences,
                             crimes involving dishonesty, and serious traffic offences.
EQUITY AND DIVERSITY:

The Department of Police and Emergency Management is committed to ensuring all employees respect and value
each other. This Department accepts a diverse range of individuals with varying skills, backgrounds and life
experience. As a Department, we recognise that employees have different needs and aspirations, all of which are
valued. Unfair discrimination, harassment or bullying in the workplace will not be tolerated.

OCCUPATIONAL HEALTH AND SAFETY:

The Department is committed to high standards of performance in the application of contemporary management
practices and principles including Occupational Health and Safety. Employees have an obligation to adhere to
these practices and policies and are expected to participate in maintaining safe working conditions in maintaining
and improving a safe workplace environment.

The Department of Police and Emergency Management is a smoke-free environment. Smoking is prohibited in all
State Government workplaces and vehicles.

APPLICATION PROCESS:

Before writing your application you will need a copy of the Statement of Duties (SOD) relevant to the vacancy.
The SOD will include the position focus, the primary tasks/duties of the position, and most importantly, the
knowledge and skills (previously known as selection criteria). It is important that you understand the details of the
SOD, if you have any queries please do not hesitate to contact the person noted on the vacancy advertisement.

Your application should be typed, printed on single-sided plain white A4 paper and stapled or fastened in
the top left-hand corner. Please do not use a presentation folder.

You only need to send one (1) copy ONLY of your application and it should include:
       Application for Employment Form – Please complete all details on this form, including the details of two
       (2) referees. Your referees should be work related, if contacted, they will need to be able to comment on
       your ability to answer specific questions relating to the selection criteria.
       Application/Covering Letter – This is your introduction to the Department’s selection panel so it is
       important to make a good first impression. Ensure that you give a brief overview of yourself, the position
       that you are applying for and your reason for applying.
       Statements addressing the Knowledge & Skills (selection criteria) – It is imperative that the
       knowledge and skills be addressed to the best of your ability. The criteria are based on the main
       focus/duties of the position that you are applying for, the selection panel need to be sure that you are able
       to perform these duties.
       Curriculum Vitae (CV) or Resume – Generally including your current contact details, employment and
       education history listed in reverse chronological order, any training courses or development programs
       successfully completed and any other relevant information that supports your application.
       Diversity Questionnaire – This is optional.

All applications should be forwarded to the address below unless otherwise stated in the advertisement:

        The Coordinator
        Employee Relations
        GPO Box 308
        HOBART TAS 7001
        Fax:   (03) 6230 2119
        Email: applications@police.tas.gov.au

Applications forwarded by email receive an automatic response upon successful transmission. If no
acknowledgement or system generated response is received please contact Employee Relations on (03) 6230
2266. Please ensure that your application is one attachment in either Microsoft Word format, PDF or RTF
(rich text format).

Once the closing date has passed and applications are received you will be notified by post of the process that is
being taken by the selection panel. If you are invited to attend an interview you will be advised by telephone of
the date, time, venue and format of the interview at least two working days prior. Interviews are based on the
selection criteria and give the panel the opportunity to gain further information on you as the applicant and the
claims made in your application. Following the interviews the selection panel will decide which applicant best
meets the selection criteria, therefore, being the applicant nominated for appointment.
Unsuccessful applicants are offered the opportunity to undertake post-selection feedback to assist with
subsequent applications.

FINAL CHECKLIST
I have included the

             Application for employment form                      CV or Resume
             Covering letter                                      Diversity Questionnaire
             Statements addressing the knowledge & skills




Donna Adams
COMMANDER, HUMAN RESOURCES

				
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