Candidate Information Pack Australian Crime Commission Job title: EPMC Specialist APS level: APS Level 5 Remuneration: APS5 $61,934 ‐ $65,974 per annum plus superannuation Team: Electronic Intelligence Compliance Unit Program: Electronic Product Management Centre (EPMC) Directorate: Serious Organised Crime Location: Sydney Office Working arrangements: Full Time Type of employment opportunity: Ongoing/Non‐Ongoing Security classification of position: Negative Vetting 1 Contact officer: Kelly Bacon, (02) 9373 2485 Closing date: 11:30 pm AEDST Thursday 3 February 2011 Position expected to be available from: Immediately Reference number: 2140EPMC Candidate Information Pack 2010 About the ACC The Australian Crime Commission (ACC) is a Commonwealth statutory body working nationally with other federal, state and territory agencies to counter serious and organised crime. It aims to bring together all arms of intelligence gathering and law enforcement to unify the fight against serious and organised criminal activity. The ACC has both intelligence and investigative functions and capabilities. To better position Australia to meet the threats posed by nationally significant crime, the ACC performs a number of important functions, including: • Criminal intelligence collection and analysis; • Providing advice to the ACC Board on National Criminal Intelligence Priorities (NCIPs); • Providing and maintaining effective and efficient criminal intelligence systems including the Australian Criminal Intelligence Database; and • Investigating federally relevant criminal activity and undertaking Task Forces as approved by the ACC Board. The key clients of ACC intelligence products and services include Board member agencies and other government stakeholders. Disruption of criminal entities and significant individuals The disruption of criminal groups and significant individuals is a primary objective of ACC or joint agency operational activity. This can include disruption to the flow or continuity of the criminal behaviour and/or enterprises of a criminal entity. Operational activity undertaken by the ACC to disrupt criminal entities includes arrests, seizures of illegal drugs, firearms, and proceeds of crime action that impact on current or future criminal activity. Special powers The ACC has a range of special powers instrumental to combating nationally significant crime. These powers are used where ordinary law enforcement methodologies are ineffective. Use of these powers is determined by the ACC Board. More Information For more information about the Australian Crime Commission, please refer to our website – www.crimecommission.gov.au Candidate Information Pack 2010 About the position Purpose of the Position EPMC Specialists undertake activities and initiatives that ensure the ACC is compliant with the Telecommunications (Interception and Access) Act 1979 (Cth) and the Surveillance Devices Act 2004 (Cth). Reporting Lines & Responsibilities This position reports to the EPMC Team Leader (Compliance). Key Objectives of the Position • Coordinating the execution of statutory reporting requirements pursuant to the Telecommunications (Interception and Access) Act 1979 (Cth) and the Surveillance Devices Act 1979 (Cth). • Developing and implementing procedures relevant to the ACC's compliance with these two Acts and to the ACC's achievement of best practice in the performance of telecommunications interception and surveillance device activities. Contributing to process improvement and the development of policies and standard operating pocedures relating to the business area. • Assisting the facilitation of bi‐annual inspections by the Commonwealth Ombudsman. • Implementing and promoting recommendations made by the Commonwealth Ombudsman. • Developing and delivering the Excellence in Compliance Electronic Intelligence Training Program to all ACC offices. • Conducting bi‐annual compliance assessments in all ACC offices. • Planning and delivering research and other projects on behalf of EPMC Team Leaders. • Liaising with internal and external stakeholders to seek and provide advice on electronic product management issues. Candidate Information Pack 2010 Key Selection Criteria The following are the specific Selection Criteria for the role of the EPMC Specialist (Compliance): 1. Well developed written communication skills, including report‐writing and high‐level correspondence; strong oral communication skills, including demonstrated ability to deliver presentations and training programs. 2. Good understanding of the role, functions and operations of the Australian Crime Commission. An understanding of the Telecommunications (Interception and Access) Act 1979 (Cth) and the Surveillance Devices Act 2004 (Cth) is desireable, or a transferrable understanding of a regulated and sensitive area of government investigations. 3. Excellent attention to detail and capacity for methodical and meticulous work outcomes following record‐ keeping procedures; ability to use information management programs (including databases) to support compliance work. 4. Demonstrated ability to develop and maintain productive working relationships with internal and external team members, stakeholders and clients; ability to consult and share information credibly and thoughtfully and to work collaboratively with different parts of the agency to encourage support for compliance outcomes. 5. Ability to think strategically and to undertake objective, systematic analysis and draw accurate conclusions based on evidence; willingness to identify problems and work to resolve them and to implement improved work practices. 6. Commitment to the ACC Values, Risk Management Framework and OH&S procedures, professional integrity and other public sector policies. Candidate Information Pack 2010 The Selection Process Advertising The ACC advertises all positions of 12 months or longer in duration through APSjobs. Details of vacant positions are posted on the ACC’s website on the day of appearance in APSjobs. We also incorporate online advertising through Seek and CareerOne and various National and State based press media. Applications Your full application comprising completed General Application Form, your Statement of Claims Against the Selection Criteria, and your CV, must be submitted by the specified closing date to the address indicated on the selection documentation. Late applications may not be accepted. Should you wish to submit a late application please contact the ACC Recruitment Team. You will receive an email confirming receipt of your application upon submission. Assessment As an applicant, you will be regarded as being available for interview from the date applications close. If you are going to be unavailable for any length of time, you should notify the Recruitment team at the time of applying. However, you should be aware that the selection process may not be delayed to accommodate your availability. Applicants should be aware that shortlisting is rigorous and that interviews are not automatically granted. Only the most competitive applicants, ie. those who have demonstrated strong claims to the position, will be assessed beyond shortlisting. Shortlisted applicants may be required to participate in psychometric testing, an assessment centre (where appropriate), a practical assessment or demonstration and/or a panel interview. The selection panel may decide that interviews are not necessary and make the decision to fill the vacancy based on written applications and referee reports only. If granted an interview, the selection panel will assess an applicants capabilities against the selection criteria. Selection panels usually consist of three people. Although diversity on panels is encouraged, both genders may not be represented. The selection panel prepare a written report. This contains an individual assessment of interviewed candidates. Where there are more than 5 candidates interviewed, the selection panel will only prepare written individual assessments for those candidates found suitable following interview. Interviews will incorporate questions that are behaviourally based. Behaviour based interview questions assume that past behaviour will help to predict future behaviour. Therefore, applicants should be prepared at interview to discuss examples of past and present behaviour detailing specific achievements and challenges faced. You may be presented with questions such as “Provide an example of when you have been under pressure” instead of “What would you do if…?” It is important to ensure your responses display your ability to meet the criteria for the advertised position. When answering behaviourally based questions at interview, you can also apply the CAR model: Candidate Information Pack 2010 C (Circumstance) What was the situation? Who was involved? What was your role? A (Action) What did you do? What happened next? R (Result) What was the end result? Reference checks It is not necessary to provide a written supervisor/referee report with your application unless specifically requested in the selection documentation. However, current contact details for your supervisor and referee should be provided. The selection panel will only seek supervisor/referee comments on the most competitive applicants for the advertised position/s. That is, the candidates that are under consideration for the order of merit. It is important that the supervisor and nominated referee are in a position to comment on and rate your recent work performance. The selection panel can request a written report or seek verbal comments at any stage of the selection process. Applicants should advise the Recruitment team and the panel of any sensitivities around contacting referees. Offers Following reference checks, the panel must prepare the selection report which includes all details of the Recruitment exercise, and outlines reasons for the selection decision. Once this report is approved internally by the ACC, the Recruitment team creates offer(s) for the successful candidate(s). At this time, unsuccessful candidates will also be advised of the outcome of their application. Offers should be returned to the Recruitment team within two weeks. Successful candidates wishing to query any aspect of their offer are encouraged to contact the Recruitment team immediately at email@example.com ACC Employment Screening and the Commonwealth Security Clearance Process In assessing suitability for employment the ACC conducts an employment screening process. This requires the applicant to complete an Employment Screening Form for the purpose of character and background checking. An interview may also be required as part of this process to establish further information on identity, personality, financial circumstances and other areas of lifestyle. Applicants may also be subject to psychological assessment. Employment with the ACC requires access to highly sensitive information. To determine suitability for such access, the ACC will require all suitable applicants to undergo the security clearance process conducted by the Australian Government Security Vetting Agency (AGSVA). Progress to this process is dependant on the outcome of the employment screening process. Candidate Information Pack 2010 Due to these requirements the ACC does take longer than many other employers to complete the recruitment process. The whole process will generally take around four months, however, there are provisions in place to allow for commencement prior to the full process being completed if necessary. Following satisfactory security checks, a commencement date will be negotiated with the successful candidate. Inter‐APS movements and promotions Where the successful applicant is a current ongoing APS employee, they will be required to provide the ACC Recruitment team with a contact point in the Human Resources Section of their Agency. This is for confirmation of details including current employment, AGS Number and negotiation of a suitable release date for the transfer or promotion. In the cases of a promotion to an APS Level 2–6 position, the appointment is subject to a 4 week review period, during which time other candidates for the same position also eligible for a promotion may lodge a review of the promotion decision with the APSC. The Recruitment team will advise of any reviews. Selection results While every attempt will be made to notify applicants of the outcome of their application either via email or post, it is essentially the applicant’s responsibility to regularly check APSjobs (www.apsjobs.gov.au) for notices pertaining to the exercise they applied for. Individual assessments may be available upon request from the Recruitment team once the process is finalised. Please note: The selection panel will only prepare written individual assessments for interviewed candidates. Where there are more than five candidates interviewed, the selection panel will only prepare written individual assessments for those candidates found suitable following interview. Where interviews are not conducted, written individual assessments will be provided only for the most competitive applicants. Candidate Information Pack 2010 How to apply Please send: • Your completed general application form (found on the ACC website under Careers); • Your statement of claims against the selection criteria (outlined below) which provides scope for you to demonstrate your competency. In preparing your Statement of Claims, please respond to the selection criteria taking into account the job description; and • A copy of your CV By email to: firstname.lastname@example.org To assist with the handling of applications, please ensure your email contains the position title, position location and your name. Please note: Applicants that fail to provide all of the above requested documentation will not be considered for the advertised position. Completing Selection Criteria For assistance addressing your selection criteria please refer to ‘Cracking the Code: How to Apply for Jobs in the Australian Public Service’ . The closing date for applications is: 11:30 pm AEDST Thursday 3 February 2011 Employment Screening and Security Clearance Requirements This is a position of trust. The occupant must satisfy and abide by the Commission’s security requirements, which include Australian citizenship unless conditions for a waiver exist. The occupant must also complete a rigorous security assessment by AGSVA and the Commission’s employment screening process. Drug and Alcohol Program The ACC actively promotes the health of all ACC employees through its OH&S Policy and the Drugs and Alcohol Policy. There is an organisational and public expectation that as a law enforcement agency we will adhere to the highest standards of personal and professional integrity. The ACC views substance abuse in the workplace as entirely incompatible with the ethical standards expected of ACC employees and as articulated by APS values and the APS Code of Conduct. Candidate Information Pack 2010 What we offer Our values • Integrity: We are honest, ethical and transparent. • Accountability: We take responsibility for our actions. • Innovation: We are committed to leading edge development of our people, products and processes. • Courage: We undertake our work with courage and commitment and deliver objective advice without fear or favour. • Empowerment: We nurture a culture where teamwork, communication, consultation and diversity are encouraged. Work life balance The ACC understands the need to balance work with other commitments and recognises that the working arrangements that best suit one employee may differ to that of their colleagues. We have a range of flexible working practices that are available to our employees and promote healthy work practices within all of our offices with regular Social club events. We believe that by promoting the principles of work life balance in our offices, our workforce is able to achieve higher levels of productivity, and are healthier and happier. Flextime, part time hours, job sharing and working from home Flextime is a system of flexible working hours which enables employees and managers to vary working hours, patterns and arrangements, to provide maximum flexibility for both employees and the organisation. Flextime arrangements apply to APS1–6 and exclude Executive Level employees and shift workers. The ACC also recognises that not all employees are able to work full‐time hours. Therefore taking into consideration operational requirements and employees’ personal needs, part‐time employment and job share arrangements may be determined. Another arrangement which can be employed is working from home on either a regular, temporary or ad hoc basis, A number of issues such as operational requirements, feasibility, security and safety issues are to be considered before this may occur. Further information on flexible working arrangements is outlined in the ACC Enterprise Agreement. Development opportunities The ACC is committed to creating a learning and development environment which is focused on building employee capability. To achieve this the ACC has developed an ACC Learning and Development (L&D) program which reflects the corporate goals and priorities and employee needs. The L&D program fosters leadership and career development and promotes the ACC Values, APS Values and Code of Conduct. The ACC Learning and Development program addresses five main themes: ∙ Induction and Culture Candidate Information Pack 2010 ∙ Leadership ∙ High Performing Teams ∙ Business Skills ∙ Specialist Capability Development ∙ Tertiary Study Support The L&D program is managed through the Performance and Development Scheme (PDS) and assists managers and employees to identify development needs as a result of business planning. Tertiary study support It is difficult to juggle the demands of part time or full time study while working. The ACC supports staff to develop their skills and knowledge through participation in formal tertiary studies of relevance to the ACC. Eligible staff at the discretion of their manager may be entitled to one of the following options: ‐ up to $1000 per semester, up to 3 hours per week to attend classes and up to 12 hours per semester immediately before an exam, or ‐ up to $400 per semester, up to 6 hours per week to attend classes and up to 12 hours per semester immediately before an exam. ‐ up to $400 per semester for courses not related to functional work area, but of benefit to work performance within the ACC. Absences to prepare for examinations or to attend examinations will be provided but will require utilisation of flex leave, time in lieu or leave without pay. Tertiary Study Support is applicable to courses resulting in Diploma level or higher. It is available to all ACC staff permanent or non‐ongoing, three months after commencing their contract and at the discretion of their manager. Secondees should seek Tertiary Study Support from their home agency, following approval from the Head of Determination, as the ACC does not provide Tertiary Study Support for secondees. Graduates receive Tertiary Study Support in the form of the Diploma of Government and are not eligible for further tertiary study support. Parental leave In addition to maternity leave, which employees are entitled to under the provisions of the Maternity Leave (Commonwealth Employees) Act 1973, a further two weeks leave, on full pay, is granted to female employees on the birth of a child. The employee may elect to take this period of leave at half pay, some conditions may apply. An employee may also be entitled to one week of their personal/carer’s leave on full pay, to support a partner who is having a child. Joint task forces The ACC is an agency that supports and practices the concept of multi‐disciplinary teams. The ACC’s joint task forces can consist of: • investigators • surveillance and technical operatives • cybercrime specialists Candidate Information Pack 2010 • lawyers • financial investigators • monitoring staff • operational and strategic intelligence analysts • operational support staff • secondees • covert source handlers and controllers. As members of these multi‐disciplinary teams employees are provided the opportunity to experience a unique working environment and exposure to a diverse range of expertise. Secondment Opportunities The ACC works collaboratively with Federal, state and territory agencies to counter serious and organised crime in Australia. Occasionally the opportunity arises in which employees can be engaged on secondment with these partnering agencies.