Please note: It is essential that you provide an email address in your application to enable us to contact you.
When preparing your application, thoroughly read through the below sections of the Position Description to get a better understanding of the role:
- Key Responsibilities / Accountability - Outlines the specific tasks, responsibilities and outlines the performance criteria of the role
- Knowledge, Skills & Qualifications - This section can help you identify what experience, knowledge and qualifications are most relevant to the role
- Success Profile - Considers what approach is required to be successful in the role
Please structure and write your brief covering letter and resume (no more than four to six pages) to ensure your application covers the three areas that you will be assessed against:
Skills & Abilities
These can be gained on or off the job and can include all manner of transferable skills. For example, a person who has worked serving in a take away food franchise may have developed a high level of customer service skills and abilities.
Underpinning knowledge (including qualifications)
This criterion relates to qualifications of any kind that might support your ability to perform the role required. It might also include information learned on the job but without qualifications. For example, a person working in a library for 10 years doing shelving work is likely to have a working knowledge of the Dewey Decimal Classification System. In short, this criterion relates to anything that can be taught or learned.
- From the Knowledge, Skills & Qualifications section, identify what knowledge components are mandatory (required by law), essential (required by Council) and what is desirable.
- Include any "transferable skills" that may not be obvious in position titles (e.g. a telemarketer may have skills and abilities in handling difficult customers, listening, reporting against performance targets and so on).
Relevant work experience
Relevant work experience is any experience that increases your potential to be able to perform the role required. It does not have to be industry specific. For example, a person who has worked as a secretary for a solicitor may have significant experience in records management using a document management system.
The chairperson of the selection panel may contact you for further clarification during the shortlisting process.
Components of the shortlisting process can include any or all of the following:
- Review of previous work history
- Written and verbal communication
- Telephone screening and testing
- Video screening or interviewing
All appointments are made based on merit principles. If you are shortlisted for interview, the interview will be conducted against the Knowledge, Skills & Qualifications, and Success Profile contained in the Position Description.
Submit your application
Council's requires its applications to be submitted (including resume and covering letter) via the "apply online" button at the bottom of the listed vacancy. Our merit based recruitment process sees all roles advertised via our Careers page.
You can contact Logan City Council’s People & Culture branch on (07) 3412 3412 should you have any questions around the our Application Process or Merit Based Recruitment & Selection Process.
Submission of an application, resume and copies of qualifications and references constitutes permission to use the applicant's personal information as necessary for the purpose of selection for the vacant position and subsequent employment, if successful.
The information you provide as an applicant is used primarily by the selection panel to assess merit for a position. Access by other Council staff is limited to what is required to enable them to undertake associated administrative requirements, e.g. processing applications, arranging interviews and/or pre-employment assessments.