Your application

Always refer to the requirements of the position you are applying for. The information below is of a general nature only.

Crafting your application

Resume

Your resume should provide an overview of your most relevant experience for the advertised position. We recommend a resume of no more than 3 pages in an easy-to-read font and simple layout.

At a minimum, your resume should include the following elements:

• Personal details: your name, contact email address and phone number. Don't include your age, gender, marital status or any other personal information.
• Education and qualifications: details of education and qualifications that relate to the job you are applying for.
• Skills and work experience: relevant work experience and the main responsibilities and achievements. Organise your employment history in chronological order, starting with the most recent, and indicate actual dates of employment.
• Other relevant professional experience: if relevant, briefly mention any extra-curricular activities, interests or volunteer/community work and highlight what you gained from that experience and how it may apply at PM&C.

You do not need to provide referees in your resume as the application form will capture this information.

For more information on crafting your application, visit Cracking the code on the Australian Public Service Commission (APSC) website.

One page pitch or written application

Generally, a job ad will ask you to provide an additional written application alongside your resume. This is typically in the form of a one-page pitch (no more than 650 words), but we may request alternative formats such as a short written response. Please carefully check the requirements outlined in the job ad of the job you are applying for to confirm the specific application requirements.

Your one page pitch (no more than 650 words) is your chance to tell us why you are the right person for the job and what you will bring to the role. To do this we recommend specifically outlining how you meet the requirements outlined in the 'our ideal candidate' section of the job ad. We want to know how your skills and experience demonstrate you are the best fit for this position. We recommend you do this by telling us what you've achieved, how you achieved it and the overall outcome.

Consider the PM&C corporate plan and PM&C performance model when drafting your application. These documents will give you a sense of PM&C's role and the behaviours and characteristics that are required at each classification level at PM&C.

For SES positions, review the Secretaries Charter of Leadership Behaviours and the Role of the SES in the APS before applying.

You may also like to contact the contact officer listed on the job ad if you have any questions about the role.

Submitting your application

All applications for PM&C advertised vacancies must be submitted via our current opportunities portal. If this is the first time you have applied for a position with PM&C, you will be required to create an account. You'll need an email address (username) and password.

If you have a current account, log in with your credentials and select the vacancy you wish to apply for. If you have forgotten your password or username, click on 'Forgotten your Password' and a reset password link will be sent to your email address.

If you are having difficulty navigating the online system or are unable to submit your application, please email the recruitment team at recruitment@pmc.gov.au or the SES unit (for SES positions only) at SESUnit@pmc.gov.au.

Providing referees

It is standard practice for vacancies to request details for 2 referees with the initial application. Include your current supervisor as your primary reference (where possible) and another referee that can speak to your work history and performance. We ask for these details up front as we may contact your referees at any stage of the assessment process and to reduce overall recruitment timeframes. If you have any questions or concerns providing referee details early in the process, contact the contact officer listed on the job ad. Alternate arrangements can be agreed, such as waiting to see if you progress further before providing referee details.

Opting into RecruitAbility

All externally advertised PM&C vacancies are advertised under the RecruitAbility scheme. The RecruitAbility Scheme aims to support the increased representation of people with disability in the APS, improve confidence of people with disability to work in the APS and disability confidence of hiring managers.

The RecruitAbility scheme provides for progression of candidates who identify as living with disability through the initial application stage to the next stage of a selection process (i.e. through initial shortlisting) if they have been assessed as meeting the minimum requirements of the job. Following initial shortlisting, the recruitment process proceeds as usual.

To opt into the RecruitAbility scheme candidates must answer 'yes' to the question in the application form asking if they are a person living with disability. Candidates may then click yes to confirm they would like to apply for the vacancy under the RecruitAbility scheme.

Please note disclosing a disability does not adversely affect job prospects, and the APS merit principle remains the basis for engagement and promotion.

Find more information in the RecruitAbility section of the APSC website.

Reasonable adjustments

To ensure you can participate equitably and fully in recruitment activities, we encourage you to seek reasonable adjustments at any stage of the recruitment process. That is, assistance or adjustments that are both reasonable and reasonably practicable, to remove barriers and make the process accessible.

In the workplace diversity section of the online application form, you have the opportunity to specify the reasonable adjustments you may require. The contact officer will work with you to accommodate these adjustments whenever possible, and you can request further adjustments or amend them at any stage of the process.

Reasonable adjustments extend beyond individuals with disabilities. Anyone facing illness, recovering from an injury or dealing with family and domestic violence may request reasonable adjustments. Disclosing a disability or requesting reasonable adjustments does not adversely affect job prospects.

Examples of reasonable adjustments that have been supported in the past include:

• conducting interviews through alternative formats such as virtual or telephone interviews
• sharing interview questions in advance
• allowing extra time to complete work sample assessments
• providing assistive technology or a scribe
• providing materials in alternative formats (such as large print or electronic versions)
• creating a supportive and inclusive interview environment by, for example, providing breaks or quiet spaces.

If PM&C offers you a position, we can work with you to make reasonable adjustments in the workplace so that you can participate safely and perform your best at work.

Visit Building locations and inclusion and accessibility features for more information about our building, and its accessibility measures.

Requirements for affirmative measures processes

If you are applying for an affirmative measure vacancy, you must provide confirmation or evidence to support your eligibility in your application. Contact the contact officer if you need more time to source this documentation, as we may be able to assist you with an extension.

Providing evidence of disability

To be eligible to apply for an Affirmative Measure – Disability process, you must provide evidence of your disability, which could include one of the following:

• a certificate or letter from a medical practitioner
• a letter from a Disability Employment Services or JobAccess provider
• a statutory declaration signed by you stating you have a disability, if no other documents are available.

Evidence of disability does not need to include information about the type of disability, unless the vacancy itself has been restricted to persons with a particular type of disability.

We use the definition of disability provided by the Australian Bureau of Statistics’ Survey of Disability, Ageing and Carers:

Persons are considered to have a disability if they have a limitation, restriction or impairment, which has lasted, or is likely to last, for at least six months and restricts everyday activities.

For more information on what this definition includes, visit APSC definition of disability.

Providing confirmation of heritage

To be eligible to apply for an Affirmative Measure – Indigenous position, you must provide confirmation that you are an Aboriginal and/or Torres Strait Islander person as part of the assessment process by providing one of the following documents:

• a confirmation of Aboriginal and/or Torres Strait Islander descent form executed by an Aboriginal and/or Torres Strait Islander organisation
• a letter signed and executed by the chairperson of an incorporated Aboriginal and/ or Torres Strait Islander organisation confirming you are recognised as an Aboriginal and/or Torres Strait Islander person
• a statutory declaration made by you or a member of an indigenous service provider confirming you are recognised as an Aboriginal and/or Torres Strait Islander person, if no other documents are available.

Contact us

If you have queries about a specific vacancy, please contact the contact officer listed on the job ad. For general questions about recruitment at PM&C or for technical assistance with our eRecruit system, please contact our recruitment team via recruitment@pmc.gov.au.