The Department of Energy, Mines, Industry Regulation and Safety (DEMIRS) aims to ensure our recruitment practices and processes comply with the standards of merit, equity and probity as established by the Public Sector Commissioner.

We offer a diverse range of extraordinary career opportunities across the department, all focusing on supporting a safe, fair and responsible future for the Western Australian community, industry and resources sector.

DEMIRS prides itself on our integrity, embedding it into all aspects of our work. Our greatest assets are our people, and we harness the strengths of a diverse workforce, valuing each individual’s diverse backgrounds and provide opportunities to maximise their potential.

Our vacancies are advertised on JobsWA, as well as a range of industry specific job boards, providing information about our department, the role and responsibilities of the position, and a sense of the flexible, diverse and innovative culture we offer. A Job Description Form (JDF) is also available from the advertisement, along with an Application Pack detailing our recruitment process.

How do I get more information?

If you would like to find out more about the job, the benefits of working at DEMIRS or the recruitment process, please telephone the contact person in the advertisement.

What does my application need to include?

You will need to read the advertisement to determine what is required as part of your application, which may include:

• A comprehensive CV only;
• A comprehensive CV and responses to specific role requirements/criteria;
• A comprehensive CV and responses to specific questions relating to the role and responsibilities.

Your CV should be tailored to the position you are applying for, detailing your employment history, dates of employment, education, and any relevant certificates. If you have any breaks in employment, please provide a reason. Highlight your experience, skills and qualifications related to the role, keeping your information clear and concise, so it is easy to read. Showcase your achievements by providing examples of accomplishments. Remember to proof for any mistakes.

If responding to role requirements/criteria, ensure you understand what they are requesting and prepare your responses with examples demonstrating your experience and skills in relation to the role. Draw on current and past experience, with a focus on the situation, your role and actions, and the outcome achieved. Ensure you align your examples with the role and responsibilities of the position, and please make note of any page limitations.

Should you be asked to address specific questions in relation to the position, its role or responsibilities, ensure you understand what is being requested. Use examples to demonstrate your experience, knowledge and skills in relation to the questions, and structure your examples on the situation, your role and actions, and the outcome achieved. Be clear and concise and stick to page limitations.

If you are unsure about any of the role requirements/criteria/questions asked as part of your application, contact the contact person to clarify what they are requesting. This will ensure that you direct your responses to what they are looking for.

Referees

As part of your application you are asked to provide the names of two referees who can support your employment history and experience. We recommend that one referee is your current, or a recent manager or supervisor.

It is recommended that you contact your referees before applying to ensure they are willing and available to be your referee, and provide positive comments on your experience, skills and knowledge.

Supporting documents

For some positions, we will require you to submit supporting documents, such as copies of your qualifications, residency status and your valid driver's licence. Should you be found suitable and recommended for employment at DEMIRS we will follow up additional pre-employment checks.

In your online application, you are required to provide declarations in relation to any criminal convictions, disciplinary proceedings, voluntary severances and health and worker’s compensation claims. These declarations will form part of the pre-employment check and, if you are appointed to a position and any information is found to be false or misleading, you may be liable for disciplinary action including possible dismissal.

Lodging your application

All applications must be submitted online. Simply click on ‘Apply for Job’ at the top or bottom of the advertisement. However, ensure you have all your required documents ready before applying.

We recommend you plan adequate time to submit your online application as there is an online application form that requires your personal, contact, referee and supporting details to assist us with our recruitment process.

Please note that your application attachments are a maximum of 2MB per attachment (or 8MB in total) and are in Word, PDF, JPEG or GIF format.

Should you attempt to apply after the closing time, it will not be accepted. The system will not allow you to progress once the closing time has passed. Late applications are not accepted.

What happens next?

Once the advertisement closes, Human Resource Officers will check referees against the selection panel members (usually consisting of the line manager, subject matter expert, and an independent member from another work area or department). Where a panel member is a nominated referee, they will complete a referee report on the applicant prior to commencing the process.

Applications will then be made available to the panel to declare any conflicts of interest (perceived, potential or actual) between themselves and any applicants. Were any conflicts are deemed serious (i.e. personal relationships) panel members may be excluded and replaced. This ensures the process complies with the standards of merit, equity and probity.

Shortlisting

Shortlisting is completed individually by all panel members, then they meet and conduct a consensus discussion on all applications received. Applicants not shortlisted will be advised and those deemed suitable for further assessment will be invited to an interview.

Interviews

The interview process allows the panel to ask questions to clarify, confirm or seek further information from you regarding your application, experience, skills and knowledge. All questions will relate to the position, so it is recommended applicants revisit the advertisement, JDF and their application to prepare themselves for the questions they may receive. In some instances, assessments or activities may be conducted to verify applicant skills. However, this is communicated with applicants prior to the interview.

After the interviews each panel member will have their individual assessment of each applicant. They will hold a consensus discussion to determine the suitability or each applicant, with a recommendation for appointment.

Selection report

All assessment consensus discussions are documented into a Selection Report which is signed off by all panel members, quality assured by Human Resources and signed off by the authorising executive officer for the position/area.

Applicant notifications

Once the selection report is approved, applicants will receive notifications (via email) of the outcome of their application – successful, suitable or not suitable. Contact details to obtain feedback on your application will be made available and it is recommended you seek feedback whether suitable or not, as it can provide you with invaluable information for future growth or development.

What if I don’t agree with my assessment?

Please note a four-day breach period applies. If you feel there has been a breach of the Public Sector Commission, Commissioner’s Instruction: Employment Standard, please find out more on how to lodge a breach claim.

A contact number is available in your outcome notification of who to contact to discuss the process. However, it is recommended you seek feedback from the contact person before progressing a breach application.

If I am recommended, when do I start?

Although the line manager may start negotiations with you regarding a commencement date, there are pre-employment conditions that need to be met before you can commence employment with DEMIRS. Some pre-employment conditions are subject to the position you have been recommended for.

All appointments require a satisfactory National Criminal History Check, which DEMIRS conducts and covers the cost of. A previous criminal conviction or pending charges will not necessarily preclude you from appointment, however the relevance and seriousness of the offence will be taken into account when assessing your suitability for employment with the department. All applicants will be treated fairly, equitably and in accordance with the principles of procedural fairness. Any action taken will be documented in a transparent manner, which is capable of review.

Other pre-employment, dependent on the role, can include:

• Medical assessment which could also include a baseline hearing test.
• Conflict of Interest declaration (further information below).
• Western Australian 'C' class driver’s license.
• Psychometric assessments.

Please note that all pre-employment checks are listed in the JDF, and should you refuse to undertake the checks it will result in your being withdrawn from the process.

Once all checks are completed satisfactorily, an offer of employment will be offered (with a start date).

Corporate Governance – integrity and conflict of interest

On appointment you will be required to comply with our corporate governance and integrity and conflict of interest policies, including:

• acting with integrity in the performance of official duties and to be scrupulous in the use of official information and facilities;
• exercising proper courtesy, consideration and sensitivity in your dealings with members of the public, clients and employees; and
• complying with the provisions of legislation including those governing behaviour, code of ethics, code of conduct and standards for public officers.

These general principles are found in the Public Sector Code of Ethics and are to be observed by all public sector bodies and their employees. Public sector employees have an obligation to exclude themselves from any activity that has the potential to generate an actual, perceived or potential conflict of interest that may influence their ability to conduct official duties. This is in keeping with an employee's obligation to act ethically and responsibly.

Types of conflict of interest that may need to be declared

The key message relating to conflicts of interest is that they are not necessarily wrong, but it is vitally important they are properly identified, managed and monitored.

An actual* conflict of interest may arise when an employee is asked to make a decision as a public officer that directly affects or impacts their personal or private interests.

Importantly, some conflicts may only be perceived* – an employee’s decision could be questioned based on a personal or private interest that may not actually have impacted any decision.

A potential* conflict of interest arises where a public officer has private interests that could conflict with their official duties in the future, or where a public officer has competing interests because they hold more than one official role or public duty.

Conflicts of interest may involve personal, financial or political interests. Conflicts can occur when an employee makes or influences a decision and does so for personal gain that may be unfair, unethical or illegal. Influences include, but are not limited to:

• Gifts, benefits and hospitality
• Past or present personal/social relationships
• Past or present associations with interested parties
• Family or private business interests
• Shareholding and interests in companies that DEMIRS regulates which includes:
  • mining, petroleum, geothermal and energy resources company (whether it operates in Western Australia or not);
  • any company that provides services to any mining, petroleum, geothermal or energy resources companies that operate in Western Australia;
  • companies which the department issues any form of licence, registration or approval to, or any company that has a worksite in Western Australia;
  • any company that is related to a company that falls within the above definitions (related body corporate); and
  • direct ownership (fully, in part or through a trust fund) in which the employee has a beneficial interest in, act as a trustee for, or engage via a self-managed superannuation fund.
• A spouse or partner trading shareholdings and interests
• Sitting on private or government boards and committees
• Secondary employment
• Affiliations with for-profit and not-for-profit organisations and associations

There are certain DEMIRS positions that have a higher risk for conflict of interest. If the position you are applying for has been identified as a position with a higher risk, this will be listed in the job description form. Positions of a higher risk, have the potential to acquire information or be part of decisions that are sensitive and/or confidential in relation to organisations that are regulated by the department. This information, not available in the public domain when used to buy/sell shares or interest is termed insider trading and is prohibited by law. Certain restrictions have been placed on those positions that are listed as:

• ‘Extremely high integrity required for conflicts of interest’ are not to hold any shares or interests in companies within the relevant industry they work, i.e. mining, building, real estate etc.
• ‘High integrity required for conflicts of interest’ are not to trade any shares or interests in companies within the relevant industry they work, i.e. mining, building, real estate etc.

Applicants for positions which fall into these two categories will be required to disclose to the department shares and interests which are held by spouse or partner that are aligned to the work industry of the position.

Contact

If you have any further questions, contact the Recruitment and Engagement team.