The Department of Mines, Industry Regulation and Safety aims to ensure our recruitment practices and processes are professional, fair, simple and timely.

The notes below are provided to assist you in preparing your application, which will help our selection panels assess your application. To apply for a position, you need to complete the online application form, provide a detailed curriculum vitae including the names and contact details of two referees, and include a brief covering letter (maximum two pages).

Please ensure you refer to the job advertisement for details on what other information is needed to complete your application.

How do I get more information?

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

You must be an Australian citizen, permanent resident or hold an appropriate work visa to apply for employment.  You will be required to provide evidence of your eligibility further in the process.

What you need to submit?

We ask you to submit the documents listed below.

Application forms

We prefer to receive applications online. The online form is provided at the start of the application process.

Covering letter and detailed CV

Applicants are required to attach, in either MS Word or PDF formats, the following:

• a brief covering letter (maximum of two pages)
• a detailed CV.

The detailed CV needs to show your duties and achievements from previous and current roles, and provide information on the job requirements and capabilities listed in the job advertisement. The selection panel will assess your CV in relation to these listed job requirements and capabilities.

Further in the selection process, the panel will assess your suitability for the position against a broader range of job requirements and capabilities, and these are outlined in the Job Description Form (JDF). You can access the JDF via a link in the job advertisement.

Please ensure that you are clear in your covering letter about which position you are applying for.

Referees and references

Please nominate the names and contact details of at least two work-related referees in your CV. Also ensure they are current, available and able to comment on your work experience or study outcomes. We recommend you contact your referees prior to applying. If you have concerns regarding advising your current employer of your application, please notify us. Applicants are advised that the selection panel can seek non-nominated referees; however, you will be advised prior to contact.

Other documents

For some positions, we will require you to submit other documents such as copies of your qualifications, residency status and your valid driver's licence. These will usually be required at the interview stage and DMIRS will ask to sight the originals. If you do submit supporting documents with your application, it is recommended that only copies of documents be enclosed with your application to avoid loss or damage.

Declarations

In your online application, you are required to address 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

We prefer to receive applications online. Alternatively, you can send your application by post or personal delivery to the designated address in the job advertisement, or to:

Confidential Advertised Vacancy
General Manager, Human Resources
Department of Mines, Industry Regulation and Safety
100 Plain Street
East Perth WA 6004

All applications must be received by the closing time and date specified in the advertisement. We do not accept late applications.

What happens next? Corporate Governance – integrity and conflict of interest

On appointment you will be required to adhere to our corporate governance and integrity and conflict of interest policies, as follows:

• act with integrity in the performance of official duties and to be scrupulous in the use of official information and facilities
• exercise proper courtesy, consideration and sensitivity in your dealings with members of the public, clients and employees
• comply 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

There are certain DMIRS 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 advertisement and job description form. As a pre-employment requirement, applicants may be asked to complete a declaration of conflict of interest.

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.

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.

Conflicts of interest may involve personal, financial or political interests and may be perceived, potential or actual. Conflict situations may result from the holding of shares, business interests, secondary employment, family relationships, private affiliations, sponsorship and the receipt of gifts and benefits. A conflict of interest can arise from your own personal interests, as well as extend to interests held by friends and family members, but it is not limited to:

• holding shares or interests, for example:
  • any holdings held by an alternate person or in trust for your benefit
  • where you have effective ownership (including beneficial ownership) or control over shares, securities or a partnership or some other business entity through family trusts
  • self-managed superannuation fund (where a separate fund manager manages your superannuation, declaration is not required)
• family or private business interests
• affiliations with for profit and not-for-profit organisations and associations
• administration of government grants
• other external paid employment.

Declaration of potential conflict of interest

Openly declaring the nature of any private interests (both pecuniary and non-pecuniary)**, which may give rise to a conflict of interest, ensures actions are impartial in deed and appearance.

*Pecuniary interests involve an actual or potential financial gain or loss. Money does not need to change hands for an interest to be pecuniary. People have a pecuniary interest if they (or a relative or close associate) own property, hold shares, have a position in a company bidding for government work, or receive benefits (such as concessions, discounts, gifts or hospitality) from a particular source.

*Non-pecuniary interests do not have a financial component. They may arise from personal or family relationships and include any tendency towards favour or prejudice resulting from friendship, animosity, or other personal involvement with another person or group.

Failure to declare a conflict of interest is taken very seriously by the department. Depending upon the severity of the breach, disciplinary sanctions for non-disclosure include a warning and/or counselling, disciplinary procedures available under the various awards and agreements and reporting of actions to the police, which may result in criminal charges. Consequences of non-disclosure also include retrospective cancellation of affected decisions.

Should you be offered a position and have not been asked to complete a declaration conflict of interest form please notify us if you believe that your personal interests may represent a potential conflict of interest.

**Source: Corruption and Crime Commission; Crime and Misconduct Commission; Independent Commission on Corruption.

*Source: Integrity Coordinating Group

The selection process

After applications have closed, the selection panel assess applications and shortlist the most competitive applicants. Every effort is made to ensure this process happens as quickly as possible. To check on the progress of the process, please telephone the contact person in the advertisement.

The Panel will use a variety of methods to assess your suitability for the role. This usually involves an interview and may include:

• feedback from your referees
• case scenarios or role plays
• examples of previous work
• a presentation
• work and skills based exercises.

You will be advised of the methods that will be used prior to interview.

Clearances

All positions require a National Police clearance before commencing employment. For certain positions, the selection process may also include a pre-employment medical check, pre-employment conflict of interest declaration and/or a psychological assessment. If one of these methods is included as part of the selection process, this will be clearly stated in the job advertisement.

The department will organise for these checks to be completed if required.

Outcomes

Following the above process, a decision will be made and the most suitable applicant offered the position.

Unsuccessful applicants will be notified by email and be provided with the opportunity to receive feedback on their application.

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.

Contact

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