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Position description template

You can use this template to help you write a position description for bicultural workers.

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Check if your organisation already has a position description template you can use. If not, you can use this template as a guide.

If you upload documents online, make sure you've made your content accessible and use inclusive language.

About the position

  • position title
  • VPS classification
  • salary range
  • standard work hours (if possible, opt to specify that flexible work hours are available)
  • work location (if possible, opt to specify that work location can be negotiated)
  • tenure (ongoing, fixed term, casual).

Who to contact about this position

  • contact name
  • contact phone
  • contact email address
  • link to the National Relay Service on 13 36 77 for people who are deaf and hard of hearing
  • link to your online chat facility if available.

The contact person is usually the manager of the potential employee or someone from the people and culture team.

They’ll need to be able to answer questions about:

  • the position
  • the recruitment process
  • the selection process
  • workplace adjustments.

About the organisation

Write a short summary about your organisation's:

  • purpose
  • objectives
  • values.

Include a statement about our shared public sector values. For example:

'We all follow the Code of Conduct and live the public sector values.'

About the workplace

Describe what the physical workplace is like and list any available adjustments.

For example, do employees work in an open shared space or do employees get their own offices?

Where you’ll work in the organisation

Write a short description of the group, division, or branch the person will work in. You can include:

  • an accessible chart or visual of your organisation’s structure. This can help people who process information visually.
  • key branch priorities
  • key stakeholders that you regularly interact with.

About the role

Explain how the role will help your team and organisation achieve its goals.

Key responsibilities

List the core duties and responsibilities of the role including the:

  • specific tasks
  • projects
  • initiatives.

Key selection criteria

Key selection criteria (KSC) are a set of standards or requirements you can use to evaluate and pick a bicultural worker for a job.

The Victorian Public Service (VPS) Capability Framework defines the capabilities the VPS workforce requires to achieve our objectives now and into the future.

You can use it to help you write your KSC but be mindful when you use it for bicultural worker roles.

Some bicultural workers experience employment barriers that stop them from applying for or getting a job.

So don't ask for KSC that could be discriminatory or exclude anyone suitable from applying. For example, don't ask for a level of education that’s not required to do the job well.

Each KSC should focus on one thing and be measurable. Be clear about what the bicultural worker must have versus what would be nice to have.

You can ask them to describe their:

  • qualifications and education
  • professional experience
  • lived experience
  • knowledge and skills
  • personal qualities and values
  • performance and past achievements.

Here are some examples of KSC for a bicultural worker:

  • Understands the community’s culture and can navigate cultural differences and sensitivities.
  • Has shared lived experience with the community and understands their culture, tradition, values and experiences.
  • Can speak English and another language commonly spoken in the community.
  • Can communicate well with people from diverse backgrounds.
  • Can advocate on behalf of the community and support them to use complex systems and services.
  • Has empathy, understands the community’s experiences and can build trust with them.
  • Can identify problems, navigate systems and find solutions for a community’s needs.
  • Can manage competing demands and organise work effectively.
  • Can adapt to changing circumstances and is open to learning new skills and ways of doing things.
  • Can work collaboratively with colleagues and stakeholders to achieve common goals and improve outcomes for the community.

Employee benefits

Promote the values, ethics and culture of your organisation.

List employee benefits like:

  • flexible work and working remotely
  • Myki discounts
  • gym membership
  • salary packaging and so on.

More information

Pre-employment screening

Include information about any pre-employment screening checks someone may have to do.

In some countries, pre-employment checks may not be required. In Australia, it’s standard practice.

Only ask for pre-employment checks that are mandatory.

Explain the reasons why you need to do pre-employment checks. If they understand they’ll feel more comfortable doing them.

Explain:

  • the process
  • how their information will be used
  • their rights and responsibilities.

Examples of pre-employment screening you can ask for:

  • criminal history
  • confirmation of experience and stated qualifications
  • Australian working rights
  • misconduct screening
  • reference checks
  • other checks relevant to the position.

Provide candidates with a link to the pre-employment screening policy so they can read more.

Diversity and Equal Employment Opportunity

Include a statement that shows your commitment to building a diverse, inclusive and equitable workplace. Include things like workplace adjustments or other support you can offer.

For example:

'We welcome people from all backgrounds to share their skills and experience with us. We want:

  • people from multicultural and multifaith backgrounds
  • Aboriginal and Torres Strait Islander peoples
  • people from the LGBTIQ community
  • people with disability.

If you are a person with disability and want to apply, we’ll help make the application and interview process easier for you. Please contact XXXX via email XXX or on XXXX.'

Occupational health and safety responsibilities

Include a statement about how your organisation meets its obligations under the Occupational Health and Safety Act 2004 (OH&S Act).

For example:

'We provide and maintain a safe working environment consistent with our obligations under the Occupational Health and Safety Act 2004 (OH&S Act).

This includes a requirement that all employees be fully vaccinated against COVID-19 unless an exception applies.

You’ll be asked to provide vaccination information or evidence of an exemption in the pre-employment stage. If you’re unable to provide this information, it may impact your employment to the department.'

In the context of OH&S policies, procedures, training, and instruction, as detailed in Section 25 of the OH&S Act, employees must

  • follow reasonable instruction
  • cooperate with their employer
  • at all times, take reasonable care for the safety of others in the workplace.

How to apply

Work out how you want people to apply for your position. Offer different application options so you can attract a more diverse range of candidates.

Clearly list what must be included in an application. This can include:

  • completed application form
  • resume
  • video resume
  • cover letter
  • responses to Key Selection Criteria (including maximum length).

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