OFFICE CIRCULAR NO: 23/13
APPLICATIONS FOR VACANCIES AT THE VISA OFFICER A (VOA) LEVEL
The Immigration Section of the Australian High Commission, New Delhi is seeking suitably qualified people to submit applications for expected vacancies at the VOA level arising in the next 12 months. A job description for the position is attached. Selection will be made strictly on the merit principle.
NOTE FOR ALL APPLICANTS
• Applications must be typed. Handwritten applications will not be accepted.
• Applicants must submit the following documents:
(1) a completed Registration and Personal Particulars Form; and
(2) a written statement addressing each of the selection criteria for the position/s applied for. Applications not meeting these criteria will not be considered.
• Conform to word limits where specified.
• Provide examples of relevant work experience where specified.
• The application process involves questions about your current and past personal and family relationships and living circumstances. It is in your own interest to be honest and accurate in disclosing details about yourself. If you feel uncomfortable about disclosing this information, you should reconsider your application.
• Late applications will not be considered
HOW TO APPLY
Applications addressing the selection criteria should be forwarded by email to:
[email protected]
OR
The Human Resources Section of the Australian High Commission,
1/50G Shantipath, Chanakyapuri, New Delhi 110021, by
12 noon Wednesday, 13 November 2013.
Please note there is no age restriction for applicants who wish to apply for this position.
All prospective applicants should also take the time to familiarise themselves with the Australian High Commission’s Code of Conduct.
JOB DESCRIPTION - VISA OFFICER A
Visa Officers A (VOA) are senior locally engaged assessing and/or decision-making officers within the Immigration Section. They may be placed in a visa or citizenship processing team or within the New Delhi Integrity Section (NDIS), undertaking verification checks or assisting with investigations. VOAs work under the direct supervision of a Team Leader and may be expected to assist in the operational management of their team. VOAs also provide guidance and mentoring to junior officers. VOAs are also expected to demonstrate a very high level of flexibility and knowledge of various areas of visa processing and be willing to assist in other teams, often with little notice, for short to medium periods of time.
Under the direction of a Team Leader, Visa Officers A may perform the following duties:
• managing/assessing visa caseloads and/or referrals for integrity checking, prioritising cases for interview and assessment, carrying out integrity interviews and undertaking investigations for integrity checking;
• preparing reports, case-notes, interview notes, correspondence and other material in relation to visa matters;
• dealing with client queries by phone, email and in person;
• maintaining accurate files, electronic and other records;
• providing translation and interpretation of community languages as required; and
• willingness to travel and represent the Immigration Section to clients, agents and other stakeholders as required.
The commencing salary for Visa Officer A will be INR 55,326 per month in the range INR 55,326 to INR 65,429.
SELECTION CRITERIA - VISA OFFICER A
Criterion 1
Give an example of a time when you have had to bring together information from various sources in order to increase your understanding of an issue and give accurate advice to a client or stakeholder.
In your answer, please ensure you address the following:
• What was the situation? What role were you performing?
• Who was the client you were giving advice to?
• What was the issue you trying to understand?
• What sources of information did you need to use and how did you bring the information together?
• How successful were you in providing the client with accurate information?
(Maximum 300 words)
Criterion 2
Describe a situation in which you have helped others to respond effectively to a change in work practices, work demands or the work environment.
In your answer please address the following:
• What was your role? What was the nature of the change in your work area?
• What was the impact of the changes on the other people in your work area?
• What did you do to help others to respond t the change?
• How did the other people respond to what you did? What was the effect of your actions or approach?
(Maximum 300 words)
Criterion 3
Describe a situation where you have been responsible for the development of other staff members. Explain how you have ensured that team members had the opportunity and resources to improve and develop in a busy client service environment.
In your answer, please ensure you address the following:
• What was the situation and what was your role?
• What did you do to help team members improve and develop?
• How did you ensure that client service was kept at a high level?
• How did staff respond to what you did?
(Maximum 300 words)
Criterion 4
Describe a situation in which you drew upon skills or knowledge obtained through training or experience and applied them to a new setting
In your answer please address the following:
• What was the situation? What role you were performing?
• What training or experience were you drawing upon?
• How did you apply your skills or knowledge to the new setting?
• What was the outcome? What impact did your actions have on your capacity to perform at work?
(Maximum 300 words)
CODE OF CONDUCT FOR LOCALLY ENGAGED STAFF
INTRODUCTION
The key underlying principles of conduct for locally engaged staff employed at the Australian High Commission, New Delhi are:
1. To act in accordance with the local law and applicable Australian law;
2. To deal equitably, honestly and in a professional manner with both the public and colleagues;
3. To ensure there is no real or apparent conflict of interest; and
4. To ensure their professional or personal behaviour does not bring the Australian High Commission or Australia into disrepute.
LES must at all times behave in a way that upholds the integrity and good reputation of the High Commission.
• Personal behaviour should be appropriate
• Dress and appearance should be in accordance with standards appropriate to an employee's duties
• LES should not be under the influence of alcohol, drugs or other prohibited or performance impairing substances in the work place
• The High Commission is a smoke-free work environment
LES must behave honestly and with integrity in the course of his/her employment with the High Commission.
LES should not use their official position to improperly influence or try to influence colleagues or members of the public by giving them gifts or by entering into financial or other arrangements with them.
LES must act with care and diligence in the course of their employment with the High Commission.
In the course of their duties LES are required to:
• be fair and impartial;
• give others likely to be affected by a decision an opportunity to have their case considered promptly;
• explain the reasons for action/decisions;
• at all times act according to local law and applicable Australian law.
LES, when acting in the course of their employment with the High Commission, must treat members of the public and colleagues with respect and courtesy, and without coercion or harassment of any kind.
LES are required to:
• treat members of the public and colleagues equitably, regardless of their sex, marital status, ethnicity, age sexual orientation, disability or religious beliefs or any other similar ground;
• be professional and courteous;
• provide reasonable assistance to the public and to help them understand their entitlements and their obligations;
• deal with the public and colleagues in an equitable and fair manner.
LES must comply with any lawful and reasonable direction given by a person in the High Commission who has the authority to give the direction. LES are at all times subject to the authority of the High Commissioner/Consul General and the officer in charge of the section in which they are employed.
The relevant A-based or locally engaged staff supervisor has the primary responsibility for ensuring that the required standards of conduct and work performance are met and maintained by LES.
The LES must maintain appropriate confidentiality about information obtained during the course of their employment at the mission.
Official information must not be disclosed to any person unless an employee is authorised to do so in the course of his/her duties.
LES must not misuse information obtained in the course of his/her duties, including taking advantage of another person on the basis of information held about the person in official records.
LES must disclose, and take reasonable steps to avoid, any conflict of interest (real or apparent) in connection with his/her employment in the High Commission, including in relation to any outside employment and/or business activities.
LES must seek the permission of the High Commissioner or Consul General before engaging in outside employment.
The High Commissioner/Consul General may not grant permission to engage in outside employment that is incompatible with the employee's duties on behalf of the High Commission.
LES who have interests, financial or otherwise, including in respect of family and friends that could conflict with the proper performance of their duties must disclose this interest to their supervisor and take whatever action is necessary to avoid that conflict.
LES must use resources in a proper manner and avoid waste or extravagance. LES must be scrupulous in the use of official money, human and other resources.
LES have a responsibility to care for and maintain High Commission property. The property of the High Commission is to be used for official purposes only and is to be used efficiently and effectively.
LES must not, in the course of their employment in the High Commission, provide false or misleading information in response to a request for information that is made for official purposes.
An employee is expected to:
• exercise reasonable care in giving written or oral information or advice; and
• take reasonable steps to ensure that the information provided is accurate.
Where there are doubts about the reliability of information this should be checked with a supervisor. Where the information being given is of an interim or conditional nature, this should be made clear.
An employee must not make improper use of inside information or the employee's duties, status, power or authority in order to gain, or seek to gain, a benefit or advantage for the employee, or for any other person, including the acceptance of gifts, sponsored travel, hospitality, accommodation, hire car costs and entertainment.
These restrictions also apply to the families of LES, where the gift or benefit is a direct result of the official duties of the employee.
Gifts or benefits generally should not be accepted. In cases where not accepting would cause offence to an extent that could adversely affect Australia's interests, a gift or benefit can only be accepted with the written approval of the High Commissioner or Consul General.
If in doubt about whether or not to accept a gift the matter should be discussed with the employee's A-based supervisor.
A bribe is a gift given or offers made with the intention of influencing an employee to take or not to take a specific action. The acceptance of a bribe will result in disciplinary action being taken against the employee.
Money must never be accepted as a gift.