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Information for Applicants

Eligibility Requirements

Australian Citizenship

Generally, to be eligible for employment with the Australian Commission for Law Enforcement Integrity (ACLEI) you must be an Australian citizen. In exceptional circumstances ACLEI may make individual vacancies open to non-Australian citizens. This will be clearly indicated in the advertising material for the position.

Prior Receipt of Redundancy Benefit

If you have received a redundancy benefit from an Australian Public Service (APS) agency and will still be within the redundancy benefit period at the proposed date of engagement, ACLEI cannot offer you employment without prior approval from both the APS Commissioner and the Integrity Commissioner.

Security Assessment

All ACLEI positions are ‘Designated Security Assessment Positions’ (DSAPs). If you are selected for an ACLEI position you will be required to undergo and be granted a security clearance. If a clearance is not granted your employment in the role will not commence or, if already commenced, may be terminated.

Academic/Professional Qualifications

Any claims you make with regard to academic and/or professional qualifications must be capable of being verified with the relevant institution. False claims could lead to an offer of employment being rescinded or disciplinary action, including termination of employment.

Preparing your application

Advertised vacancies often attract a number of very good quality candidates so it is in your best interest to prepare an application that will demonstrate to the Selection Committee that you are able to satisfy the requirements of the role. With this in mind, it is a good idea to obtain as much information as possible about the duties and responsibilities of the role, work environment at ACLEI by reading the information provided in the selection documentation, speaking with the nominated Contact Officer and accessing information available on our website at www.aclei.gov.au . This preparation will enable you to be specific about how your skills and experience are relevant to the duties and responsibilities of the role.

Your statement addressing the selection criteria is the most important part of your application and is the basis for which a Selection Committee shortlists applicants for further consideration. Your statement of claims to the position needs to explain to the Selection Committee exactly why you are the right person for the job, including skills, experience, behaviour and personal qualities that you would bring to the position.

Using specific examples of work you have done and describing how you have contributed to a process or an outcome, may be useful in demonstrating your skills and abilities to the Selection Committee. It is important that your statement be comprehensive but succinct, and should be limited to no more than 200 words on average for each criterion.

Your application must include:

  • Completed Application Form including contact details for two referees
  • Statement of claims against the Selection Criteria
  • Personal Resume

The Selection Committee may seek detailed written or oral comments from referees. Please indicate clearly if you do not wish your referees to be contacted prior to shortlisting.

In some cases interviews may not be held if the preferred candidate is readily identifiable from application and referee reports alone. For this reason it is particularly important that your application directly addresses the criteria in the context of the advertised position.

If all required documentation is not submitted, your application may not be considered.

Lodging your application

Your application, sent by email to recruitment [at] aclei.gov.au as a single pdf attachment, must be received by no later than midnight on the advertised closing date.

If you are applying for an SES position, the email is to be sent to sesrecruitment [at] aclei.gov.au using the same parameters as above.

ACLEI is committed to Workplace Diversity and aims to create an environment that values and utilises the contribution of its people from different backgrounds, experiences and perspectives.

On submission of your application you will receive an automated acknowledgement of receipt. If you fail to receive this acknowledgement please contact ACLEI as soon as possible, via different means, to ensure your application is received by the deadline.

The selection process

Selection for all employment opportunities in ACLEI is based on merit. We may use streamlined selection processes and a mix of assessment methods, which may or may not involve an interview.

You should read the selection documentation and structure your application around the selection criteria for the position.

We will read each application and assess applicants against the selection criteria.


Only short listed applicants will be contacted about the next phase of the selection process. Those applicants who do not proceed to the next phase of the selection process may not be offered feedback until after the selection process has been finalised.

Notice of possible disclosure

Information you provide to ACLEI as part of this selection process is collected for the purpose of selecting a person to fill the advertised vacancy. ACLEI may disclose any information concerning your claims to the job and the assessment of those claims (including your application and referee reports) to other persons inside or outside ACLEI.

Pre-employment integrity checks

An APS employee may be in breach of the APS Code of Conduct if, before engagement, he or she provides false or misleading information, or fails to provide relevant information in connection with the engagement.

ACLEI may also conduct a number of pre-employment checks/enquiries and any offer of employment will be conditional upon the results of the checks/enquiries being satisfactory. ACLEI will also require you to substantiate your identity through the production of original documents (the 100 point check).

Accordingly, you should have the following documents in readiness, in the event you reach the final stage in the process which will require you to consent to a pre-employment check:

  • full birth certificate (extracts of birth certificates are not acceptable)
  • documentation proving Australian Citizenship (if not Australian by birth)
  • marriage certificate (if associated with name change)
  • decree nisi/decree absolute (if associated with name change)
  • deed poll certificate (name change)
  • tertiary educational qualifications (if applicable)
  • evidence of professional memberships (if applicable)
  • other original documentation that may be required to establish identity

 To establish that a person is an Australian citizen you will need to provide a certified copy of one of the following groups of documents:

  • Full Australian birth certificate (if born before 20 August 1986) plus photo ID,
  • Full Australian birth certificate (if born on or after 20 August 1986) and evidence that at least one parent was an Australian citizen or permanent resident at the time of the child’s birth plus photo ID,
  • Australian citizenship certificate plus photo ID, or
  • Australian passport issued on or after 22 November 1984.

If you are offered a job, you should not take any steps to terminate your current employment, until you know you have satisfied these conditions.

Declaration of private interests

All ACLEI staff members are required to disclose their own private interests, and, where appropriate, those of their immediate family to the extent to which they are aware that those interests could have a bearing on the staff member’s role in ACLEI.

The purpose of the declaration is to ensure that the Integrity Commissioner is aware of any private interests or relationships of ACLEI employees which could or could be perceived to influence the decisions employees may make or the advice they may give. These could include personal interests and relationships that might involve a real or potential conflict of interest in terms of the employee’s responsibilities as well as personal circumstances and relationships that could or could be perceived to compromise the employee’s integrity. You will need to disclose, for example, any associations with staff of agencies within ACLEI’s jurisdiction.

Security questionnaire

To assist ACLEI to establish your suitability for employment in the agency, you will be required to complete a security questionnaire as part of ACLEI’s Employment Screening Process. You will also need to provide a security assessment from a previous supervisor.

It is very important that you provide accurate and truthful information at all stages in the employment screening and security clearance assessment processes. You should note that, first and foremost, this assessment is about you and that, as part of the security assessment process, your honesty, integrity and trustworthiness is being evaluated. Therefore, should you have any doubts about the intent or purpose of a question, should you have difficulty in interpreting a question or should you feel uncertain about how best to respond to a question listed on this form, you are strongly encouraged to contact the Agency Security Adviser to seek assistance and clarification. You are cautioned that the omission of relevant information and/or the provision of false and misleading information at any stage of the security assessment process, whether due to intent, carelessness or reckless disregard on your part, may raise doubts about your suitability, may result in the denial or withdrawal of a security clearance, and may result in termination of your employment with ACLEI. You cannot maintain employment at ACLEI if your security clearance is withdrawn or denied.

Psychological Test

As part of pre-employment screeening you will be required to undertake a psychological assessment questionnaire. This will be undertaken in ACLEI premises. The information provided by you will be kept strictly confidential and your information will only be available to ACLEI's psychologist who will prepare an assessment of your suitability for ACLEI employment.

By applying for the advertised position you are agreeing to undertake the psychological test as part of any pre-employment screening.

Employment conditions

Employment in ACLEI is governed by the Public Service Act 1999. For all employees up to and including the Executive Level 2 classification, specific ACLEI employment conditions are covered by the ACLEI Enterprise Agreement 2017-2020.

Salary rates

Your salary on engagement will be the minimum pay level for the applicable classification, unless you negotiate a higher salary point (normally within the prescribed range) based on your experience, qualifications, skills and immediate effectiveness.


A probation period may apply to your employment. This will be advised as part of any offer of employment.

Salary packaging

Pre-existing arrangements are not directly transferable to ACLEI, however they may be able to be re-established through ACLEI. New employees wishing to access salary packaging must enter into a salary packing agreement with ACLEI before starting the arrangement.

Relocation assistance

If you are engaged or transferred to a job in ACLEI and you need to relocate in order to take up employment, you do not have an automatic entitlement to relocation assistance. Please ensure you understand what relocation assistance may be available to you before you accept any offer of employment.