There are some minimum eligibility requirements for roles in the ACT Public Service which apply to all positions. Additional eligibility criteria may apply to specific roles, and this will be stated in the job ad or position description. The ACT Government application form asks a range of questions about your work history so that minimum eligibility requirements can be assessed.
Citizenship status
To be eligible for employment you must hold a current Australian visa with work rights or be an Australian citizen or permanent resident.
A New Zealand citizen who resides in Australia and holds a Special Category temporary residence visa (SCV) under the Commonwealth Migration Act 1958 is treated as a permanent resident of Australia for the purpose of assessing that person's eligibility to be employed by the ACTPS but does not affect a person's residency status in relation to any other federal, state or territory law.
Former staff
Former ACTPS staff are restricted from re-entry to the service including if they:
- received a voluntary redundancy and the exclusion period has not yet expired;
- were retired due to forfeiture of office, abandonment of employment, as a result of misconduct or underperformance or annulment of appointment during probation; or
- were an Executive whose engagement was ended under certain circumstances.
Previous voluntary redundancy
If you received a redundancy benefit from an ACT Public Service Directorate you may not be eligible for employment without prior approval from both the ACT Public Service Commissioner of Public Administration and the respective Director-General, unless your redundancy period has expired or you exited as a result of the National Disability Insurance Scheme transition.
Misconduct allegations or investigations
Applicants are required to disclose any current or previously upheld allegations or investigations of misconduct in their application. Misconduct is defined in accordance with the Public Sector Management Act 1994 (PSM Act) and may include, but is not limited to:
- Breaches of the PSM Act, binding codes of conduct, or regulations issued under the Act;
- Improper conduct such as bullying, harassment, discrimination, or behaviour that could damage the reputation of the organisation;
- Unauthorised absences without valid justification;
- Criminal convictions or findings of guilt (including where no conviction is recorded), considering the nature and seriousness of the offence, the employee’s duties, and the interests of the ACT Public Service and/or the Directorate;
- Failure to notify the employer of criminal charges;
- Disregard for reasonable and lawful directions issued by the employer;
- Refusal to perform duties reasonably assigned;
- Making vexatious or knowingly false allegation against another employee; and
- Misuse of employment for personal gain and/or Improper use of official information.
Additional forms of misconduct may include:
- Conduct in breach of the Integrity Commission Act 2018, such as dishonest, unethical or corrupt behaviour, maladministration, malpractice, or actions posing a significant risk to public health, safety, or the environment;
- Wilful or deliberate behaviour inconsistent with the terms of the relevant employment contract or Enterprise Agreement;
- Failure to disclose actual or perceived conflicts of interest as outlined in the ACT Public Sector Code of Conduct.
Serious misconduct refers to behaviour so severe that it may be incompatible with continued employment in the ACT Public Service. This is defined under the Fair Work Regulations.
Applicants may also be asked to provide information regarding police records or reportable conduct, where relevant.
Police records, reportable conduct and criminal history
Applicants will be asked on the application form about any relevant police records, reportable conduct or criminal history. Spent convictions do not need to be disclosed, however successful applicants who are new to the ACT Public Service are required to complete a national criminal history check.
The ACT Reportable Conduct Scheme covers all ACT Government employees both in their professional and private lives. The scheme is an employment-based child protection measure designed to ensure that allegations of abuse and certain criminal convictions are identified, reported and acted on appropriately. Under the scheme, certain organisations that provide services for children, as well as all ACT Public Service Directorates, need to notify the ACT Ombudsman of allegations that an employee has engaged in conduct that results in ill treatment, neglect or psychological harm to a child, misconduct of a sexual nature, or the employee has committed criminal offences involving a child. Employees in the scheme include volunteers and other persons engaged to provide services to children.
The ACT Public Service has a risk management approach to the employment of people who are ex-detainees, parolees or others with serious or extensive criminal histories. Applications from people who had such life experiences will not be automatically dismissed. However the ACT Public Service has a responsibility to ensure that all people it employs are capable of complying with the values and the Code of Conduct to maintain the trust of the Government and the community. Such appointments can only be made if the Head of Service is satisfied on reasonable grounds that the person is suitable for appointment having regard to such matters.
Personal Security Vetting
Security vetting is conducted for some positions to ensure personnel are eligible and suitable to access sensitive government information, systems and resources. Security vetting of an individual establishes confidence that they possess an appropriate level of integrity, a sound and stable character, and they are not unduly vulnerable to influence or coercion.
The security vetting process results in a determination of the clearance subject’s eligibility and suitability to hold a security clearance.
Security clearance vetting is undertaken through the Australian Government Security Vetting Agency (AGSVA) on behalf of the Territory. AGSVA clearances, which are nationally recognised and transferable include:
- Baseline – valid for up to 15 years
- Negative Vetting Level 1 (NV1) – valid for up to 10 years
- Negative Vetting Level 2 (NV2) – valid for up to 10 years
Further Information
For detailed guidance on personnel vetting and security clearance requirements, please refer to:
- ACTPS Security Clearance Policy (PDF)
- ACT Protective Security Framework (PDF)
- Australian Government Security Vetting Agency (AGSVA) MyClearance site
- Contact officer listed in the job advertised
Security Clearance Requirements
If a security clearance is required, this will be specified in the position description. If a position requires a clearance, applicants should consider the following:
- You do not need to already hold a clearance, or a clearance at the required level, to apply. However, you must be eligible and willing to undergo the vetting process if selected.
- Employment may be conditional on successfully obtaining the required clearance.
To be eligible for a security clearance, you must:
- Be an Australian citizen (in most cases).
- Have a checkable background, such as a verifiable history of employment, education, and residency.
In exceptional circumstances, a waiver may be considered for non-citizens where there is a critical business need. For some positions, it will be mandatory to be an Australian citizen.
Holding a clearance is an ongoing responsibility. Clearance holders must report changes in personal circumstances - such as overseas travel, relationships, financial status, or changes in citizenship - to AGSVA.
Current ACT Public Service employees who are promoted or temporarily assigned to a role requiring a higher level of clearance may be subject to reassessment, depending on the nature of the role and associated risks.