Thank you for your interest in applying for a position with Wodonga Council. We have outlined some helpful information below to assist you with your application.
Please note: If you are having trouble applying for a vacant position with Wodonga Council, please email your full application to email@example.com.
To view current vacancies, click here
Our recruitment process may vary slightly according to the role and will generally involve:
If you have any questions about our recruitment process, please email our people and workplace team at firstname.lastname@example.org
Each application will be assessed on merit and your success in obtaining an interview is based on how well you meet the position's key selection criteria as listed in the position description. The key selection criteria are a list of qualities, knowledge and skills needed to be successful in the position. When applying for a position with us, you will be asked to attach a statement on how you meet the key selection criteria, providing evidence that clearly demonstrates what you have achieved in relation to the position.
Submission of applications
Applications must be lodged by the advertised closing date and time. Late applications will not be considered.
Please note: Online applications are preferred.
When submitting your application, you will need to include:
The Wodonga Library offers services to assist you with submitting your application online if you do not have easy access to the internet or a computer.
Opening hours of the Wodonga Library are as follows:
Mondays, Tuesdays, Wednesdays and Fridays: 9.30am to 6pm
Thursdays: 9.30am to 8pm
Saturdays: 9.30am to 12.30pm
All positions with us require a police check. Our people and workplace team will facilitate this check once you reach the final stages of the recruitment process. You will not be required to produce a police check until you are requested to do so. A disclosable police record or court outcome will not automatically exclude an individual from a role. Details surrounding the offence and relevance to the role will be taken into consideration.
Other background checks
Due to the nature of some positions, the preferred applicant may be required to undergo a Working with Children Check, psychometric testing and/or other background checks relevant to the position.
Pre-employment functional assessment
Preferred applicants for some positions may be referred for a pre-employment functional (physical) assessment where they will be assessed against the inherent physical job demands which are clearly outlined in the position description. The assessment is required to ensure that the applicants have the physical capacity to safely undertake the inherent physical demands of the position.
Minimum employment period
Under the Fair Work Act 2009 all new employees are subject to a six-month minimum employment (probationary) period. During this period, your supervisor will monitor your performance in the role as well as your overall fit with the council. Your supervisor will confirm if your employment is to continue beyond the six-month minimum employment (probationary) period.
Wodonga Council is an equal opportunity employer.
Last updated: 09-03-2017
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