The role
Non-ongoing or temporary opportunities may be offered on a full-time, part-time or intermittent/irregular basis, depending on business requirements. The register may be used to fill positions at the APS1 to APS6 classifications or Executive Level 1 to Executive Level 2 classifications.
Please note: this is a register of interest only. This application process does not guarantee that an offer of employment will be made while your application remains on the register. You will only be contacted regarding your application if a vacancy arises that matches your skills and experience. This register will remain open until 31 December 2026. If you wish to remain on our register after this date, you will need to re-apply. You can update or withdraw your application throughout the period by logging into the eRecruitment system.
Job description
The Temporary Employment Register is open for candidates to register a general expression of interest (EOI). This register is for Sport Integrity Australia to seek, attract, develop and retain a diverse, enthusiastic and high-performing workforce for temporary roles in the organisation. To help us in achieving this, we will maintain a register of interested applicants for use by managers to fill temporary (non-ongoing) roles up to a maximum period of 18 months.
Eligibility requirements
Under section 22(8) of the Public Service Act 1999, employees must be Australian citizens to be employed in the Australian Public Service (APS).
All applicants offered employment will be required to successfully undergo a pre-engagement screening check, even if they have a security clearance. The screening check involves reviewing your background & personal circumstances to minimise risks in giving access to Sport Integrity Australia information/resources. This screening check is conducted in accordance with the Australian Government Protective Security Policy Framework requirements.
Use of AI in Recruitment
Sport Integrity Australia may use Microsoft Copilot to support limited administrative aspects of the recruitment process. Artificial Intelligence is not used to assess or select candidates, and all decisions are human-led and based on merit.
Candidates must ensure their application reflects their own skills, experience and abilities. Any use of AI must be responsible, transparent where required, and must not misrepresent their suitability for the role.
Candidates will be asked to disclose their use of AI when submitting an application and may also be asked to so at various stages throughout the recruitment process.
Applicants are encouraged to familiarise themselves with the Principles for us of AI in recruitment as well as the Principles for agency use of AI in recruitment which outline expectations for the responsible, ethical and transparent use of AI when applying for APS roles.