Verbal offer
We will complete our interviews and any pre-screening, and review your application against the key selection criteria. The hiring manager then decides which candidate will be offered the position(s) in collaboration with the hiring panel. We will make a verbal offer “subject to” satisfactory employment checks. These checks include police check, working with children, immunisation compliance, and work visa.
Formal offer and pre-employment checks
We will then issue the successful applicant an offer of employment. We will also ask them to undergo a pre-employment national police check, which they need to pass. Candidates should then accept their offer and complete the remaining pre-start documentation via our on-boarding portal. Your manager will contact you to confirm your commencement information and develop an induction plan.
Police checks
All our staff must undergo a police record check before commencement. Any offer of employment is subject to a satisfactory police check. We treat police certificates as confidential.
Immunisations
Department of Health Guidelines for Immunisation of Health Care Workers apply. These guidelines mean that all staff must prove immunity to specific preventable diseases.
All staff must have immunisations following their position's category requirements. This protects the health and safety of our community.
The nature of the role being undertaken will be key. This role will decide which immunisation category (A, B, C) applies. The role will also decide the immunisations the individual needs. You must supply evidence of immunisation and/or serology. Such evidence will confirm you are free from risk. We include this as part of the on-boarding process, and it is a condition of an employment offer.
Find out more information on health care worker immunisation
All Health Care workers need a COVID vaccination. This is a directive of the Victorian Government. Successful candidates will have to supply evidence of vaccination against COVID-19.
Only the following are acceptable evidence of vaccination:
Working with Children Checks
You may be working in an area set up to care for children. You may also have regular, direct, and unsupervised contact with children. In such cases you will need to hold and keep a Working with Children Check (WWCC). Employees must already have a WWCC before starting employment with us, and must ensure they continue to keep a current WWCC at their own expense. If you are unsure about whether you need a WWCC, contact the hiring manager for the job advertised.
Working with Children Checks remain current for five (5) years. You can use a single employee permit for more than one employer.
Find out more about Working with Children Checks.
Outcome of Application
We will let you know of the outcome of your application via email or phone. You can request feedback on your application if you are unsuccessful.
We welcome and encourage you to sign up for our job alerts if you are unsuccessful. You can then apply for any future vacancies that may arise.