How to Apply to NSW Government

14 min read Last updated April 20, 2026 5 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • NSW Government is the largest single employer in the Southern Hemisphere with around 430,000 staff across 100+ agencies — start at iWorkforNSW.
  • The NSW Public Sector Capability Framework is the spine of every recruitment decision; learn the 16 core capabilities and their levels.
  • Resumes, cover letters, and Targeted Questions must use STAR-format examples that mirror Capability Framework wording at the specified level.
  • Interviews are structured panel interviews of 45-60 minutes anchored to Focus Capabilities; vague answers score down, specific personal examples score up.
  • Australian or New Zealand citizenship or Australian permanent residency is required for the vast majority of ongoing roles.
  • The Premier's August 2024 Circular requires a baseline of three days per week in the principal office for the public service.
  • The Public Service Commission, Premier's Department, and Treasury sit at the centre; clusters such as Health, Education, Transport, and Communities & Justice deliver frontline services.
  • Talent Pools are real — being unsuccessful for a specific role can still place you in a 12-18 month pool for similar roles across the cluster.
  • Pre-employment includes National Police Check, Working with Children Check (where relevant), qualification verification, and structured referee checks against the capabilities.
  • Public service roles offer secure tenure, generous leave, defined career progression through classification grades, and the chance to do work that visibly improves the lives of eight million New South Wales residents.

About NSW Government

The New South Wales Government is the largest single employer in the Southern Hemisphere, with a workforce of roughly 430,000 people spread across more than 100 agencies, departments, statutory bodies, and state-owned corporations. Headquartered in Sydney and operating across every corner of New South Wales — from Tweed Heads to Broken Hill — the NSW Government delivers services that touch the daily life of every resident: hospitals through NSW Health, schools through the Department of Education, frontline policing through NSW Police, the trains, buses, ferries, and roads run by Transport for NSW, and the consolidated citizen services counter run by Service NSW. Behind the public-facing agencies sit the central machinery clusters: the Premier's Department, the Cabinet Office, NSW Treasury, the Department of Communities and Justice, the Department of Planning, Housing and Infrastructure, and the Department of Customer Service, which together set the strategic direction, fiscal envelope, and digital backbone for the entire sector. Specialist agencies such as the Crown Solicitor's Office, the Audit Office of NSW, the Independent Commission Against Corruption, the NSW Electoral Commission, and the Public Service Commission itself round out a workforce that includes nurses, teachers, police officers, paramedics, train drivers, bus operators, planners, lawyers, economists, software engineers, data scientists, child protection caseworkers, environmental scientists, museum curators, prison officers, fisheries inspectors, and almost every other professional discipline imaginable. The Public Service Commission (PSC), established under the Government Sector Employment Act 2013, is the central authority that sets workforce standards, publishes the NSW Public Sector Capability Framework, oversees ethics and conduct, manages senior executive remuneration bands (SES Bands 1-4), and runs flagship programs such as the Graduate Program, the Aboriginal Career and Leadership Development Program, and the Disability Employment Strategy. Under Premier Chris Minns and the Labor government elected in March 2023, the sector's strategic priorities include rebuilding the housing pipeline (with the Housing Delivery Authority and ambitious supply targets), restoring frontline health capacity (a $13.8 billion health package across the forward estimates), expanding the cyber capability of Cyber Security NSW, implementing the NSW AI Strategy released in 2024, and bringing public servants back into the office for a baseline of three days per week per the Premier's August 2024 Circular. The sector is unionised, governed by enterprise awards, and famous for its structured, defensible, evidence-based approach to recruitment — every hiring decision must withstand merit-based scrutiny under the Government Sector Employment Act, which is why the application experience can feel more rigorous than the private sector. For candidates who put in the work to understand the Capability Framework and craft genuine STAR-format answers, NSW Government offers some of the most secure, purposeful, and well-supported careers available in Australia.

Application Process

  1. 1
    Step 1

    Step 1 — Find the role on iWorkforNSW. Every advertised NSW Government vacancy is published on https://iworkfor.nsw.gov.au, the central jobs portal built and maintained by the Department of Customer Service. You can filter by cluster (Health, Education, Transport, etc.), location, classification grade (Clerk Grades 1-12, school-based, nursing, police, SES), employment type (ongoing, temporary, casual, secondment), and Aboriginal or disability identified roles. Set up a saved search and email alert — NSW roles often close within 7 to 14 days of posting and there are no extensions.

  2. 2
    Step 2

    Step 2 — Read the Role Description (RD) cover to cover. The RD is the single most important document in any NSW application. It lists the classification grade and salary band, the cluster and agency, the primary purpose of the role, key accountabilities, key challenges, key relationships, and — critically — the Focus Capabilities and Complementary Capabilities drawn from the NSW Public Sector Capability Framework, each at a specified level (Foundational, Intermediate, Adept, Advanced, or Highly Advanced). Note also the Essential Requirements: usually Australian citizenship or permanent residency, Working with Children Check for roles involving minors, National Police Check, and any role-specific licences or registrations (AHPRA registration for clinicians, NSW Bar admission for legal counsel, security clearance for Treasury and Cabinet roles).

  3. 3
    Step 3

    Step 3 — Register or sign in to your iWorkforNSW candidate profile. The portal is custom-built (it is not Workday, SuccessFactors, or PageUp under the hood at the candidate-facing layer, although several agencies use those products internally for onboarding). You will create a single profile with personal details, work eligibility declarations, equity data (optional, for EEO and Aboriginal identification), and your default resume. Some agencies — notably NSW Health via eCredential and the Department of Education via the Teaching Service portal — funnel candidates back to specialist platforms once you click Apply.

  4. 4
    Step 4

    Step 4 — Upload a tailored resume and cover letter. Most NSW roles require a CV plus a cover letter of one to two pages addressing how your experience aligns with the role. A growing number of roles also require Targeted Questions (typically two questions of 300-400 words each) that probe specific Focus Capabilities. Read the advert carefully — if Targeted Questions are listed, your application will not progress without genuine, structured STAR responses to each one.

  5. 5
    Step 5

    Step 5 — Complete the application questions. Beyond the resume and cover letter, the portal asks structured questions: confirmation of citizenship or PR, willingness to undergo Working with Children and Police Checks, declaration of any conflicts of interest or political activity restrictions for SES roles, and equal employment opportunity self-identification (Aboriginal and Torres Strait Islander, disability, culturally and linguistically diverse, LGBTIQ+ — all optional but used to support targeted recruitment programs).

  6. 6
    Step 6

    Step 6 — Capability-based assessments. Depending on the role and grade, you may be asked to complete one or more pre-interview assessments: cognitive ability tests (numerical, verbal, abstract reasoning) commonly delivered through SHL, Revelian, or cut-e; work-sample exercises such as a written briefing note for policy roles, a SQL or Python task for data roles, or an in-tray simulation for executive roles; and personality or work-style questionnaires. The Graduate Program uses a multi-stage online assessment battery followed by a virtual assessment centre.

  7. 7
    Step 7

    Step 7 — The capability-based panel interview. This is the heart of NSW recruitment. Interviews are conducted by a panel of typically three people: the hiring manager, a subject-matter expert, and an independent panel member from another team or agency to safeguard merit. Panels ask behavioural questions anchored directly to the Focus Capabilities listed in the RD — for example, an Adept-level Communicate Effectively capability triggers questions like 'Tell us about a time you tailored a complex technical message for a non-technical audience.' Expect five to eight behavioural questions over 45-60 minutes, plus role-specific technical questions and a closing 'why this role, why now, why NSW' question.

  8. 8
    Step 8

    Step 8 — Optional second-stage assessment. For SES and senior specialist roles, expect a second stage: a presentation to the panel on a strategic topic provided 24-48 hours in advance, a stakeholder role-play, a deeper psychometric assessment, or a meeting with the Secretary or Deputy Secretary. Talent Pool roles (where the agency is recruiting against a generic role description for future vacancies) sometimes skip the second stage but require all candidates to consent to placement on a pool valid for 12-18 months.

  9. 9
    Step 9

    Step 9 — Reference checks and pre-employment screening. NSW conducts at least two referee checks, typically with your current and most recent supervisors. Referees are asked structured questions mirroring the Focus Capabilities — they are not casual chats. Pre-employment checks include a National Police Check, Working with Children Check (for relevant roles), verification of qualifications, right-to-work confirmation, and for senior roles a probity check covering bankruptcy, directorships, and political donations.

  10. 10
    Step 10

    Step 10 — Offer, onboarding, and probation. Successful candidates receive a written offer letter setting out the classification grade, salary point within the band (NSW does negotiate within bands but starting offers are usually at the bottom of the range and progression is by annual increment), superannuation (employer contribution above the SG minimum for many awards), leave entitlements (4 weeks annual, 15 days personal, generous parental leave), and probation period (usually six months for ongoing roles). Onboarding includes the mandatory Code of Ethics and Conduct training, cyber security awareness, work health and safety, and cluster-specific inductions.

Resume Tips for NSW Government

recommended

Mirror the Capability Framework language

Mirror the Capability Framework language. The NSW Public Sector Capability Framework defines 16 core capabilities across four groups (Personal Attributes, Relationships, Results, Business Enablers) plus People Management capabilities for supervisors. The exact wording — 'Display Resilience and Courage,' 'Communicate Effectively,' 'Think and Solve Problems,' 'Deliver Results,' 'Plan and Prioritise,' 'Demonstrate Accountability,' 'Finance,' 'Technology,' 'Procurement and Contract Management,' 'Project Management' — should appear naturally in your resume bullets. Panels and screeners are trained to scan for these terms at the level specified in the RD.

recommended

Quantify outcomes in dollars, citizens, hectares, and hours

Quantify outcomes in dollars, citizens, hectares, and hours. NSW agencies operate at scale and value candidates who think in scale. 'Reduced average call handling time by 22% across 14 Service NSW centres, returning 3,400 staff hours per week' lands far harder than 'improved efficiency.' For policy roles, quantify the population affected, the dollars committed, or the legislative milestones met.

recommended

Lead each role with the classification or equivalent

Lead each role with the classification or equivalent. If you held a Clerk Grade 9/10 role, name it. If you came from the private sector, translate: 'Senior Manager — equivalent to NSW Clerk Grade 11/12 / SES Band 1.' Panels often map external candidates onto the NSW grade structure, and giving them the equivalence saves them the work.

recommended

Highlight cross-cluster, cross-tier, and cross-jurisdiction experience

Highlight cross-cluster, cross-tier, and cross-jurisdiction experience. NSW values candidates who have worked across the Commonwealth, other states, local government, and the not-for-profit sector. Federation-of-jurisdictions experience is especially prized in Treasury, Health, Education, and Communities & Justice where intergovernmental agreements are routine.

recommended

Surface Aboriginal and Torres Strait Islander engagement experience

Surface Aboriginal and Torres Strait Islander engagement experience. The NSW Aboriginal Procurement Policy, Closing the Gap commitments, and the Aboriginal Affairs portfolio mean that demonstrated cultural capability — co-design with Aboriginal communities, language acknowledgment, partnership with NSW ALC or Local Aboriginal Land Councils — is a meaningful differentiator across most clusters, not just Aboriginal Affairs NSW.

recommended

Address the Essential Requirements explicitly

Address the Essential Requirements explicitly. If the role requires a current driver's licence, AHPRA registration, security clearance, or fluency in a community language, list it under a clear 'Eligibility' or 'Credentials' heading at the top of page one. Screeners triage applications fast and missing essentials is the most common reason for early rejection.

recommended

Two pages for Clerk Grades 1-7, three for Grades 8-12, four maximum for SES

Two pages for Clerk Grades 1-7, three for Grades 8-12, four maximum for SES. NSW expects concise resumes. Anything longer reads as inability to prioritise — itself a Capability Framework signal.

recommended

Use plain ATS-friendly formatting

Use plain ATS-friendly formatting. Even though iWorkforNSW is a custom portal rather than a heavyweight ATS like Workday, the application package is parsed and forwarded to panel members as PDFs. Stick to standard fonts (Arial, Calibri, Times New Roman, 11pt+), single-column layout, no images, no text boxes, no headers or footers containing critical information, and submit as PDF unless DOCX is explicitly requested.

recommended

Include a 'NSW Government context' line in your professional summary if you are

Include a 'NSW Government context' line in your professional summary if you are an internal mover. Naming your current cluster, role classification, and any major reform programs you contributed to (Future Transport 2056, the Premier's Priorities, the NSW Digital Restart Fund, the Net Zero Plan) signals fluency in the operating environment.

recommended

Demonstrate evidence of working in office and hybrid arrangements

Demonstrate evidence of working in office and hybrid arrangements. With Premier Minns' August 2024 Circular requiring a baseline of three days per week in the principal office, panels increasingly probe how candidates have managed hybrid teams, in-person collaboration, and the supervisory expectations that come with it. Surface this in your resume narrative.

ATS System: iWorkforNSW (custom portal, Department of Customer Service)

iWorkforNSW is the centralised, government-owned candidate portal at https://iworkfor.nsw.gov.au, built and maintained by the Department of Customer Service on behalf of the entire NSW public sector. Unlike most large employers, NSW does not run a single off-the-shelf ATS such as Workday, SuccessFactors, or PageUp at the candidate-facing layer; instead, it operates a bespoke web application that aggregates vacancies from every cluster and agency into one searchable register, normalises classification grades and capability requirements, captures applications, and routes them to the relevant agency back-office for shortlisting. Several agencies do use commercial recruitment systems internally for shortlisting, scheduling, and onboarding (PageUp is widely used inside NSW Health and several universities, ELMO is used by some stand-alone agencies, and SAP SuccessFactors handles employee lifecycle management for the core ServiceFirst-aligned departments), but candidates almost always start at iWorkforNSW. Because the platform is custom-built and human-curated, parsing failures are rare and the screening logic emphasises the structured fields (citizenship, essential requirements, capability declarations, Targeted Question responses) more than keyword density in the resume body.

  • Save your iWorkforNSW account credentials and complete every profile section, including the optional EEO data — it unlocks visibility into Aboriginal-identified and disability-confident roles.
  • Use the Targeted Questions field for genuine STAR-format answers; do not paste in your cover letter. The questions are scored independently and each capability is rated on the framework scale.
  • Upload a PDF rather than DOCX where allowed — formatting renders identically for every panel member and removes parsing variance.
  • Set saved-search alerts; NSW roles close fast and there are no extensions. The portal will not let you submit a late application even by one minute.
  • If a role redirects you to NSW Health eCredential, the Teaching Service portal, or NSW Police's recruit pipeline, complete that platform's profile separately — credentials do not sync across sub-portals.

Interview Culture

The NSW Government interview is unmistakable: a panel of three (occasionally four) sits across the table — or across a Microsoft Teams call — with printed copies of your application, the Role Description, and a structured question script anchored line-by-line to the Focus Capabilities. There is a chair (usually the hiring manager), a panel member from outside the immediate team, and a third member who is often a subject-matter expert or, for SES roles, an external panellist appointed to safeguard merit. The tone is courteous, professional, and deliberately measured. Panels open with a brief introduction of themselves and the process, confirm you have nothing to add to your application, and then move into the structured questioning. Expect five to eight behavioural questions, each opening with 'Tell us about a time when...' or 'Describe a situation where...' — these are direct probes against the Capability Framework levels in the RD, and panels are trained to ask follow-up clarifying questions ('What was your specific role?', 'What was the outcome?', 'What did you learn?') to extract STAR-format evidence. Vague generalities, hypotheticals, or first-person-plural answers ('we did this') are scored down; specific, recent, personal examples ('I led a team of six over four months and delivered X') are scored up. After the behavioural block, expect role-specific technical questions (case studies for policy roles, a code review or system design problem for technology roles, a clinical scenario for health roles) and a closing block giving you the chance to ask questions of the panel. Smart candidate questions surface knowledge of the Premier's Priorities, the cluster's current reform agenda, the NSW AI Strategy, the Cyber Security NSW posture, or the recent Audit Office report on the agency. For SES and senior specialist roles, a second stage is standard: a 10-15 minute presentation to the panel on a strategic challenge provided 24-48 hours in advance, sometimes followed by a stakeholder role-play and a meeting with the Secretary, Deputy Secretary, or relevant Coordinator-General. Across all roles, the cultural expectation is the same — show that you understand the values of integrity, trust, service, and accountability codified in the NSW Public Sector Code of Ethics and Conduct, that you can operate in a highly accountable environment where every decision must withstand parliamentary, audit, and ICAC scrutiny, and that you bring genuine motivation to public service rather than treating it as a fallback option. Decisions are documented in a Selection Report that records the panel's rating of each candidate against each capability — this report is auditable, contestable, and forms the basis of the merit decision under the Government Sector Employment Act.

What NSW Government Looks For

  • Genuine alignment with the NSW Public Sector Values: integrity, trust, service, and accountability — articulated with specific examples, not slogans.
  • Demonstrated capability at the level specified in the Role Description, evidenced through STAR-format examples that match the Capability Framework wording.
  • Australian working rights — the overwhelming majority of ongoing NSW roles require Australian or New Zealand citizenship or Australian permanent residency at time of application; some specialist roles (clinical, technology) sponsor 482 visas but this is the exception.
  • Cultural capability with Aboriginal and Torres Strait Islander communities, particularly co-design experience and understanding of Closing the Gap and the NSW Aboriginal Procurement Policy.
  • Willingness to work in the office at least three days per week per the Premier's August 2024 Circular, and ability to commute to the principal office (often Sydney CBD, Parramatta, or a regional centre).
  • Evidence of judgement under accountability — comfort operating in a parliamentary, audit, and ICAC-scrutinised environment where decisions are documented, contestable, and made on the public record.
  • Stakeholder fluency across the federation: Commonwealth, other states, local councils, NGOs, unions, peak bodies, and the private sector. NSW reform rarely happens within the four walls of a single agency.
  • Commitment to ongoing capability development — engagement with the NSW Public Sector Capability Framework, the PSC's leadership programs, and continuous improvement.
  • Diverse perspectives — NSW has formal Aboriginal Employment Strategy, Disability Employment Strategy, and Multicultural Policy targets, and identified roles are advertised explicitly. The sector is genuinely committed to representative recruitment.
  • Practical bias for delivery — the Minns Government's housing, health, and cost-of-living agendas demand candidates who can move from policy to implementation quickly, working with Treasury constraints and ministerial timelines.

Frequently Asked Questions

Do I need to be an Australian citizen to work for NSW Government?
For the overwhelming majority of ongoing (permanent) NSW Government roles, yes — you need to be an Australian or New Zealand citizen, or hold Australian permanent residency, at the time of application. The Government Sector Employment Act and individual agency policies effectively require ongoing employment to be open only to people with full and unrestricted working rights in Australia. Some temporary, contract, or specialist clinical and technology roles do sponsor 482 (TSS) or other employer-sponsored visas, but this is the exception rather than the rule and is always called out explicitly in the Role Description. SES roles, security-cleared positions in Treasury and the Cabinet Office, and frontline roles in NSW Police and Corrective Services have stricter citizenship requirements that exclude permanent residents.
What is the NSW Public Sector Capability Framework and how do I use it in my application?
The Capability Framework, maintained by the Public Service Commission, is the common language NSW uses to describe the knowledge, skills, and behaviours required to perform every role in the sector. It defines 16 core capabilities organised into four groups — Personal Attributes, Relationships, Results, and Business Enablers — plus an additional set of People Management capabilities for supervisors. Each capability is described at five levels: Foundational, Intermediate, Adept, Advanced, and Highly Advanced. Every Role Description lists Focus Capabilities (the most important) and Complementary Capabilities at specific levels. To use the framework: read the RD, identify the Focus Capabilities and their levels, look up the behavioural indicators for each level on the PSC website, and craft your resume bullets, cover letter paragraphs, and Targeted Question answers using STAR-format examples that demonstrate behaviours at exactly that level. Panels score every interview answer against these capabilities.
What are Targeted Questions and how should I answer them?
Targeted Questions are short-answer prompts (usually two questions of 300-400 words each) attached to the application form for many NSW roles. They probe specific Focus Capabilities and replace the longer Statement Addressing Selection Criteria that older NSW recruitment processes used. Answer each one in STAR format — Situation, Task, Action, Result — using a single, recent, specific personal example. Be explicit about the capability being tested ('This question asks about my ability to influence and negotiate. In June 2024, I led negotiations with...'), quantify the outcome, and stay inside the word limit. Generic answers, multiple shallow examples, or answers that drift across capabilities score poorly.
What does Clerk Grade or SES Band mean and how do they map to salary?
NSW classifies most non-frontline roles using the Clerk salary structure, which runs from Clerk Grade 1/2 (entry-level administrative) through to Clerk Grade 11/12 (senior specialist or director equivalent). Above Clerk Grade 12 sit the Senior Executive Service (SES) bands: Band 1 (executive director), Band 2 (deputy secretary), Band 3 (secretary), and Band 4 (head of a major cluster or central agency). Each grade has a salary band published annually by the PSC; for example, Clerk Grade 9/10 sits broadly in the $120-$140k range and SES Band 1 in the $230-$300k range, with bands updated each financial year. Frontline workforces have their own classification structures: nurses use the NSW Nurses and Midwives' Award, teachers use the Crown Employees (Teachers in Schools and Related Employees) Award, and police use the NSW Police Award.
What is a Talent Pool and is it worth being placed in one?
Yes — Talent Pools are one of the most underrated features of NSW recruitment. When a recruitment exercise is run against a generic role description, the panel can place multiple suitable candidates into a Talent Pool that remains valid for 12 to 18 months. During that window, hiring managers across the cluster (and sometimes across the sector) can fill similar vacancies directly from the pool without running a fresh competition. Many candidates who were unsuccessful for the specific advertised role are still placed in the pool and end up offered an equivalent role weeks or months later. Always tick the consent box for Talent Pool placement when offered.
How long does the NSW Government hiring process take from application to offer?
Plan for six to twelve weeks end-to-end. Advertising periods are typically 7-14 days. Shortlisting takes one to three weeks depending on volume. Capability assessments and the panel interview are usually scheduled within two to four weeks of shortlisting. Reference checks, pre-employment screening (National Police Check, Working with Children Check, qualification verification), and the formal merit-based selection report add another two to four weeks. SES and security-cleared roles can take three to six months. The process is slower than the private sector but more transparent — candidates are entitled to feedback and can request the Selection Report's reasoning.
What is the return-to-office expectation in 2026?
Premier Chris Minns issued a Circular in August 2024 (M2024-04) requiring a baseline of three days per week in the principal office for NSW public servants, with flexibility arrangements requiring documented business justification and supervisor approval. As of 2026 this remains the operating model: most clusters expect three days in office, some (notably Treasury, Premier's Department, and ministerial offices) expect four or five, and some specialist or regional roles maintain higher flexibility. Hiring panels regularly probe candidates' willingness and ability to work in the office, particularly for supervisory roles. The principal office is usually Sydney CBD, Parramatta (the second CBD where many agencies are now headquartered), Newcastle, Wollongong, or a regional centre named in the Role Description.
Are there pathways for graduates, Aboriginal candidates, and people with disability?
Yes — and they are well-resourced. The NSW Government Graduate Program is a flagship 18-month rotational program for recent graduates, with intakes each year and rotations across multiple agencies. The Aboriginal Career and Leadership Development Program supports Aboriginal and Torres Strait Islander candidates from entry-level through executive. The Disability Employment Strategy includes identified roles, internships through the Stepping Into program, and the Career Start Disability Internship. The Multicultural Policy and refugee employment programs round out the targeted pathways. All identified roles are advertised on iWorkforNSW with clear eligibility criteria. The PSC reports annually on workforce diversity progress against published targets.
What is the NSW AI Strategy and how does it affect technology roles?
The NSW AI Strategy, published in 2024 and led by the Department of Customer Service in partnership with the Premier's Department, sets the framework for responsible AI adoption across the sector. It includes an AI Assurance Framework that all agencies must apply before deploying AI systems, an AI Review Committee that approves higher-risk uses, and significant investment in AI capability uplift. For technology candidates this has translated into expanded teams in Cyber Security NSW, the Digital NSW unit, and the AI Centre of Excellence within DCS, as well as data and AI roles embedded inside the major service-delivery clusters (Health, Transport, Education). Demonstrating familiarity with the AI Assurance Framework, responsible AI practice, and public-sector data governance is increasingly a differentiator for technology candidates.
What happens if I am unsuccessful — can I get feedback and reapply?
Yes. Under the merit principles in the Government Sector Employment Act, every candidate is entitled to feedback on their application. After receiving the unsuccessful notification, contact the named panel chair or the recruitment contact listed in the advert and request feedback — most panels will give you a 15-20 minute call walking through your performance against each Focus Capability. You can reapply for any future role; previous unsuccessful applications do not count against you provided you address the feedback. Many successful NSW careers begin with two or three unsuccessful applications, especially when transitioning in from the private sector or interstate.

Open Positions

NSW Government currently has 5 open positions.

Check Your Resume Before Applying → View 5 open positions at NSW Government

Related Resources

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Sources

  1. I work for NSW — official NSW Government jobs portal —
  2. NSW Public Service Commission — Capability Framework —
  3. Government Sector Employment Act 2013 (NSW) —
  4. NSW Public Service Commission — Recruitment and Selection Guide —
  5. Premier's Memorandum M2024-04 — Public Sector Return to Office —
  6. NSW AI Strategy — Department of Customer Service —
  7. NSW Public Sector Code of Ethics and Conduct —
  8. NSW Government Graduate Program —
  9. NSW Aboriginal Employment Strategy —
  10. NSW Disability Employment Strategy —
  11. NSW Treasury — SES Remuneration Framework —
  12. Audit Office of NSW — Performance Audits —