Careers at the Cancer Institute NSW

Appointments to positions with the Cancer Institute NSW are made on the basis of merit. This means that the applicant considered to be the most capable of performing the duties of the position is selected.

Although the precise timeline, number of steps and evaluation process does vary somewhat across our organisation and divisions, the standard process for most positions is as follows:

Application: Select ‘Current Career Opportunities’, located in the right-hand navigation menu to read about our career opportunities. You will need to attach your resume and any other supporting documents requested in the job description.

If you are requested to attend an interview and you have any special needs (for example, wheelchair access to the building, and interpreter for hearing impaired persons) you should tell the person who contacts you about the interview.

Interview and assessment: Interviews and selection are conducted by a panel of usually two to three people.

The panel assesses your application against the “selection criteria” of the position. Only the most competitive applicants are called for interview.

The panel usually includes the manager of the job, and a HR representative.  If called for an interview, you will be asked questions related to the duties of the position and the advertised job description.  You will be able to ask questions about the position and provide the panel with more information to help your application.

The number and type of interviews/assessments across the organisation does vary depending on the role that you are applying for and may include looking at samples of your work or setting a practical exercise for you to complete.

Reference checking: A Criminal Record Check and reference checking is conducted prior to an offer being made.

Frequently asked questions

How can I search current career opportunities?
Review all current opportunities.

How do I apply for a vacancy?
Once you have applied for a role, your application will begin our recruitment process. Please ensure that you have included all relevant information in your application.

What type of education or work experience background do I need to work at the Cancer Institute NSW?
The Cancer Institute NSW is a diverse organisation and as a result, recruits candidates with a broad range of qualifications and work experience. By reading the position description you should be able to determine if your skill set meets the criteria for the role.

What is the best way for me to see how my application is progressing?
The recruitment timeline for each position varies. If you are successful in proceeding to interview, you will be contacted by the contact officer to arrange the interview. All candidates are notified either way of the outcome of their application.

Why was I not selected to attend an interview?
The panel assesses your application against the requirements of the position. Only the most competitive applicants are called for interview.

What if I do not live in Sydney?
The majority of the positions with the Cancer Institute NSW are based in our offices in Eveleigh, Sydney. If you apply for a position at the Cancer Institute, it is expected that you will make yourself available to attend interviews/recruitment activities as required. The Cancer Institute is not required to refund any costs involved in attending interviews or tests.

What are the eligibility requirements for employment with the Cancer Institute NSW?
You must be an Australian citizen, permanent resident of Australia, or have unrestricted working rights in Australia in order to be offered employment with the Cancer Institute NSW.

Equal Employment Opportunity
The Cancer Institute NSW is an Equal Employment Opportunity (EEO) employer. The following information may be of assistance when completing your application.

What is EEO?

Equal Employment Opportunity is about:

• fair practices in the workplace;
• management decisions being made without bias;
• recognition of and respect for the social and cultural backgrounds of all staff and customers;
• employment practices which produce staff satisfaction, commitment to the job and the delivery of quality services to customers;
• improving productivity by guaranteeing that:
• the best person is recruited and/or promoted;
• skilled staff are retained;
• training and development are linked to employee needs and customer needs;
• the workplace is efficient and free of harassment and discrimination.

EEO also aims to redress past disadvantages by improving employment outcomes for women, Aboriginal people, people from a non-English speaking background and people with a physical disability. It does this through programs and policies which increase the capacity of these groups to compete for employment opportunities on merit.

EEO aims to ensure fair outcomes in all areas of employment including:

• recruitment
• training and development
• promotion
• transfer
• access to information
• supervision and management of staff
• conditions of employment.

How does EEO affect you?
To be effective, EEO requires the active participation of both staff and management.

As a staff member you have the right:

• to the opportunity to be selected for promotion on merit;
• to choose an individual career path;
• of access to all appropriate benefits and conditions;
• of access to a grievance resolution process and to be free from harassment in the workplace.

As a staff member you have the responsibility:

• to work to your full capacity;
• to recognise the skills and talents of other staff members;
• to respect cultural and social diversity among your colleagues and customers.

As a Supervisor/Manager

You have the rights and responsibilities of staff members and you also have additional responsibilities. These are to ensure that the procedures and policies implemented in your work area will result in fair outcomes and work productivity.

You have to ensure that, for staff in your work area:

• the work environment is free from all forms of harassment;
• staff are provided with information that will assist them to carry out their duties;
• all staff members have an equal opportunity to:
• increase skills to meet work demands;
• attend training courses;
• act in higher duties;
• participate in job rotation schemes;
• apply for all available jobs.

Ethnic Affairs Priorities Statements

The New South Wales Charter of Principles for a Culturally Diverse Society has been superseded by the Ethnic Affairs Priorities Statements (EAPS). This set of four principles has been endorsed by the Premier as Government Policy.

All NSW public institutions are required to diversify their policies and activities in order to realise the full potential of the population. The Principles apply to all aspects of the social, cultural, political legal and economic life of NSW on which public institutions impact.

The cultural diversity of the people of NSW reflects the whole population of NSW, which comprises people from a range of cultural, ethnic, linguistic and religious backgrounds.

The four Statements are:

• All individuals in NSW should have the greatest possible opportunity to contribute to, and participate in, all aspects of public life.
• All individuals and public institutions should respect and accommodate the culture, language and religion of others within an Australian legal and institutional framework where English is the primary language.
• All individuals should have the greatest possible opportunity to make use of and participate in relevant activities and programs provided and/or administered by the Government of NSW.
• All NSW public institutions should recognise the linguistic and cultural assets in the NSW population as a valuable resource and promote this resource to maximise the development of the state.

These Statements are to be reflected in all Government policies, activities, and in its dealings with the non-government sector. The Minister for Ethnic Affairs is the principal reference point for all Ministers and the Ethnic Affairs Commission of New South Wales (EAC) is the principal reference point for all departments, instrumentalities, institutions and agents on issues related to the Statements.

Health managers and staff will need to demonstrate a commitment to the Ethnic Affairs Priorities Statements.

All people and groups, irrespective of cultural or linguistic background or English language competency will:

• Be informed about their health and the health of their communities. This includes information about the areas in which their health is below acceptable Australian or international standards.
• Know about services which are available to them and how to access these services.
• Be consulted about and contribute to the development of policies, the planning of health services and the delivery of prevention and treatment services. Have their health services delivered by health professionals who have the knowledge and skills to respond to the needs of a culturally diverse community.
• Have health services delivered in a flexible way which respects and accommodates their linguistic, cultural, and religious needs.

Occupational Health and Safety

The Cancer Institute NSW is strongly committed to protecting the health, safety and welfare of staff at work.

The Occupational Health and Safety Act 2000 outlines these responsibilities:

• Secure and promote the health, safety and welfare of persons at work.
• Protect persons at a place of work against the risks to health or safety arising out of the activities of persons at work.
• Promote a safe and healthy work environment for people at work that protects them from injury and illness and that is adapted to their physiological and psychological need.
• Provide for consultation and co-operation between employees and employers in achieving the objects of the Act.
• Ensure that risks to health and safety at a place of work are identified, assessed and eliminated or controlled.
• Develop and promote community awareness of occupational health and safety issues.
• Provide a legislative framework that allows for progressively higher standards of occupational health and safety to take account of changes in technology and work practices.