Conditions of Employment
The APVMA places great emphasis on enhancing the authority;s profile as an employer of choice including the attraction of new employees through innovative recruitment practices. The authority has implemented streamlined recruitment processes to help attract and engage the best candidates as well as continually improve the comprehensive induction program that has improved the retention of new starters.
Full details about conditions of employment at the APVMA are detailed in the APVMA Enterprise Agreement (PDF, 1.6Mb).
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Benefits
Leave
A generous package is available comprising:
- Annual Leave (annual leave accrues at the rate of 20 days for each full year worked - it may be accessed as it accrues)
- Cashing out of Annual Leave provision
- Half-Pay Annual Leave (may choose to take annual leave at half-pay)
- Purchased Annual Leave (option of purchasing up to an additional six weeks leave per year)
- Personal Leave (annual credit of 20 days)
- Compassionate Leave (up to two days on each permissible occasion)
- Parental Leave
- Miscellaneous Leave
- Leave Without Pay
- Maternity Leave (14 weeks paid maternity leave (half-pay option available - payment of 14 weeks can be spread over a period of 28 weeks)
- Long Service Leave (after a qualifying period of 10 years, a credit of three calendar months long service leave is received and may be taken at half pay)
Flexible Working Arrangements
The APVMA is committed to providing flexibility in working arrangements to assist employees balance their personal and work commitments. These flexibilities include:
- Access to the Flextime Scheme for APS1-6 employees within a 7am - 7pm bandwidth
- Time-off in lieu for Executive Level employees
- Christmas closedown during the Christmas and New Year period.
- Access to working from home and part time work arrangements in some positions.
Flexible Salary Packaging
Flexible salary packaging arrangements are available to all employees.
Performance Management Scheme
This scheme encourages discussion and feedback between employees and their supervisors based on a clear statement of job goals and performance expectations. All staff will be expected to participate in the Individual Performance and Development (IPAD) scheme.
Annual pay rises for staff are linked to work performance through the APVMA Performance Management Scheme.
Recognition and Reward Scheme
The APVMA Recognition and Reward Scheme exists to recognise exceptional one-off achievement by teams or individuals, and rewards may take various forms (financial or non-financial).
Other Benefits
The APVMA also offers the following benefits:
Consultation
We are committed to communicating and consulting with its employees about significant issues through the Staff Consultative Committee.
Valuing Diversity
We are committed to the principles of fairness, equity and diversity in employment. Access is provided to trained Workplace Diversity Contact Officers.
Health and Recreation
We are committed to the promotion of benefits of healthy lifestyles and activities and has an excellent Health and Recreation program. Staff also have access to our onsite gym facilities.
Employee Assistance
Employees have access to free and confidential counseling assistance to help them resolve personal and/or work-related problems.
Learning and Development
We are committed to providing opportunities for all employees to enhance their skills and qualifications. A generous training budget is allocated to ensure staff are fully trained to enable the best performance.
Study Support
Our Study Encouragement Scheme is available for employees to undertake external study in agreed areas.
Conditions of Engagement
There are a number of prerequisites to employment within the Australian Pesticides and Veterinary Medicines Authority. A person is not eligible for engagement unless they meet the following conditions:
Probation
All new ongoing APVMA employees who are not already ongoing employees within the APS, are required to serve a period of six months probation. The probationary period enables a manager to assess a probationer's suitability for employment in regards to conduct and work performance, while at the same time allowing new employees an opportunity to decide whether the organisation is right for them.
Citizenship
Australian citizenship is a requirement for all ongoing and non-ongoing employment in the APVMA. However, it should be noted if you are not an Australian Citizen, you may still apply. The CEO has delegation to waiver the citizenship requirement where applicants have sough after skills, qualifications and experience that is considered essential for our organisation.
Formal Qualifications
Formal qualifications are required to undertake some duties and are specified in the selection documentation where applicable. Qualifications will usually be verified.
Security and Character Clearance
Police records, employment history and employment references will usually be checked prior to engagement. Where required for particular duties, employees' security status will also be checked.
Health Clearances
New ongoing employees will undergo a medical examination by a nominated medical practitioner to assess whether their health and physical fitness is of an appropriate standard in order to undertake their duties. Where the probationer's health and physical fitness is not of a satisfactory standard, their:
- probationary period may be extended and a review conducted of the employee's health and physical fitness during that period; or
- engagement may be terminated.