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Current Vacancies

Research Policy Analyst APS 4, 5 & 6

Application Cover Sheet

All ongoing vacancies are advertised on the APSJOBS website.  

Questions? Contact the HR team on 02 6218 5700 or email HR [at] cgc.gov.au

Information for Applicants

Merit is a key part of APS employment and is underpinned by legislation. The APS Employment Principles in section 10A of the Public Service Act 1999 provide that the APS makes decisions relating to engagement and promotion based on merit. Therefore, when undertaking recruitment activities, we always apply the APS merit principle.  

Our recruitment process is about getting the right people into the right jobs. We look for people from a variety of backgrounds, academic disciplines and industry sectors. 

How can I apply?

Email your application to HR [at] cgc.gov.au (subject: Application%3A) , including:

  • the role you are applying for
  • completed application cover sheet
  • your resume, including the contact details of two referees
  • a pitch of 800 words or less, telling us how your skills, knowledge, experience and qualifications makes you the best person for the job.

The CGC does not accept applications from recruitment agencies.

What should I include in my resume?

The quality of your resume creates the vital first impression we have of you. As a minimum, you should ensure that you include the following elements:

  • Personal Details – include your name, contact email address and phone numbers.
  • Education – provide details of any education and qualifications that relate to the job you are applying for.
  • Work Experience – include relevant work experience and outline the main responsibilities and achievements that relate to the job you are applying for. Organise your employment history in chronological order, starting with the most recent, and indicate actual dates of employment. Make sure to explain any gaps in time.
  • Other Experience – if relevant, briefly mention any extra-curricular activities, interests or volunteer/community work that you participated in and highlight what you gained from that experience.
  • Referees – include the name and contact details of two professional referees who can validate and support your application. 
  • Layout – the standard resume length is between two to four pages. Use an easy to read font and a simple, consistent format. Use bullet points to break up text. Place key information on the front page where it can be noticed. Highlight important facts, and ensure that you can back them up with examples if asked at interview.

What should I include in my pitch?

Your pitch is a chance to tell us why you are the right person for the job. We want to know why you want to work at CGC, why you are interested in the role, what you can offer us, and how your skills, knowledge, experience and qualifications are applicable to the role. In a nutshell – why should we hire you?

Try not to duplicate information that can already be found in your resume, but do highlight any specific examples or achievements that will demonstrate your ability to perform the role. You should consider the APSC work level standards capability framework which sets out the core capabilities for all staff and the skills and behaviours required at each classification level. Do not exceed the 800 word limit.

How will my application be assessed?

Your application will be assessed on your ability to demonstrate that you possess, or have the real potential to develop, the required skills, knowledge, experience and qualifications to perform the role. These requirements are based on the information provided to you as part of the job advertisement.

The selection of staff to the CGC is based on the relative merit of the applicants in relation to the specified selection criteria.  The selection method used between selection processes may vary, however, each process will be managed with consistency.  These may include making an assessment based on application and referee input alone, or conducting interviews, and/or conducting performance tests (written or practical).

Successful applicants must:

  • be an Australian citizen or, subject to approval of the Agency Head, hold the necessary visa and work permits appropriate to the employment
  • obtain, and maintain, a baseline security clearance through the Australian Government Security Vetting Agency
  • be able and willing to install and use the Microsoft Authenticator application for interaction with and use of CGC information systems

Failure to satisfy any of these conditions may result in the withdrawal of an offer of employment or termination of employment.

Working at the CGC

Working at the CGC provides an exceptional opportunity to better understand how the Australian federation functions. The CGC’s work directly feeds into state and territory budgets and you gain a sense of having an active role in the operation of the federation. As a small organisation with a collegiate culture, ideas are respected and staff have responsibility and access to senior management not possible in larger organisations. With delivery dates well known in advance, work can be planned to achieve your desired level of work and life balance. Skills gained at the CGC are transferable and marketable across a range of federal, state and territory agencies.

Application Cover Sheet

Please complete the application cover sheet and include it with your application.

Application Cover Sheet (PDF 492 KB)
Application Cover Sheet (DOCX 303 KB)

Employment Conditions

The CGC offers attractive salaries and employer superannuation as well as a range of other benefits, including generous leave entitlements, salary packaging and a closedown period over the Christmas holiday. Employees of  CGC are required to be Australian citizens and hold a current security clearance.

CGC Enterprise Agreement

The CGC Enterprise Agreement 2015-2018 is made and approved under Part 2-4 of the Fair Work Act 2009. It is an enterprise agreement between the CGC and its employees whose employment is subject to this Agreement.

Enterprise Agreement 2015–2018 (PDF 739 KB)
Enterprise Agreement 2015–2018 (DOCX 117 KB)


The CGC has put in place a Determination under section 24(1) of the Public Service Act 1999, effective 29 October 2021. The Determination provides annual wage increases for eligible employees covered by the CGC Enterprise Agreement 2015-2018.

Section 24(1) determination (PDF 205 KB)
Section 24(1) determination (DOCX 56.8 KB)

Procedures for determining suspected breaches of the code of conduct

The APS Code of Conduct (the Code) sets out the behavioural standards expected of APS employees. The Code is set out in section 13 of the Public Service (PS) Act 1999. The PS Act, the Public Service Regulations 1999 and the Australian Public Service Commissioner’s Directions 2016 provide a framework for managing the conduct of employees.

The PS Act requires the head of each agency to establish procedures for determining whether an employee has breached the Code and what sanction, if any, is to be imposed if a breach is found.

Procedures for determining suspected breaches of the code of conduct (PDF 160 KB)

Staff Information