Please refer to the below fact sheets for the Total Indicative Remuneration Package for key roles within SA Health.
Salary packaging is a way you could save by paying for some of your everyday expenses from your salary before it is taxed. To put it simply, you could pay less tax and increase your take home pay.
SA Health employees can salary package a range of expenses, for example, a car through a novated lease, additional superannuation contributions, professional membership subscriptions, self-education, and more.
Maxxia is the sole salary packaging provider for the Government of South Australia, offering real benefits and genuine savings to employees. Maxxia has been looking after the salary packaging needs of the Government of South Australia for more than 10 years.
For more information on salary packaging with Maxxia, call 1300 123 123 or visit maxxia-sagov.com.au
Opportunity for movement within SA Health
At SA Health we employ over 37,000 people across the length and breadth of South Australia. There are always opportunities for you to develop your skills and your career within your chosen profession at a city, metropolitan or country location of your choice.
Flexible Working Arrangements:
Voluntary Flexible Working Provisions have been introduced to enable employees to better balance work, personal life and family commitments. They are designed to operate to the mutual benefit of SA Health, its clients and its employees; and take into consideration the operational needs and client service responsibilities of workgroups involved. The concept of work life balance recognises that all employees have commitments outside of the workplace and that employees increasingly want the right to quality work as well as time for individual pursuits.
Work life balance is about helping staff to maintain healthy, rewarding lifestyles that will in turn lead to improvements in productivity and performance. Work life balance is about creating a productive work culture where the potential for tensions between work and other parts of people's lives is minimised.
Criminal history screening is an assessment of information obtained about you to determine whether you may pose a risk to a particular group of people in a professional or volunteer environment.
All applicants will be required to demonstrate that they have undergone an appropriate criminal and relevant history screening assessment/ criminal history check.
Depending on the role, this may be a Department of Communities and Social Inclusion (DCSI) Criminal History Check and/or a South Australian Police (SAPOL) National Police Check (NPC).
One or more of the following checks may be required:
Please refer to communications aligned to the position you are applying for to determine which background check(s) you will need to complete.
To ensure minimum delays, please ensure the correct forms are used when submitting your screening request. If you are unsure which form you need to complete, you can ask the contact person for the job you are applying for. Alternatively you can contact the human resources unit in the relevant health service.
If you are not a public sector employee you are ineligible to lodge a Promotional Grievance or Internal Review.
If you are a Public Sector Act employee who is aggrieved by a reviewable employment decision directly affecting you (other than dismissal), you may apply for an ‘Internal Review’ of the decision in accordance with section 61 of the Public Sector Act and regulation 26 of the Public Sector Regulations 2010 and the Commissioner for Public Sector Employment Guideline-Review of Decisions, within 7 days after the day on which you are notified of the outcome of the selection processes.
Further information can be sought by contacting your local Human Resources section.
If you are a Health Care Act employee you may only lodge a ‘Promotional Grievance’ in the case of alleged unfair treatment of your application to a position other than to a base grade position, a temporary or casual position or to a position classified within the Executive Levels, you may be eligible to lodge a Promotional Grievance provided that you are eligible for appointment to that position, and that application is made within 7 days from when you received notification of the result of your application.
Grounds on which a grievance/review may be made:
As an applicant you may lodge a Promotional Grievance against a nomination on one or more of the following grounds:
You must lodge the required Promotional Grievance form with the Chief Executive, SA Health and your local Health Network/Service, Chief Executive Officer.
Further information can be found within the SA Health Human Resources Manual or via your local Human Resources section.
Thank you for considering applying for a position within SA Health. Recruitment and Selection processes across SA Health are striving to achieve best practice and a commitment to a selection based on merit. This means treating all applications in a fair and equitable manner that aims to choose the best person for the position.
A well presented, easy to read application will allow the panel to assess the information they need from your application. To give yourself the best opportunity to reach an interview, your application should clearly and concisely demonstrate to the selection panel that you are suitably equipped to perform the role, and that you possess all of the stated minimum essential skills, abilities, knowledge, experience and educational qualifications (where required).
The following information is provided to assist you when applying for a position.
We suggest the following format:
The Job and Person Specification
Selection for interview will be based on an assessment of your application against the requirements of the position as outlined in the Job Specification, and against the criterion detailed in the accompanying Person Specification. It is recommended that you carefully read the Job and Person Specification to understand what the position entails before proceeding to apply for the position, and ensure that your application reflects your suitability for the position. Please ensure that your application includes sufficient information for the panel to make an informed determination.
It is recommended that you advise your referees of the position you are applying for as the panel may seek their opinion of your capability to perform the requirements of the position. At least one referee should be your immediate supervisor/manager in your current position and be able to provide current feedback about you to the selection panel.
We take this opportunity to wish you success with your application.