Australian High Commission
New Delhi
India, Bhutan

Team Leaders

                                                                                                                   VACANCY: TEAM LEADERS

The Immigration and Border Protection Section of the Australian High Commission, New Delhi is seeking applications from suitably qualified candidates for expected vacancies at the LE5 level arising in the next 12 months.

Potential vacancies would be filled on either a contract basis of an initial term of up to 2 years, with the possibility of a contract extension or on a permanent, on-going basis. Any offer of employment for a term of 1 year and above is subject to the successful completion of a six month probationary period.

Applicants are advised to read the attached job description, duty statement and expected work level standards of the LE5 position prior to addressing the attached selection criteria.

NOTE FOR ALL APPLICANTS

  • Selection will be made strictly on the merit principle.
  • Conform to word limits where specified.
  • Provide examples of relevant work experience where specified.
  • The application process involves questions about your current and past personal and family relationships and living circumstances. It is in your own interest to be honest and accurate in disclosing details about yourself. If you feel uncomfortable about disclosing this information, you should reconsider your application.
  • Applications must be typed. Handwritten applications will not be accepted.
  • Late applications will not be considered.
  • Only short listed applicants will be contacted.
  • The commencing salary for LE5 is INR105, 013 per month.
  • Employment benefits are dependent on the contract term offered, and may include leave entitlements, salary bonuses, provident fund and medical insurance.
  • All prospective applicants should familiarise themselves with the Australian High Commission’s Code of Conduct.

HOW TO APPLY               

Applicants must submit the following documents in Microsoft Word format with subject header ‘Application for DIBP LE5 Position – <insert applicant’s name>’ to: AHCJOBS.NDLI@dfat.gov.au before Midnight 10 May 2017

(1) A curriculum vitae detailing your contact details, work experience, academic qualifications and the names and contact details of two professional referees; and

(2) A font size 12 typed statement conforming to word limits addressing each of the four selection criteria (attached). 

Applications not meeting these criteria and the specified word limits will not be considered. 

For more information on applying for this position, and on the selection and recruitment process, click here.

POSITION DESCRIPTION – LE5 Team Leader

Agency

DIBP

Position number

Various

Title

Team Leader

Classification

LE5

Section

Immigration

Reports to (title)

Senior Migration Officer

 

 

 

 

 

 

 

About the Department of Immigration and Border Protection (DIBP)

The DIBP Section of the Australian High Commission, New Delhi is Australia’s largest overseas visa processing office, responsible for delivering a wide range of temporary and permanent visas, in addition to limited types of citizenship services, across India, Nepal and Bhutan.  The DIBP New Delhi Office is divided into seven operational teams: Visitors, Business, Students, Family and Humanitarian Migration, Referrals, Integrity and Client Services.

About the Position

Under limited direction, Team Leaders are responsible for progressing a range of activities within recognised guidelines, including determining day-to-day priorities of an operational team, managing workflow resource allocations and individual and team output to ensure programs are delivered and performance standards and targets are met.

The key responsibilities of the position include, but are not limited to:

  • Supervise and manage a diverse team of staff responsible for delivering objectives against a visa program, including managing performance, providing feedback, identifying training needs and delivering training, and implementing workflow strategies.
  • Organise and monitor the team’s workload effectively, using caseload management tools and other relevant tools, to ensure that service level standards and program targets are met while maintaining a strong focus on client service and initiating work practice improvements as necessary.
  • Monitor and report on caseload trends and outcomes and identify policy issues in order to contribute to developing policies and procedures.
  • Undertake reviews of work procedures and practices and identify opportunities for streamlining processes and optimising efficiencies.
  • Assess complex visa applications to ensure compliance with legislation and policy requirements by applying extensive knowledge of relevant legislation and policy and undertaking thorough investigations, including conducting sensitive client interviews and site visits in accordance with departmental procedures.
  • Prepare reports, case notes, interview notes, correspondence and other material in relation to immigration matters in accordance with departmental guidelines and provide sound advice to senior staff to assist them to make high quality, accurate and timely decisions on escalated cases.
  • Liaise and negotiate effectively with a range of stakeholders including service delivery partners, DIBP onshore, satellite posts, other agencies and external organisations and resolve escalated issues.
  • Provide support to Australian-based officers to combat visa fraud, misrepresentation and general non-compliance with visa conditions and undertake regular quality assurance of the team’s work, as directed by Australian-based staff.
  • Contribute to the management of resources and output to fulfil work goals, plans and operational objectives.
  • Know and uphold What We Value, the APS Values, the APS Code of Conduct and other relevant professional codes of ethics and practice and WHS requirements.

Qualifications/Experience

  • Education: Completion of a graduate level is desired.

     

  • Experience: Two – three years of progressively responsible experience in Visa processing and lawful decision-making and/ or experience in managing teams, preferably in a similar service provision organisation is desirable.

     

  • Language: Strong knowledge & understanding of English and knowledge of a regional language is desired.

     

  • Knowledge: Must have sound Information Technology skills and the capacity to quickly become proficient in High Commission and DIBP systems, programs and policies.

     

  • Skills & Abilities: Must have proven organisational abilities and successful workload management practices in order to deliver in a high-pressured environment of tight deadlines and competing priorities. Must have good interpersonal skills and a strong commitment to DIBP’s client service principles and standards in order to support the day-to-day operations of the DIBP

 

SELECTION CRITERIA – LE5 Team Leader (Immigration)

Contributes to Strategic Thinking

Give an example of a time when you have been required to generate a solution to a problem that was both practical and achievable in terms of the long term and short term aims of the work area.

In your answer, please ensure you address the following:

􀂃 What was the situation and what was your role?

􀂃 What was the problem you were dealing with?

􀂃 How did you go about generating a practical and achievable solution?

􀂃 How did you take into account both the long and short term aims of the work area?

􀂃 How successful were you in coming up with a solution to the problem?

(300 Words Maximum)

Achieves Results

Provide an example of a situation that demonstrates your ability to respond positively to a change in your working environment.

In your answer please address the following:

􀂃 What was the situation? What was your role?

􀂃 What was the nature of the change in your working environment?

􀂃 Briefly, how did the change affect you personally?

􀂃 What steps did you take to respond to the change?

􀂃 In what ways was the approach you took positive or beneficial? What was the effect of the approach you took?

(300 Words Maximum)

Supports Productive Working Relationships

Describe a situation where you have demonstrated your ability to promote links across different work areas while working in a program delivery environment.

In your answer, please ensure you address the following:

􀂃 What was the situation and what was your role?

􀂃 What different work areas were involved and what particular objectives were shared?

􀂃 What action did you take in order to promote co-operation and collaboration across the areas?

􀂃 What was the outcome and how did you know that the relationship was successful?

(300 Words Maximum)

Displays Personal Drive and Integrity

Provide an example where you have demonstrated your ability to engage and motivate staff in order to achieve business outcomes.

In your answer, please ensure you address the following:

􀂃 What was the situation and what was your role?

􀂃 How did you manage code of conduct issues?

􀂃 What strategies did you use to engage and motivate staff?

􀂃 How did you encourage staff to achieve at a high level?

􀂃 How did staff respond and how did your actions affect client service in your area?

(300 Words Maximum)

     
   

CODE OF CONDUCT FOR LOCALLY ENGAGED STAFF

INTRODUCTION

The key underlying principles of conduct for locally engaged staff employed at the Australian High Commission, New Delhi are:

1.            To act in accordance with the local law and applicable Australian law;

2.            To deal equitably, honestly and in a professional manner with both the public and colleagues;

3.            To ensure there is no real or apparent conflict of interest; and

4.            To ensure their professional or personal behaviour does not bring the Australian High Commission or Australia into disrepute.

LES must at all times behave in a way that upholds the integrity and good reputation of the High Commission.

•             Personal behaviour should be appropriate

•             Dress and appearance should be in accordance with standards appropriate to an employee's duties

•             LES should not be under the influence of alcohol, drugs or other prohibited or performance impairing substances in the work place

•             The High Commission is a smoke-free work environment

LES must behave honestly and with integrity in the course of his/her employment with the High Commission.

LES should not use their official position to improperly influence or try to influence colleagues or members of the public by giving them gifts or by entering into financial or other arrangements with them.

LES must act with care and diligence in the course of their employment with the High Commission.

In the course of their duties LES are required to:

•             be fair and impartial;

•             give others likely to be affected by a decision an opportunity to have their case considered promptly;

•             explain the reasons for action/decisions;

•             at all times act according to local law and applicable Australian law.

 

LES, when acting in the course of their employment with the High Commission, must treat members of the public and colleagues with respect and courtesy, and without coercion or harassment of any kind.

LES are required to:

•             treat members of the public and colleagues equitably, regardless of their sex, marital status, ethnicity, age sexual orientation, disability or religious beliefs or any other similar ground;

•             be professional and courteous;

•             provide reasonable assistance to the public and to help them understand their entitlements and their obligations;

•             Deal with the public and colleagues in an equitable and fair manner.

LES must comply with any lawful and reasonable direction given by a person in the High Commission who has the authority to give the direction. LES are at all times subject to the authority of the High Commissioner/Consul General and the officer in charge of the section in which they are employed.

The relevant A-based or locally engaged staff supervisor has the primary responsibility for ensuring that the required standards of conduct and work performance are met and maintained by LES.

The LES must maintain appropriate confidentiality about information obtained during the course of their employment at the mission.

Official information must not be disclosed to any person unless an employee is authorised to do so in the course of his/her duties.

 
 

LES must not misuse information obtained in the course of his/her duties, including taking advantage of another person on the basis of information held about the person in official records.

LES must disclose, and take reasonable steps to avoid, any conflict of interest (real or apparent) in connection with his/her employment in the High Commission, including in relation to any outside employment and/or business activities.

LES must seek the permission of the High Commissioner or Consul General before engaging in outside employment.

The High Commissioner/Consul General may not grant permission to engage in outside employment that is incompatible with the employee's duties on behalf of the High Commission.

LES who have interests, financial or otherwise, including in respect of family and friends that could conflict with the proper performance of their duties must disclose this interest to their supervisor and take whatever action is necessary to avoid that conflict.

LES must use resources in a proper manner and avoid waste or extravagance. LES must be scrupulous in the use of official money, human and other resources.

LES have a responsibility to care for and maintain High Commission property. The property of the High Commission is to be used for official purposes only and is to be used efficiently and effectively.

LES must not, in the course of their employment in the High Commission, provide false or misleading information in response to a request for information that is made for official purposes.

An employee is expected to:

•             exercise reasonable care in giving written or oral information or advice; and

•             take reasonable steps to ensure that the information provided is accurate.

Where there are doubts about the reliability of information this should be checked with a supervisor. Where the information being given is of an interim or conditional nature, this should be made clear.

An employee must not make improper use of inside information or the employee's duties, status, power or authority in order to gain, or seek to gain, a benefit or advantage for the employee, or for any other person, including the acceptance of gifts, sponsored travel, hospitality, accommodation, hire car costs and entertainment.

These restrictions also apply to the families of LES, where the gift or benefit is a direct result of the official duties of the employee.

Gifts or benefits generally should not be accepted. In cases where not accepting would cause offence to an extent that could adversely affect Australia's interests, a gift or benefit can only be accepted with the written approval of the High Commissioner or Consul General.

If in doubt about whether or not to accept a gift the matter should be discussed with the employee's A-based supervisor.

A bribe is a gift given or offers made with the intention of influencing an employee to take or not to take a specific action. The acceptance of a bribe will result in disciplinary action being taken against the employee.

Money must never be accepted as a gift.