Initial Screening

A Recruitment Consultant will review your resume and responses in the electronic application form to confirm you meet all the essential requirements to be eligible for further consideration. To be eligible for further consideration you must:

Be a permanent resident of Australia or citizen of Australia or New Zealand. Have held an unrestricted Australian driver's licence for 12 months of the last 2 years or you hold a New Zealand equivalent of the Transport NSW Bus Driver Authority Card.

Have recent and regular driving experience in a metropolitan area. Have a good driving history. Provide evidence of a stable work or life history. Be willing to work all the shifts required of the position. Commit to comply with all State Transit's policies including the policy on Drugs and Alcohol, Fatigue Management and Cultural Diversity.

Maintain a weight below 130 kilos. Not have been unsuccessful at any of State Transit's Bus Operator selection assessments in the last 12 months (with the exception of those applicants who failed the Evaluation of Bus Driving

Aptitude but have since obtained an MR or higher licence or obtained at least 6 months heavy vehicle driving experience).

Not be prohibited to work with children.

If you do not meet the requirements listed above you will be sent an email confirming the reason your application has been declined. You can apply again when you are able to meet all the eligibility requirements.

Application
You must apply online at the website jobs.nsw.gov.au. Refer to the section on this website titled How to Apply. After completing the questions in the electronic application form:

You must attach a resume providing details of your work and life history covering at least the last 10 years. You must include dates of employment, reasons for leaving positions and explanations for any significant gaps (more than 3 months) in your employment history.

You can attach other supporting documents. Please note original copies will need to be provided at the selection testing stage.

You may need to obtain a copy of your driving history from the relevant licensing agency in order to answer questions in the electronic application form. You will be required to provide the original copy of your driving history at the selection testing stage for verification and evaluation.

Selection Testing
Selection testing is conducted weekly or fortnightly depending on intake levels required at the depots. If you indicate a preference for more than one depot, a Recruitment Consultant will assign you to a depot takinginto consideration the number of applicants/vacancies for each depot and your home location. Where there are more applicants that places available, preference will be given to applicants who have relevant qualifications/experience and then based on receipt of application. If you are selected for testing you will be sent an email by the Recruitment Consultant inviting you to book into the next available day of testing. The email will contain a link to the appointments. You must select the time and date you are able to attend. You will then receive a confirmation email containing the details and location of your appointment.

If you click on the link to the appointments and find there are none available, call 9245 5333 and notify the Recruitment Consultant. Additional appointments can be created. If you do not book your selection testing within4 weeks your application may be withdrawn. You must bring to the selection testing the documents listed below (where applicable). Failure to supply the documents may result in your application being withdrawn.

Proof of Aust. or NZ citizenship or permanent residency in Australia Australian driver's licence or NZ Bus Driver Authority Card Driving history obtained from relevant licensing agency. Department of Transport Bus Driver Authority Card (if applicable) Cert III in Driving Operations (Bus) (if applicable)

The first selection test is an ability test called "using information". It is a multiple-choice test administered using paper and pencil. The test assesses your ability to read written instructions and work with timetable information. There are some practise questions for you to complete before the test starts. The test lasts for 25 minutes and you must obtain the minimum pre-determined score to continue to the next stage of the selection process. The second selection assessment is a survey called the "Bus Operator Selection Survey". This survey is administered on computer and measures several important variables related to effective bus operator performance. You must obtain the minimum pre-determined score to continue to the next stage of the selection process.

Interview
A booking for an interview is made immediately after completing the selection tests and on confirmation you passed the tests. The interview usually takes place between 3 to 14 days after the selection testing. The interview takes approximately 45 minutes and is undertaken by a two-member panel. During the interview you will be required to provide examples from your work or life experiences to demonstrate your suitability for the position. You will be notified of the outcome of your interview within 2 weeks.

Step 6: Condition Job Offer: It is a job offer letter offering to the selected candidate/s a job with some conditions e.g. medical checkup. Conditional Offer of Employment

Applicants not currently employed by Baltimore County, who have received a conditional offer of employment, are required to have a pre-employment physical and drug screening, be fingerprinted and undergo an employment background investigation before their first day of employment. Baltimore County pays for the pre-employment physical and drug screen; and for the employment background investigation, including fingerprinting. Conditional Offer Process The hiring agency will contact you to make a conditional offer of employment. This means that before you start work you must first successfully complete the following two steps of our pre-employment process:

1.

A pre-employment physical and drug screen;

and

2.

An employment background investigation, including, but not limited to a criminal background, educational and fingerprint check.

The process to collect and review the pre-employment physical/drug screen and employment background investigation resultstakes up to two weeks. When you have successfully completed the process, the hiring agency will notify you to schedule your first day of work.

. Background Investigation A uniformed member of the Patrol conducts an extensive pre-employment background investigation, in order to determine the applicant's character and overall suitability for employment. Information obtained through the background investigation is held strictly confidential. To assist the background investigator, applicants are required to obtain a standard list of documents, such as:

a. Certified copy of birth certificate obtained from the birth states' Department of Health (an original birth certificate, photocopy of the original or certified copy, or a notarized copy are NOT acceptable) b. Valid driver's license (photocopy) c. Military service discharge papers, if applicable (DD214 and/or DD215) d. High school diploma or GED certificate (photocopy) e. High school transcript (official copy) f. College diploma(s) (photocopy) g. College transcript(s) (official copy) h. Peace Officer Standard Training (POST) certificate

Medical Exams
Interviewers may not ask disability- or medically-related questions at the pre-offer stage of the selection process. There are, however, ways to evaluate whether applicants are qualified for the job: Ask about ability to perform specific job functions. For example, state the requirements of the position and ask if they can satisfy these requirements. Ask about non-medical qualifications and skills, i.e. education, work history, and certifications or licenses. Ask applicants to describe or demonstrate how they would perform job tasks with or without reasonable accommodation. Once a conditional job offer is made, you may ask disabilityrelated questions and require medical examinations, as long as this is done for all employees in that job category. Information obtained regarding the medical condition or history of an applicant should be collected and maintained on separate forms and kept in separate files, because medical information is confidential and not subject to the North Dakota Open Records Law, NDCC 44-04-18. Tests to determine whether and/or how much alcohol an individual has consumed are considered medical exams. In summary, medical exams may be required if they are: job-related, consistent with business necessity, and only after a conditional offer of employment has been made.

- Drug Testing
Drug testing may be available for certain positions. Prior to the use of drug testing, contact your agency head or legal counsel.