This content is current only at the time of printing. This document was printed on 5 October 2022. A current copy is located at https://apvma.gov.au/node/10686
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Benefits and conditions
The Australian Pesticides and Veterinary Medicines Authority (APVMA) places great emphasis on enhancing our profile as an employer of choice through streamlined recruitment, comprehensive induction programs, a system of continuous improvement, generous leave provisions, flexible work arrangements and other conditions detailed below.
Full details about conditions of employment at the APVMA are detailed in the APVMA Enterprise Agreement 2017–20.
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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. Accrual is on a pro-rata basis for part-time employees)
- 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 6 weeks leave per year)
- personal leave (annual credit of 20 days applied on commencement for ongoing employees. Accrual is on a pro-rata basis for part-time employees)
- compassionate leave (up to 2 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 3 calendar months long service leave is received and may be taken at half pay).
Flexible working arrangements
We are committed to providing flexibility in working arrangements to assist our employees to balance their personal and work commitments. These flexibilities include:
- access to the Flextime Scheme for APS1 to APS6 classified employees within the 7 am to 7 pm bandwidth
- time-off in lieu for Executive level (EL1 and EL2) classified employees
- Christmas closedown during the Christmas and New Year period
- access to working from home and part-time work arrangements (requires approval).
Flexible salary packaging
Flexible salary packaging arrangements are available to all employees.
Performance management framework
Our Performance Management Framework has a positive performance approach that stresses personal responsibility, open two‐way communication, mutual respect, teamwork, anticipated results and a focus on relationships. The process sets expectations on discussion and feedback between employees and their supervisors based on a clear statement of job goals and performance expectations. All staff are expected to participate in the performance management scheme.
Performance progression is linked to work performance through the APVMA Performance Management Framework.
The APVMA also offers the following benefits:
We are committed to communicating and consulting with our employees about significant issues through the Staff Consultative Committee and Health and Safety Committee.
We are committed to the principles of fairness, equity and diversity in employment.
Employees and members of their immediate families have access to free and confidential counselling services through our Employee Assistance Program to help them resolve personal and/or work-related problems.
Learning and development
We are committed to the ongoing professional development of all of our staff members. We aim to provide our staff with the necessary skills to progress in their role through face to face workshops, online learning and participation in external training events and conferences. In addition to our technical topics, we also ensure our staff participate in subject areas that help them manage their work more efficiently, balance work/life commitments and develop them as leaders. We have a generous study encouragement scheme and are constantly working to improve our learning and development offerings.
Our Study Encouragement Scheme is available for employees to undertake external study in agreed areas.
Where an applicant and their dependents are required to relocate from one locality to another for ongoing or non-ongoing employment with the APVMA, we will provide assistance with meeting costs associated with the move. More information will be made available during the recruitment process.
There are a number of prerequisites to employment within the APVMA. Police records, employment history and employment references will be checked prior to engagement. A person is not eligible for engagement unless they meet the following conditions:
All new ongoing APVMA employees who are not already ongoing employees within the APS are required to serve a period of 6 months probation. The probationary period enables a manager to assess a new employee’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.
Australian citizenship is a requirement for all ongoing and non-ongoing employment in the APVMA. However, it should be noted that this requirement may be waived at the discretion of the Chief Executive Officer (CEO) where essential skills, qualifications and experience are not readily available. Note that where the citizenship requirement may be waived it is a condition of engagement that citizenship would be obtained as soon as possible.
Formal qualifications are required to undertake some duties and are specified in the selection documentation where applicable. Qualifications will be verified.
Security and character clearance
All staff must undertake a security clearance at the Baseline level, as a minimum, and maintain that level of clearance while working at the APVMA. Where a higher level of clearance is necessary to perform the functions of a particular role this will be made clear to candidates during the recruitment phase. Police records, employment history and employment references will usually be checked prior to engagement.
New ongoing employees may be required to 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, either their:
- probationary period may be extended and a review conducted of the employee's health and physical fitness during that period
- engagement may be terminated.