This role is open to Aboriginal and Torres Strait Islander applicants only, in accordance with the NSW Police Force Aboriginal Employment Strategy.

Applicants for this role must be of Aboriginal and Torres Strait Islander descent, identify as being an Aboriginal and be accepted by the Aboriginal community as defined by the Aboriginal Land Rights Act 1983. This is also in accordance with Part 5, Clause 26 of the NSW Government Sector Employment Rules 2014.

An Aboriginal person (as defined by the Aboriginal Land Rights Act 1983) means a person who:

• is member of the Aboriginal race of Australia, and
• identifies as an Aboriginal person, and
• is accepted by the Aboriginal community as an Aboriginal person.

• Clerk Grade 3/4
• Ongoing Full-Time
• Taree

About us

The NSW Police Force (NSWPF) is one of the largest police forces in the western world, with more than 20,000 employees, including more than 4,000 administrative employees who support the sworn officers that provide a range of law and order services 24 hours a day, seven days a week to the socially, geographically and culturally diverse community of NSW.

About the role

We have an opportunity for an Aboriginal Community Liaison Officer (ACLO) to be part of our Manning Great Lakes Police District. The Aboriginal Community Liaison Officer is responsible for providing advice and support to commands in the management of local Aboriginal issues. They assist in establishing and maintaining close personal rapport with Elders, Leaders and the members of the Aboriginal community by developing network contacts to strengthen co-operation and communication and to assist community members in their dealing with local policing issues and their contact with other statutory bodies.

Applicants must hold a current driver’s licence with no traffic offences recorded on their driving history within the last six (6) months or NSW Police Force Bronze Certification.

Aboriginality is a genuine occupational qualification as authorised by Part 5, Clause 26 of the Government Sector Employment Rules 2014.

The role is subject to the terms of the NSW Child Protection (Prohibited Employment) Act 1998. Under the terms of the Act, persons who have been convicted of certain serious sex offences are prohibited from applying for this role as it involves child-related employment. In accordance with the NSW Child Protection (Prohibited Employment) Act 1998, applicants for this role will be required to sign a Prohibited Employment Declaration.

A Working With Children Check (WWCC) is a prerequisite for this role.

• The applicant is responsible for applying for their own WWCC (an employer cannot apply on behalf of a worker) and if the outcome is a clearance, the Check is valid for five (5) years and may be used for any child-related work in NSW.
• You can apply for a Working With Children Check by clicking here

For more information on this role (e.g. essential requirements, key accountabilities, key challenges and capabilities required for the role), click here to view the role description.

What we can offer you

At NSWPF our people have access to a range of benefits that help balance life at work and at home. Some of the benefits available when you join the NSWPF include:

• competitive salary;
• flexible work options;
• opportunity to purchase leave;
• annual leave loading;
• corporate wellbeing programs including seminars and the Fitness Passport;
• free annual influenza vaccination;
• salary packaging options via superannuation contributions or a novated vehicle lease; and
• convenient location for public transport and to shops etc.

How to Apply

Applications can only be submitted electronically via the I Work for NSW website.

To be considered for this role, attach a cover letter (2 pages maximum) and an up-to-date resume that clearly details your skills & experience as relevant to this role.

Please do not attach copies of qualifications, certificates or documentation (other than what has been requested) - you can bring these if called for interview.

You must also address each of the following Target Questions (300 word limit per question) in the text boxes provided in the online application or attach as a separate document.

Target Question 1:

Explain how you would build trust and rapport with an Aboriginal community to ensure an effective relations with Police.

Target Question 2:

Describe a situation where you had to mediate a conflict between two parties from different backgrounds. How did you approach it, and what was the outcome?

Your application must stand on its own merits, and the completeness and relevance of your application will determine if you proceed through to the selection process.

If you require any further information about this opportunity, please contact the hiring manager Renae Kelly via (02) 6555 1202.

Our commitment to Diversity

The NSW Police Force is a proud employer of a diverse range of people. We are committed to reflecting the diverse community we serve and creating an inclusive and respectful workplace for all employees. Differences are embraced, contributions are valued, and everyone has a sense of connection and belonging.

We welcome people with diverse skills, experiences, perspectives and backgrounds and encourage applications from Aboriginal or Torres Strait Islander peoples, and individuals who may identify as LGBTIQ, with disability, a culturally and linguistically diverse background, and people of all ages.

If you identify as a person with disability and require further information on the role or you require specific arrangements to participate in the recruitment process, please contact the HR Diversity team by email at [email protected].

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