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Strathfield Council is where awesome happens. Check out current vacancies and how you can join the team below!

Current Vacancies
Why should you work at Strathfield Council?
Organisational Environment
Strathfield Council Values
Applying for a Position
Your Application
Acknowledgment of Applications
Interviews
Merit-Based Selection Process
Pre-Employment Checks
Notifications of the Outcome
Current Vacancies

Job vacancies will be advertised here.

Why should you work at Strathfield Council?
  • Enjoy work life balance and generous leave entitlements as per the Local Government State Award 2017:
    • Full-time, part-time, and casual employment opportunities
    • Rostered Days Off for Outdoor Staff and Flexis for Indoor Staff
    • Up to four weeks of annual leave
    • Access to 15 days personal/carer’s leave per annum (15 days personal/carer’s leave per annum is for full-time employees. Part-time employees are entitled to a pro-rated amount based on the hours worked).
    • Access to Long Services Leave after 5 years of continuous service
  • Develop your skills and grow your career through short courses, conferences, further education opportunities, secondments and higher duties prospects, and various in-house training workshops
  • Take peace of mind with free access to Council’s Employee Assistance Program
  • Innovate and lead in your discipline while collaborating with a variety of multi-disciplined and technical teams
  • Demonstrate your capability and growth, and take reward in the potential for salary progression with Council’s Grade and Step competency system
  • Get involved in the monthly casual get-togethers
  • Strathfield Town Hall offices are an easy ten minute walk from Strathfield and Homebush train stations
  • Close proximity to Direct Factory Outlet (DFO) and Sydney Olympic Park
Organisational Environment

Strathfield Council’s long term plan for the future of the Strathfield area – the Strathfield 2030 Community Strategic Plan represents the shared vision for Strathfield – both Council and the community – and sets clear goals and strategies to meet this vision.

Strathfield 2030 is based on five broad inter-related themes that were derived from an extensive community engagement process, which identified priorities for the community’s future.

To create a high performance culture that delivers on these key themes, Council’s Workforce Management Strategy underpins Strathfield 2030 and Council’s Values. The Workforce Management Strategy is designed to create a people management culture that encourages leadership in individuals and teams that allows everyone to be the best they can.

A strong commitment to the principles of sustainability is required at every level of the organisation; this is reflected in Council’s strategic documents: Strathfield 2030, Delivery Program and Operational Plan. Council’s Quadruple Bottom Line (QBL) addresses environmental, social, economic and civic leadership considerations. Applying a QBL approach ensures that community priorities are addressed in a balanced and holistic manner.

Strathfield Council Values

Strathfield 2030 and Council’s Workforce Management Strategy are underpinned by Council’s commitment to the following fundamental organisational values. These values guide the way Council as an organisation carries out our business and delivers activities and services for the Strathfield community.

Teamwork

  • We are constructive;
  • We contribute positively to the team and the organisation;
  • We provide good customer service to others in a timely fashion.

Integrity

  • We communicate in an open and genuine manner;
  • We do what we say;
  • We treat everyone equally, with fairness and respect.

Accountability

  • We deliver/do what we say we will;
  • We take responsibility for the part we play in this organisation;
  • We are clear and transparent in all that we do.

Wellbeing & Safety

  • We ensure that everyone gets home at night safely;
  • We raise safety concerns immediately;
  • We ask ‘are you ok’ if we notice that someone might be struggling.
Applying for a Position

If you wish to apply for a position, please prepare your application to include the following:

  1. A cover letter that includes:
  • The position’s name you are applying for
  • A brief statement including examples, addressing each of the essential and desirable criteria of the job as indicated in the position description.
  1. Your resume

Your resume should include:

  • Name, address and contact numbers
  • Employment history – please indicate dates of employment and a brief statement of duties performed
  • Education details
  • Work experience history (relevant positions or activities that do not form part of your paid employment)

All applications for vacant positions will be acknowledged once received, and we will inform applicants if their application progresses to the next stage of the recruitment process.

Your Application

All applicants for a position will be required to satisfy the essential and desirable criteria set out in the position description.  If you wish to apply for a position, please prepare your application to include the following:

1. A cover letter that includes:

  • The position’s name you are applying for
  • A brief statement including examples, addressing each of the essential and desirable criteria of the job as indicated in the job advertisement.

2. Your resume

Your resume should include your:

  • Name, address and contact numbers
  • Employment history – please indicate dates of employment and a brief statement of duties performed
  • Education details
  • Work experience history (relevant positions or activities that do not form part of your paid employment)

Applications are not returned so original documents should not be submitted. If you are shortlisted for a position you would be asked to provide the details of two work related referees – please include their names, positions and current daytime contact numbers. We may also ask you to present some original documents at the time of your interview.

Acknowledgment of Applications

All our positions have a minimum 2 week closing date; however, we continually assess applications upon submission. All applications for vacant positions will be acknowledged once received, and we will inform applicants if their application progresses to the next stage of the recruitment process.

Interviews

All applicants invited for an interview will be contacted via email and phone call after the application period has ended.

If you are invited for an interview we may ask you to present some original documents such as your ‘Right to Work’, qualifications, licenses and any supporting evidence of meeting the selection criteria (such as previous reports, submissions form prepared).

All interviews are conducted by a selection panel to ensure equity and follow best practice recruitment and selection guidelines.  Strathfield Council is an equal employment opportunity employer and applies merit-based selection techniques. All applicants will be asked the same set of questions developed from the essential and desirable criteria based on behavioural interviewing principles.

Second interviews may be required for certain positions within Council. Applicants will be notified via email and phone if the position progresses to a second interview. During the interview, applicants may be required to present a document or short presentation relating to the role and criteria set in the position description.

Once interviews are completed, referee checks are carried out on applicants who are short listed from the interview process. Applicants will need to provide the details of two work related referees during the interview – please include their names, positions and contact numbers.

For further tips related to Strathfield Council’s interview process, please see below:

Interview Tips
Merit-Based Selection Process

Strathfield Council adopts a merit-based selection process which assesses all applicants equally against the job-related criteria and Council’s behavioural competences.

This is in line with Section 349 of the Local Government Act 1993, that indicates:

“When the decision is being made to appoint a person to a position:

  • Only a person who has applied for appointment to the position may be selected, and
  • From among the applicants eligible for appointment, the applicant who has the greatest merit is to be selected.”

We have designed our Recruitment and Selection process to reflect ‘best practice – human resources principles’ and to ensure we employ the best person for the job and promote transparent, efficient and effective selection and promotion processes.

Pre-Employment Checks

Shortlisted applicants may be request to undertake the following checks:

  • Reference Checks
  • Pre-employment Medicals
  • Police Checks
  • Working with Children Checks
  • Psychometric Testing
Notifications of the Outcome

The successful applicant will be notified as soon as the selection has been approved. All other applicants unsuccessful will be notified after the recruitment process has ended.

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