Careers
This page provides some general information about working at the SSAT.
For more information about the SSAT please refer to Structure and Operations.
Refer also to Current Vacancies for current vacancies at the SSAT and other tribunals.
On this page:
Members
Hearings of the SSAT are conducted by both full and part-time
members. Members are appointed by the Governor-General for a period
of up to three years on the basis of their specialist knowledge,
communication skills, knowledge of the social security system or
the child support scheme and their understanding of, and commitment
to, the principles of administrative review.
For each hearing, the relevant Senior Member convenes a panel of
SSAT members, one of whom is appointed as the presiding member.
Most hearing panels consist of one or two members (the size and
composition of the panel is usually determined by the nature and
complexity of the application). The legislation permits a maximum
panel size of four.
The presiding member, drawn from any category of membership, is
responsible for the proper conduct of the hearing and the effective
determination of cases. This includes ensuring that the hearing is
fair and thorough; runs smoothly; that pre-hearing discussions and
the decision-making process are effective; and that the decision is
written and sent to the parties within 14 days of the decision
being made.
As a merits review Tribunal, the SSAT is inquisitorial in its
approach. Each Tribunal panel takes a fresh look at the matter,
including the consideration of events which might have occurred
since the original decision was made. The Tribunal's findings are
usually based on information contained in the Centrelink file (or
the Child Support Agency files from 1 January 2007) and the
evidence presented by the applicant or representative at the
hearing. In addition to considering all evidence presented, the
Tribunal can initiate its own inquiries.
Tribunal panels reach their decisions independently. They are not
subject to direction from either the Principal Member or the Senior
Members to come to a decision in any particular case. The Principal
Member, after consultations with the Senior Members, occasionally
issues guidance to members on approaches to interpreting the
legislation, but, again, that guidance is not determinative.
Membership of the Tribunal
Subject to directions of the Principal Member, Senior Member or
other delegate of the Principal Member, each member is individually
responsible for the performance of their role in deciding
individual cases. Members are responsible to their Senior Member in
all other matters.
They make the following commitments:
- To sit not less than three times per week for full-time members and not less than once per week for part-time members. (Sittings of the Tribunal are subject to the level of appeals and no minimum level of sittings is guaranteed to part-time members. It is possible that from time to time a member may not be required to sit);
- To come to Tribunal sessions having fully prepared the cases;
- To attend the SSAT registry during business hours on standard working days (full-time members);
- To arrive a minimum of 15 minutes before the first hearing appointment time to enable preliminary panel discussion (part-time members);
- To sit as Presiding Member or a Member as assigned by the Senior Member;
- To write decisions as directed by the Presiding Member and within the time limits prescribed;
- To produce the draft decision within seven days so that the 14 day statutory notification requirement for written reasons can be met;
- To attend members' meetings as required;
- To follow lawful directions of the Principal Member, Senior Member or Presiding Member; and
- To bring to the attention of the Senior Member any perceived anomalies in the legislation.
By way of guidance, an average session involves:
- Receiving papers for three cases approximately seven days in advance of the hearings. Preparation for cases is the responsibility of the member.
- Attending the SSAT registry for a morning or an afternoon to
conduct three hearings. Some hearings can run over time.
OR
Attending at a country centre possibly for more than a full day (may require an overnight stay). - Writing one or two decisions and statement of reasons.
All members are required to fully participate in analysing the
issues requiring determination, in the hearing process and in
making all findings necessary to reach a decision.
Members are appointed to the Tribunal with a variety of
pre-existing expertise, which they should be able to contribute
while acquiring as much as possible of the expertise of other
members.
General Conditions
In summary any person, irrespective of their discipline, can seek therefore to be considered for full-time or part-time appointment.
Employment Terms and Conditions
Members of the SSAT are appointed as either full-time holders of
public office or part-time holders of public office.
The terms and conditions of employment for members are largely
established in Schedule 3 of the Social Security
(Administration) Act 1999. The Act empowers the
Governor-General, the Minister and the Principal Member of the SSAT
to prescribe particular terms and conditions for SSAT
members.
The Remuneration Tribunal is responsible for
determining members' remuneration packages and recreation leave
entitlements.
The SSAT provides members with regular training and development to
address legislative, policy and organisational issues that arise
throughout the year. The SSAT's Member Support and Quality Anaysis
Unit has a specific role in identifying and responding to training
needs that arise out of legislative and policy developments. It
prepares a range of information products for members and regularly
presents material at members' meetings.
Part-Time Membership
Part-time membership is on a sessional basis and no minimum
level of work is guaranteed. Part-time members are paid a sessional
sitting fee, which includes preparation work, sitting time and
delivery of written reasons as directed by the presiding
member.
Part-time members do not have entitlements to sick and recreation
leave but are eligible for superannuation and are covered under the
Commonwealth Employees' Rehabilitation and Compensation Act
1988 and the Occupational Health and Safety (Commonwealth
Employment) Act 1991.
Private Interests
When making appointments to positions on the SSAT the Minister
is required by Cabinet to ensure that there are no private
interests which may conflict, or may be seen to conflict, with the
appointee's role as a member of the Tribunal.
Applicants for appointment who are asked to attend a selection
interview will be required to complete forms relating to private
interests. If their application is successful the forms will be
forwarded to the Minister; if not they will be shredded or, if
preferred by the applicant, returned unopened.
Other background checks may be made.
Other Matters
Disclosure of Confidential Information - a member must not make
a record of any information received by the Tribunal or communicate
that information other than for the purposes of the performance of
their duties.
Protection - in the performance of their duties as a member of the
Tribunal, a member has the same protection and immunity as a member
of the Administrative Appeals Tribunal.
Disclosure of Interests - a member must disclose any interest that
could conflict with the proper performance of their functions in
relation to a review.
Oath - a member must take an oath or make an affirmation before
commencing their duties as a member.
Removal from Office - a member may be removed from office on the
grounds of proved misbehaviour or physical or mental
incapacity.
Resignation - a member may resign office by writing a letter to
the Minister which is signed by the member. A copy of such a letter
should also be provided to the member's Senior Member and/or the
Principal Member.
Appointment Process
Advertising of Positions
There is no fixed number of members - either full-time or part-time appointment action is undertaken from time to time as members are required in a particular discipline in a given SSAT registry. Advertisements inviting applications for part-time membership of the Tribunal are advertised in the Commonwealth Gazette (www.apsjobs.gov.au) and in the press and occasionally in appropriate professional journals.
Applications and Interviews
People wishing to apply for membership must apply via the
electronic recruitment database which can be accessed via the
current vacancies link on this page. Applications
must address each of the selection criteria (but
need not address every individual point) relevant to the membership
type (full-time, part-time, part-time medical member).
Recommendations for appointments will be made in relation to the
applicants who best meet these criteria. A short list of those who
seem most likely to be suitable for appointment is prepared and
interviews offered to them.
Persons who are appointed as statutory office holders such as
membership of the SSAT are required to complete a 'Return of
Private Interest' form and sign a letter declaring that they have
no pecuniary or personal interests that could give rise to a
conflict of interest. These documents are sent to applicants
shortlisted for interview, for completion and signature. They are
then brought to the interview.
The interview panel usually consists of the Senior Member of the
registry in which the appointments are to be made and two other
panel members.
Positions to the SSAT are statutory positions, with members
appointed by the Governor-General under Schedule 3 of the
Social Security (Administration) Act 1999.
Where a State or Territory public servant wishes to be considered
for appointment as an SSAT member, the relevant Premier or State or
Territory Minister will be consulted to obtain agreement.
Applicants short-listed for interview will be required to provide
evidence of in-principle agreement with their application for
appointment from the relevant Premier or State or Territory
Minister.
Officers of the Australian Public Service taking up appointment to
the SSAT are required to either resign from the APS or apply for
leave without pay for the period of their appointment.
Because these are statutory appointments by the Governor-General,
we are unable to provide applicants for membership with an answer
regarding applications until the whole appointment process has been
completed. This process can take some months from when the
applications are received by the SSAT.
Please note that those applicants who are considered suitable for
appointment as a member of the Social Security Appeals Tribunal
will be required to undergo a police check by the Australian
Federal Police and a bankruptcy check by the Insolvency and Trustee
Service Australia or other checks if necessary.
Privacy
SSAT has in place privacy safeguards, which acknowledge and respect the rights of applicants. The information provided in job applications are only used in the selection process.
Staff
All staff in the local SSAT registries and National Office are
public servants employed under the Public Service Act
1999. Its employment policies are in line with the Australian Public
Service (APS) Values and Code of Conduct.
SSAT staff are subject to a Workplace Agreement which sets out
conditions of employment, including rates of pay. It also makes
provision for individual performance agreements, which are linked
to specific performance goals and organisational objectives.
The SSAT is committed to properly equipping its staff to fulfil
their duties efficiently and effectively. It also endeavours to
provide consistency of training between SSAT registries.
Workplace Diversity
The SSAT strives to achieve a workplace culture that is fair, values diversity and is inclusive: treating people with respect, giving them the opportunity to fully participate in the workplace and allowing them higher levels of autonomy in performing their work. Through its commitment to promoting and supporting diversity in the workplace, the Tribunal aims to achieve a workforce that is reflective of Australian society.
Recruitment
Many of the APS Values directly or indirectly impact on the way
in which APS employment processes are conducted. These values also
acknowledge that the APS is a career-based service and requires a
fair system of review of decisions taken in respect of APS
employees.
Recruitment in the SSAT is co-ordinated by the National
Office.
All restaffing within the SSAT is merit-based. Vacant on-going
positions within the SSAT are restaffed using a competitive process
to determine the best person for the job based on application,
interview performance and referee comments.
Citizenship Requirements
The Public Service Act requires that the SSAT does not employ a person that is not an Australian Citizen unless the Agency Head considers it appropriate to do so. It is SSAT policy not to employ people that are not Australian citizens.
Making Decisions Based On Merit
One of the APS Values states that 'the APS is a public service in which employment decisions are based on merit'. In this context, a decision in relation to engagement or promotion is based on merit if:
- An assessment is made of the relative suitability of the candidates for the duties, using a competitive selection process;
- The assessment is based on the relationship between the candidates' work-related qualities and the work-related qualities genuinely required for the duties;
- The assessment focuses on the relative capacity of the candidates to achieve outcomes related to the duties; and
- The assessment is the primary consideration in making the decision.
Selection Procedures
The procedures used by a Selection Advisory Committee will meet the following minimum requirements:
- the procedures must have due regard to procedural fairness;
- the functions of the Selection Advisory Committee must be carried out in private; and
- the functions of the Selection Advisory Committee must be finished as quickly, and with as little formality, as a proper consideration of the matter allows.
A Selection Advisory Committee will assess the relative merits of candidates on the basis of:
- the relative suitability of the candidates for the duties;
- the relationship between the candidates' work-related qualities and the work-related qualities genuinely required for the duties; and
- the relative capacity of the candidates to achieve the outcomes related to the duties.
The Selection Advisory Committee report makes an assessment of
candidates on the basis of the above and makes a recommendation,
primarily on the basis of the assessment, to the delegate as to the
candidate the Selection Advisory Committee considers to be the most
suitable to undertake the duties.
If the Selection Advisory Committee considers that none of the
candidates are suitable to undertake the duties, they must make a
recommendation to the delegate to that effect.
Decisions
All applicants will be advised in writing of the outcome of the
selection process. Details of the successful candidate will be
notified in the Commonwealth Gazette.
If the decision involves the promotion of an APS employee, other
APS employees who were applicants for the position may appeal the
promotion decision. Appeals must be submitted to the Merit
Protection Commissioner within 14 days after the promotion has been
notified in the Commonwealth Gazette.
Applications
It is recommended that applicants make their decision to apply
for an SSAT position as soon as possible to allow adequate time to
prepare the required documentation, as detailed in each position's
'Information Pack'.
Applicants who do not meet all the selection criteria should
carefully consider whether they should proceed with their
application.
Interviews
Applicants invited for an interview will be advised of an
appointment, with at least 48 hours' notice. Under certain
circumstances, the Selection Advisory Committee may determine that
it is appropriate to conduct a telephone interview.
It is suggested that applicants bring relevant supporting
documentation to the interview, such as copies of qualifications,
examples of written work and other documentation that may support
their claims. Applicants are asked not to provide original
documentation to the Selection Advisory Committee.
Post-Selection Feedback
Applicants may request post-selection feedback from the Selection Advisory Committee. This feedback will focus on comments about the application and interview performance, if relevant.
Applicants With Special Needs
The Selection Advisory Committee will endeavour to cater for applicants with special needs, to ensure that all applications are considered on merit. Applicants with particular requirements are requested to notify the SSAT Human Resources Officer.
Privacy
The SSAT has in place privacy safeguards, which acknowledge and respect the rights of applicants. The information provided in job applications is used only for the selection process.