Child safe standards
The Library is committed to being a child safe organisation with zero tolerance for child abuse, always acting in the child's best interest.
All staff and volunteers at the Library agree to abide by our Child Safe Code of Conduct and hold a valid Working with Children Check. If you're successful in being appointed to a role, before commencing you will need to provide evidence that you possess a current Working with Children Check and will need to meet the cost of completing this check.
Code of conduct
All Library staff commit to the Code of Conduct for Victorian Public Sector Employees (VPSE) which describes the expected standards of behaviour and provides the foundation for integrity and accountability for all public sector employees. You can download the VPSE Code of Conduct under the 'More to explore' heading at the bottom of this page.
All applicants must be eligible to work in Australia as demonstrated by being an Australian citizen, permanent resident or holding a valid work permit or visa.
We aim to conduct our operations in a manner that reduces the environmental impact of Library staff, contractors and visitors. We are committed to minimising the environmental impacts associated with our operations and seek to continually improve how we manage our environmental systems and practices.
Equal employment opportunity
The Library promotes a workplace that actively welcomes and values the unique contributions of all people. We are an equal opportunity employer and act in accordance with our obligations under the Equal Opportunity Act 2010 (Vic) and the Victorian Charter of Human Rights and Responsibilities.
We are committed to providing a work environment free of harassment and discrimination.
We strongly encourage Aboriginal and Torres Strait Islander Australians, people from culturally diverse backgrounds, LGBTIQ+ people and people of all ages and abilities to apply for roles at the Library.
Flexible work arrangements
The Library is committed to providing opportunities for staff to balance their work and personal commitments by facilitating flexibility in employment and work arrangements.
Flexible work arrangements include part-time employment, access to flexitime, changes to regular hours of work, access to purchased leave and working-from-home arrangements.
Requests for flexible work arrangements are considered on a case-by-case basis taking into account the nature of the role, individual circumstances and the Library’s operational requirements.
Health and safety
We recognise our responsibility to provide and maintain, so far as is practicable, an environment that is safe and without risk to health for all people who work in the Library or use our resources. In order to achieve that objective we maintain an occupational health and safety (OH&S) management system that includes policies, procedures and systems of work. All Library staff are responsible for ensuring that a safe work environment exists within the Library.
The predominant physical requirements of the role are listed in the position description.
The position description is indicative of the initial expectation of the role and may change based on organisational goals and priorities, activities and focus of the job.
Pre-existing health conditions
All new employees are required to complete a pre-employment health declaration where they are obliged to disclose any pre-existing injury, disease or condition that could impact their ability to complete the predominant physical requirements of the position. Applicants should refer to the physical requirements section of the position description for specific details and information on the inherent physical requirements for the role.
All information provided in applications, including personal details, is used for recruitment purposes only. Collection and handling of applications and personal information complies with the requirements of the Privacy and Data Protection Act 2014 (Vic).
Successful applicants will be subject to a probation period of six months.
The Library is committed to providing an accessible, inclusive work environment to enable people with a disability to participate fully in all aspects of employment. Reasonable adjustment may be required for people with a disability, recovering from illness or injury or with chronic medical conditions.
We will consider all requests for reasonable adjustment and will accommodate these wherever possible.
Reasonable adjustments may include, for example, changes to work methods and arrangements, use of equipment or software and training for co-workers or supervisors. Reasonable adjustments do not include changing the inherent requirements of a role or creation of an entirely new role.
Terms and conditions of employment
Detailed terms and conditions of employment - including career structure, salaries, hours of work and leave provisions - are set out in the State Library Victoria Enterprise Partnership Agreement 2016. You can download our Enterprise Partnership Agreement beneath the 'More to explore' heading at the bottom of this page.
If you have questions about a specific job opportunity please contact the nominated contact person listed in the position description. Our People and Culture team can be emailed at email@example.com to assist with general questions about the Library’s recruitment process or working at the Library.
More to explore
- Victorian Public Sector Employees Code of Conduct (PDF) (pdf,258.76 KB)
- State Library Victoria Enterprise Partnership Agreement 2016 (PDF) (pdf,667.3 KB)
- State Library Victoria Enterprise Partnership Agreement 2016 (Word) (docx,193.86 KB)