Vacancies are advertised using the online Recruitment and Onboarding (ROB) system.

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For any technical issues regarding the Recruitment and Onboarding (ROB) system or your application please email


Recruitment and selection process

The recruitment and selection process commences when a vacancy is identified and a decision is made to fill the vacancy. The recruitment process includes; advertising the vacancy, short listing applicants (based on skills through resumes and how candidates address/meet the selection criteria), interview/assessment, conducting referee checks, undertaking employment screening checks (Criminal Record Check, NSW Health Service check registers and employment assessment) and offering the position to the preferred applicant(s) and welcoming them to Justice Health and Forensic Mental Health Network.

Preparing your application

It is important to prepare a succinct application demonstrating why you believe you are the best person for the position. Your application should include your claims against the selection criteria, your résumé/ CV and any additional information requested. You should read the position description so that you are fully informed of the requirements before submitting your application.

The information provided by you in your application is a written response to the selection criteria and is used by the selection committee to determine whether you will be shortlisted for an interview. It is important that your application demonstrate how you meet the selection criteria outlined in the position description.

Applicant checklist

  • Read your copy of the position description and selection criteria carefully
  • Research the position thoroughly
  • Address all the Selection Criteria listed in the position description and job advertisement
  • Present your application in a neat, concise and professional manner
  • Brief and confirm your intended referees/reference persons.

Complete and submit your application through the Recruitment and Onboarding (ROB) system, and ensure you attach copies of relevant supporting documentation e.g. updated résumé and cover letter. Click here to login.


If you are shortlisted for an interview you will be advised, by phone or email, at least three working days’ before the interview. The interview panel will generally consist of three members, the convener, a Justice Health & Forensic Mental Health Network representative and an independent member. There will be at least one male and at least one female on every panel. Collectively, the Interview Committee will have an understanding of the position and its role and will be responsible for the integrity of the final selection decision. These requirements ensure that all applicants receive the fairest possible consideration. In some cases, the selection process may also involve a work sample assessment, a presentation or a test. You will be advised if this is the case when you are contacted about your interview.

If you have a special requirements (e.g. disable parking, wheelchair access, sign language interpreter discuss them with the person contacting you about your interview time so that appropriate arrangements can be made.

At the interview you will have the opportunity to ask questions or present information about the position to the Interview Committee which you feel may assist your application.

What do I bring to the interview?

  • Original qualifications (as relevant to the selection criteria)
  • Original proof of identification documents (as listed on page 2 of the ID form) and 100 point Identification form
  • Evidence of work entitlements in Australia e.g. passport, birth certificate, citizenship, current working visa's
  • Original registration and license documents (as appropriate)
  • Declaration of association form

Referee checks

It is important that you nominate at least two referees who are able to discuss your suitability in relation to the selection criteria, one of whom should be your current direct manager. Information as to your demonstrated ability or potential to fulfill the selection criteria for the position will be sought from your nominated referees.

When the assessment panel is making its final decision, information obtained from your referees will be considered together with your application and interview.

Criminal Record Check and Declaration of Association Form

Justice Health and Forensic Mental Health Network (Justice Health NSW) requires that criminal record checks be undertaken for all successful applicants. Should the criminal record check be unsatisfactory, Justice Health NSW will review discontinuing your employment. To enable this check to be carried out, it is necessary to complete the National Criminal Record Check Consent form online during your application adequately.

Justice Health NSW also requires employees and prospective employees to complete a declaration of association form to declare all contact with known offenders in the correctional centers or patients in the Forensic Hospital, which includes personal or family relationships.

There is no absolute prohibition on employees or prospective employees having contact with offenders/patients to whom they are related or with whom they are otherwise involved but it is important that such contact is disclosed so that risks may be managed and false perceptions corrected. Improper relationships of any kind will not be tolerated and action, including dismissal, may be taken against any employee or prospective employee who provides false and/or misleading information or who fails to disclose relevant information.

Post selection feedback

Unsuccessful candidates will be advised in writing and offered an opportunity to receive feedback from the hiring manager. This feedback is a useful way to understand the areas that could be strengthened in future applications.

Eligibility listing

If you are not the applicant who demonstrated greatest merit, but the selection panel believed you to have strong claim for the position, your name may be placed on an eligibility list. This means that in the event that the job you applied for, or a similar job becomes available within the next 12 months, the eligibility list may be activated and you may be offered that position.

Notification of success

Once the application and assessment process is complete and the panel has decided on an outcome, relevant processes will occur to gain approval to employ the successful candidate(s), an initial verbal offer will be made by the convenor (usually your future manager) and discuss any specifics at the time that may relate to the role and arrangements.

A letter of offer alongside with an onboarding package will be sent to you via the Recruitment and Onboarding (ROB) system to read and electronically sign to formalise your employment with Justice Health NSW. Please be aware that the offer and onboarding pack will expire in three working days.


The Orientation Programs are mandatory and must be completed by all new staff commencing employment with the Network.

This applies to:

  • Staff whether permanently, temporarily or casually employed
  • persons who are contracted to work such as Visiting Medical Officers (VMO) and Visiting Dental Officers (VDO)
  • people on clinical placement or supervising student placements, and students (including work experience students).

Your hiring manager will provide details regarding your orientation and relevant preparation. The confirmed dates will be provided on your letter of offer.