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​Employment Policies and Information

The following information provides a brief overview of various CSNSW employment policies and practices:


A​lcohol Tobacco and Other Drugs

Policy Principles

Prohibited drugs and prohibited plants are not permitted at any CSNSW workplace or in any CSNSW vehicle.

Alcohol and its consumption is not permitted at any CSNSW workplace or in any CSNSW vehicle unless approved by the Commissioner or delegate.

Alcohol

Employees must not have a concentration of blood alcohol greater that 0.02% when presenting for duty or when on duty.

Employees who are required to drive a vehicle or carry a firearm as part of their job must maintain a blood alcohol concentration of 0.00%.

All employees have a responsibility to report any Prescribed Concentration of Alcohol (PCA) charge or conviction incurred outside the workplace to their manager as soon as possible.

Tobacco

Smoking is not permitted on any CSNSW site including in outdoor areas. Additionally, tobacco related products are contraband and cannot be taken into a correctional centre. Smoke Free.

Conduct and Ethics

High standards of safety and security are most easily achieved when employees behave in an ethical and professional manner.

The NSW Public Sector Ethical Framework is built on 4 core values - integrity, trust, service and accountability. The Code of Ethics and Condu​ct [PDF 197KB] reflects these values and describes the standards of behaviour which colleagues and the public expect. Commissioner's Instructions will also be issued which inform employees about how they should act in various work and personal situations.

Dress Code

Casual Correctional Officers and Trade Overseers will be provided with an appropriate uniform that must be worn whilst on duty and must comply with uniform and dress and grooming standards.

Standards of dress for all other employees should be consistent with the principles of the CSNSW Guide to Conduct and Ethics. Employees have a responsibility to ensure their dress and grooming contribute to an orderly, clean, safe and professional environment and do not offend colleagues, members of the public or clients. Clothing should always be consistent with work health and safety (WHS) standards which require employees to wear clothing and footwear that are safe and suitable (ie fit for purpose) in the particular working environment.

Employment Checks

An offer of employment will be subject to some or all of the following checks:

  • Citizenship status
  • Conduct and performance checks
  • Contact with offender declaration
  • Criminal record checks
  • Health Assessment
  • Proof of name and age
  • Qualification verification
  • Re-employment and re-engagement in the NSW Public Service
  • Referee checks
  • Working with children checks

Read further information regarding employment checks.

Grievance Resolution Policy and Guid​elines

Induction Program

Successful applicants will be required to undertake the CSNSW Integrated Induction Course (usually held at the Brush Farm Corrective Services Academy at Eastwood). Arrangements will be made for new employees to attend the next available course soon after the commencement date.

Other Paid Employment

All CSNSW employees are required to submit details of any proposed other paid employment, including employment in another Government agency, for assessment to determine whether the other paid employment may give rise to a conflict of interest or adversely affect their CSNSW duties.

Reference should be made to the CSNSW Other Paid Employment Policy and Guidelines [PDF 102KB]

Plagiarism

Applicants for positions within CSNSW are reminded of the need to ensure that all information provided within their job application is accurate and truthful in all respects.

Whilst it may not be unreasonable for applicants to seek out the advice of others when preparing their applications, it is expected that the completed application will be their own work and will entirely reflect the experience, skills, attributes and qualifications of the applicant himself/herself.  Plagiarism from the job application of others is not only dishonest, but also impacts upon the reliability and accuracy of the information presented.

Plagiarism reflects on the applicant's integrity and consequently on their suitability for employment.

CSNSW requires all applicants to declare that the qualifications they claim are genuine, the application they submit is entirely their own work and acknowledge their understanding that if they deliberately include information that is either incorrect or copied from another source, it may lead to disciplinary action or criminal charges.

Reasonable Adjustment Policy

The Department of Justice and Attorney General is committed to providing reasonable adjustments [PDF 1.3MB] to employees with disabilities to ensure they can work to their full potential and have appropriate access to opportunities for development.

Security Awareness

Appropriate security awareness information and training will be provided where an employee is required to work in a security environment or enter a security environment and/or have contact with offenders on a regular basis.

Surveillance

New employees are notified that surveillance, including computer, camera and tracking surveillance, will be carried out by CSNSW.

Work Experience and Student Placement

Workplace Diversity

Corrective Services NSW is committed to provide a workplace that is equitable, diverse and culturally inclusive, through the effective implementation of Equal Employment Opportunity (EEO) principles. It is also committed to providing a workplace that is free from bullying, unlawful discrimination and harassment.