CSO Qualifying Pool

As a Child Safety Officer you will:

• Deliver accountable and collaborative integrated child protection services for complex cases that respect the culture and context of each child, young person, family and community in accordance with departmental policies and procedures, statutory responsibilities, and the child protection practice framework.
  • As part of a multi-disciplinary team (which may include representation from other agencies), undertake high quality strengths-based child protection practice including assessment, intervention, casework, and complex case management.
  • Participate and contribute productively as a team member to form culturally appropriate, professional working relationships with colleagues, stakeholders, including children, young people and families, Non-Government Organisations (NGOs), and other service providers.
  • Foster a culture and philosophy of quality frontline service delivery based on collaboration, cooperation, commitment to excellence and professional ethics.
  • Maintain high quality case records in accordance with departmental case management requirements.
  • Participate and contribute to a culture of continuous learning, training and professional development to ensure practice knowledge and skills are contemporary and evidence based.
  • Contribute to continuous quality improvement strategies.
  • Draw on professional practice experience in relevant child protection fields to provide coaching and mentoring to new and less experienced Child Safety Officers, to develop their skills and knowledge.
  • It is a requirement of all employees to maintain cultural capability, commit to self directed learning regarding Aboriginal and Torres Strait Islander cultures, and to contribute to a culturally safe and inclusive workplace.

Applications to remain current for 12 months.

Previous departmental applicants are advised that they will be subject to internal disciplinary checks.

Clause 7. General provisions relating to suitability for employment
 
1. A chief executive can assess a person's suitability through a range of mechanisms, including but not limited to:
   - criminal history (for relevant duties and prescribed duties (which includes child-related duties)
   - child-related duties
   - serious disciplinary action.
2. The directive relating to recruitment and selection provides that applicants for public sector roles must be informed of any suitability assessments that may be required to determine the person's suitability for employment as a public sector employee.

https://www.forgov.qld.gov.au/pay-benefits-and-policy/directives-policies-circulars-and-guidelines/suitability-for-employment-directive-0823