THE ROLE

The Aboriginal Cultural Awareness Advisor provides advice to and builds awareness of Child Protection practitioners working with Aboriginal children and engages with Aboriginal Community Controlled Organisations and community services organisations to improve outcomes through progression of self-determination reforms for Aboriginal children, families, and communities. While the role does not develop cultural plans, it provides important cultural expertise and guidance which supports child protection practitioners with the cultural planning process, and cultural plan compliance.

This crucial role enables Aboriginal children to remain connected to community, build resilience and support them remaining with family. The role will also focus on area improvement and implementation processes, aligning outcomes to relevant divisional policies and processes

ACCOUNTABILITIES INCLUDE

• Child centred and family focused relationship-based practice - focuses on the Aboriginal child and incorporates the family kinship groups and community in maintaining a child's cultural connection and self- identity.
• Collaboration - engages, consults, and co-designs solutions with children and their families, other practitioners and teams, agencies, services, and the community, in order to deliver the best outcomes for children and their families. Works hand in hand with Child Protection, attending care team or other meetings to provide advice on the development of cultural plans.
• Knowledge sharing - exchanging critical information with Aboriginal families and both internal and external stakeholders, to ensure shared understanding, and timely and appropriate action for Aboriginal clients.

Please open the position description to read more.

WORKING IN RURAL VICTORIA INCENTIVE
External applicants relocating to a regional area could be eligible for up to $22,000 worth of incentives.  Internal applicants relocating to a regional area could be eligible for up to $14,000 worth of incentives.  If you live and work in an area classified as ‘remote' by the Australian Tax Office, you may also be eligible for additional salary packaging arrangements, such as mortgage interest, rental costs, and residential utilities. 

COVID-19 VACCINATION
The department strongly recommends (but does not mandate) that employees maintain their COVID-19 vaccination status in accordance with current ATAGI (Australian Technical Advisory Group on Immunisation) advice, given their individual circumstances. As of June 2023, DFFH does not require evidence of COVID-19 vaccination status.

A SPECIAL MEASURE PROVISION APPLIES TO THIS ROLE

The Equal Opportunity Act 2010, provides for lawful 'Special Measure' provisions, therefore the following has been applied to this role. 

This is a Designated role - Only Aboriginal and/or Torres Strait Islander people are eligible to apply.

HOW TO APPLY

All VPS employees (and ex-VPS employees with extended access to the Jobs and Skills Exchange website) MUST apply via the Jobs and Skills Exchange (JSE) <https://jse.vic.gov.au/user/login?destination=/new-home-page> portal.

Applicants are encouraged to apply online. Attachments can be uploaded in .doc, .docx, .pdf, .txt or .rtf formats.
Applicants are required to submit a CV and Cover Letter (max 2 pages) outlining their suitability to the role in line with the Key Selection Criteria. 
Applicants must be an Australian Citizen, Permanent Resident or hold a valid work permit or visa. Work eligibility will be checked as part of the recruitment process. 
Preferred candidates will be required to complete pre-employment screening, including a national police check and misconduct screening.

For more information on working with us and our recruitment process, please visit Department of Families, Fairness and Housing Victoria | Jobs (www.dffh.vic.gov.au/jobs)

Please apply to submit your interest in this position.