Caseworker FAQ

We know many academic degrees have linkages to the work we do in child protection which is why degree level (or higher) qualifications in related disciplines such as Psychology, Education, Early Childhood, Nursing and Policing are given strong consideration. 

If you hold a related degree, your application may be considered if you have additional relevant work experience where you can display experience working with vulnerable children and families. It is important if you don’t hold a preferred degree but have a related degree that you demonstrate how your experience is relevant to the Child Protection Caseworker role. 

For Aboriginal or Torres Strait Islander applicants a relevant diploma or degree qualification is preferred. Applicants without a relevant qualification are required to demonstrate at least two years’ experience working with vulnerable children, young people and their families

This is driven by the unique and highly relevant cultural and community knowledge and capability that Aboriginal people bring to child protection work, especially in community. 

By applying without a relevant qualification, a commitment to gain a relevant qualification during the course of employment will be required. We train and offer career development opportunities for all staff and the attainment of a relevant qualification will be supported.

Visit Careers for Aboriginal people to learn more.

Unfortunately, lower than Bachelor level qualifications do not meet the eligibility requirement for the Caseworker role. A degree level qualification (or higher) is the mandatory minimum qualification requirement in recognition of the complexity of child protection work.  

You may be interested in our casework support worker roles or many of our other advertised roles in DCJ. Please visit our Jobs.DCJ to see our current vacancies. 

Unfortunately, the Child Protection Caseworker does not contribute to any Psychology registration. You may still apply for a Psychology role. Visit our Psychology pathway to learn more. 

You will need to obtain a NSW Working With Children Clearance check (WWCC) via Service NSW prior to commencement in the role.

The Child Protection (Working with Children) Act 2012, requires anyone aged 18 or over engaged in child-related services to have WWCC.  

This check provides you with a clearance to work with children, or a bar against working with children. 

A WWCC is valid for 5 years, with ongoing monitoring and record updating.  It is your responsibility to keep this check updated and renewed. It is illegal to work with children without a valid WWCC.  

For more details please refer to Working with Children Check.  

A volunteer WWCC is acceptable for student placements only. To gain paid employment you will need an employee WWCC check. 

Yes. We hold a student campaign every year and we encourage students in their final semester to apply. As Australia’s largest child protection agency, we are constantly on the lookout for bright and resilient caseworker candidates. 

If you have just finished your degree in social work, social science or welfare, or still studying, we have some exciting opportunities to kick-start your career and encourage you to apply for a caseworker role.

If you are in your final semester and about to finish your degree within the next three months, you are eligible to apply. 

If you need to undertake a compulsory student placement as part of your degree in social work, social science or welfare, join our student placement program. 

Many students who complete their placement with us then go on to work at DCJ once their degree is completed. Placements offer you a unique opportunity to:

• Apply your theory to practice in real life situations under the supervision of industry-leading staff

• Grow confidence in yourself and your abilities 

• Explore and expand your knowledge and skills

• Develop an understanding of the work we do

For casework, project or policy placements contact your Local CSC or alternatively contact caseworkercareers@facs.nsw.gov.au and we will get you in touch with the local student placement co-ordinator.  

If you are looking for work experience (paid or unpaid) or want to undertake voluntary work, you should explore opportunities in the non-government sector or visit The Centre for Volunteering.

We work collaboratively with many non-government agencies to help children and families and to improve the wellbeing of our community. Many of these agencies offer volunteer programs. All related work experience is acknowledged if you apply later for a position with us.

Part-time positions are rare, as the role mostly require full time workers, however part-time arrangements may be accommodated. These arrangements are subject to business needs and are discussed at time of initial offer stages with local management.

The caseworker role is a full-time position, Monday to Friday, 35 hours per week.

However, if you are looking for PT hours, this may be arranged.  There may be occasions where caseworkers are required to work outside of normal business hours. For example, to meet with a family to conduct a home visit.

The NSW Government has committed to making all roles flexible in the NSW government sector. DCJ, have flexible working arrangements, which include taking time in lieu and having rostered days off, to working remotely or on other sites. 

As part of your induction, you are provided with more detail around the DCJ flexible working arrangements.

DCJ supports its caseworker staff through an extensive caseworker development program. This includes professional supervision, opportunities for group discussions, exposure to recent research findings, and training in innovative casework practices. 

This program is a 17-week blended learning program. You will be required to attend 4 workshops (4-week long blocks) that will be held in Liverpool or Parramatta. 

Satisfactory progress and completion of the program is a condition of continued employment. 

Your manager will discuss this in more detail with you to work out a solution to support you attending the workshops. Plenty of notice is provided and any travel expenses are covered by DCJ.

This is dependent on when you completed the program as the program has regularly been updated to reflect current practice. The Talent Acquisition team will check with the learning and development unit to confirm what your training requirements will be. 

DCJ Careers Page provides you with a direct link to all our Child Protection positions or simply type in the name of the position you are interested in e.g. Caseworker etc. and under Agency select Department of Communities and Justice for a list of our latest jobs on offers. The site also allows you to include preferences such as work location and work type for a more targeted job search.

You may be considered for temporary opportunities dependent on your visa working rights. Please contact Caseworkercareers@facs.nsw.gov.au to discuss your visa with one of our Talent Acquisition Officers. 

To be eligible for on-going employment in DCJ, you need to be an Australian Citizen, New Zealand Citizen or have the status of a permanent resident in Australia. If you are not an Australian Citizen, you will be required to provide proof of your permanent residency status or working rights in Australia. 

You must hold a valid Australian driver’s licence (Provisional is accepted) to be eligible for all Caseworker roles at DCJ. If you hold an interstate or international licence, under local licensing laws you are required to apply for an NSW issued licence within three months of taking up residence in NSW. 

You should discuss your situation with the Talent Acquisition team as you may still be able to apply for the role without your licence, if you intend to obtain your licence shortly. However, you cannot be appointed to a role without your licence.

A core part of the caseworker role is being able to meet and engage with children, young people, families and service providers at onsite locations, within your allocated region or area. Therefore, having a valid C Class driver licence and the willingness to drive is a necessary eligibility requirement for the role. 

You will need a valid driver licence from any Australian state, subject to NSW licensing requirements, and may also include:  

• provisional (P) licences  

• overseas licences (subject to fulfilling relevant RTA requirements for licensing in NSW)

The quickest way is to locate the specific caseworker position you are interested in on our careers page and submit your application via the apply online button located in the top left-hand corner. Once we receive your application, we will assess it and contact you to advise if your application has been successful.

You can gain access to a computer at your local library, or we can arrange for you to come into one of our DCJ offices. 

If you are invited to attend the assessment, you may be asked to conduct a number of tasks including:

• Behavioural style interview

• Interaction Task/Role Play 

• Written Assessment

• Online Personality Work Style Questionnaire

When you are invited to an assessment, the Talent Acquisition Specialist will ensure you are across what assessments will be undertaken and which capabilities will be assessed as well as how to best prepare for the assessment. We also undertake information sessions for applicants when they are invited, so we encourage you to attend a session as the Talent Acquisition Specialist will cover what to expect and how to best prepare.

As vacancies become available, district staff review ‘job ready’ candidates to determine the most suitable candidate. Offers of employment are then made verbally and if accepted, a start date is agreed to and then a formal letter of offer issued.

You do not need to accept an offer from the talent pool and if you decline this will not have a negative impact on your place in the pool. We understand your circumstances may not allow for a job change immediately. 

You should consider the offer carefully as transfers are extremely unlikely.

At the time of verbal offer, candidates are notified of their salary determination, and this is their opportunity to request a review of the determination if they feel, based on their experience, they should be on a higher commencing salary. 

Caseworker commencing salaries are determined after careful consideration of the candidate’s qualifications and experience which is endorsed by the relevant delegate. 

Recommended applicants for caseworker roles will generally be offered a starting salary at the minimum rate, however a higher commencing salary can be offered based on the applicant's qualifications and experience, at the time of offer as outlined in their application and resume. 

There is no provision for caseworkers to have their salary reviewed after they have signed their letter of offer.

We have streamlined our recruitment process, so you should be notified if you are proceeding to the next stage, within 1-2 weeks from when you submit your application. Once you attend the assessment you will be notified of the outcome within 2 days on whether you will be proceeding to pre-employment checks.

If you are successful at assessment, you will be required to undertake the following pre-employment checks:

• National Criminal History Check

• Qualification verification  

• Visa verification (If you are not a permanent resident or Australian citizen) 

• Child story check (This is a check of our internal Child Protection records system) 

• Health Declaration 

• WWCC Verification  

• Conduct & Service Check (If you are a current or previous government employee)