Benefits of working with us

Start your career as a PO3 Child Safety Officer

The work you’ll do here is vital and very fulfilling. But it’s not always easy.
So it’s important you understand what it takes to thrive and have impact here.

  • Are you generally a positive person?
    An optimistic, can-do attitude really helps here.
  • Are you able to adapt if things don’t go to plan?
    Here, we expect the unexpected. That means being flexible, agile and resilient, whatever comes our way.
  • Are you independent but also ready to ask for help when you need it?
    There are plenty of tough cookies in our team. But we all know that ‘it takes a village’. And together, we get through the tough times and enjoy the good ones.

You'll also have access to a range of training programs that will provide you with valuable professional learning and wellbeing support to help you as a beginning Child Safety Officer.

We will help you build a challenging and rewarding career while maintaining a healthy work and life balance.

Click 'Expand all' or click a heading below to see more information.

Competitive salary and working conditions

You will enjoy a range of competitive salary and working conditions including:

  • Salary and salary packaging — Each position within the department is given a salary range. A number of salary levels exist within each range. Your appointment to a salary level will depend on your qualifications and experience. In most cases, a new employee will commence at the first level of the advertised position’s salary range and will be eligible for an annual increase until the top of the salary range is reached for that position. The department also offers salary packaging for items such as superannuation contributions.
  • Competitive superannuation — QSuper, part of Australian Retirement Trust, is the Queensland Government’s default superannuation fund for core Queensland Government employees, however employees can choose to join another superannuation fund. Employees are not required to make contributions to receive the full employer contribution rate of 12.75%. You can also make voluntary contributions, choose to salary sacrifice, transfer money from other funds or make and receive spousal contributions. As a member of this fund, insurance for income protection and total and permanent disability is automatically provided.
  • Flexible working hours — Your hours of duty will vary depending on your occupation and type of employment. Some staff are employed on a roster or part-time, others may have variable hours and sometimes staff might have to work outside core business hours. If you do work outside of business hours, the department has flexible working arrangements and allowances, including time off in lieu.
  • Recreation leave — You will normally receive a minimum 20 working days per year (pro rata for part-time employees) for recreation leave plus 17.5 per cent leave loading. This can vary in certain regions, for example, in some northern and western parts of the state, you will receive recreation leave of 25 working days per year plus additional travel allowances. Some shift workers receive 25 working days per year plus allowances. Recreation leave may be taken at half pay.
  • Sick leave — You will be eligible for 10 working days sick leave (pro rata for part-time employees) each year on full pay that accumulates if not taken. This leave may be accessed for caring responsibilities of immediate family or household members.
  • Long service leave — You accumulate long service leave at the rate of 1.3 weeks per year of service. Generally, you are eligible for long service leave after 10 years, however you may be permitted to take long service leave for a pro-rata period after 7 years continuous service. Long service leave may be taken on half pay.
  • Remote and regional incentives — We offer excellent incentives to people who are willing to work in remote and regional locations.

Note: Conditions of employment will vary for casual staff.

Support for work and life balance

The department offers supportive work policies, flexible work options (e.g. part-time work and job sharing), and a range of leave options including:

  • Purchased leave — Eligible employees may apply to access an extra 6 weeks leave over a year. While this is technically without salary, fortnightly deductions from your pay set aside money to fund this extra leave.
  • Parental leave — Eligible employees will be entitled to 14 weeks paid maternity/adoption leave. In addition, an employee may be granted up to 2 years unpaid parental leave (inclusive of the 14 weeks paid leave) to be their child’s primary carer. Employees may also apply to work part-time until their children start school.
  • Special leave — An employee may be granted up to 5 days leave in any 12-month period that is reasonably required for an emergency situation or on compassionate grounds.
  • Cultural leave — Special leave without salary may be provided for up to 5 days cultural or religious leave each year.

Employee Assistance Service

Employees have access to confidential free counselling to resolve problems affecting their work and/or personal life through an Employee Assistance Service (EAS). This service is also available to an employee's immediate family members.

Equal employment opportunities

We are an equal employment opportunity employer and value a diverse workforce. People of all ages, abilities, gender and ethnicity are encouraged to apply for positions. Some positions may require the role to be undertaken by a person of Aboriginal or Torres Strait Islander background due to the particular client group and the nature of the work.

Professional development

We will offer learning and professional development opportunities throughout your career. The Workforce Capability Strategy provides a commitment to improve our staff's capabilities, attract new staff and deliver better outcomes for our clients.

You will be able to keep your skills up to date so you can provide the best support possible to people in need. Mentoring and supervision opportunities are also available.

Capability and Leadership Framework

The Capability and Leadership Framework is a resource that assists the selection and development of people at all levels of the department. It helps identify the skills and attributes that are required in our emerging organisational environment.

The framework has been developed by the Public Sector Commission.  

Study and research assistance

We value your decision to undertake study or research to further develop your skills.

The Study and Research Assistance Scheme supports employees who undertake further education, provided the area of study or research is relevant to the services we provide and is linked to our strategic outcomes.

As part of the scheme, you may be eligible to receive financial and/or leave assistance.

Remote and regional incentives

We offer excellent incentives to people who are willing to work in remote and regional locations. Incentives and benefits include:

  • an annual incentive payment for full-time and part-time staff serving in designated remote and regional locations (payable at six-monthly intervals)
  • the flexibility for staff to allocate their incentive payment according to their personal preferences and needs
  • up to 5 years accommodation assistance for eligible staff
  • transfer provisions for remote and regional staff once they have completed the minimum 3 year service period
  • up to 10 days additional leave per year in certain locations
  • a fortnightly locality allowance
  • access to the department's online induction and specialised training and support programs, including cultural competence training.

View or download the Remote and Regional Incentives Summary (PDF, 315 KB) Remote and Regional Incentives Summary (DOCX, 257 KB).

What are some lifestyle benefits?

We support families from all walks of life and all corners of the state.

So it’s vital that our teams are as diverse as the communities we serve.

  • A fantastic starting salary of $94,553 to $103,029 plus superannuation
  • flexible working arrangements for a healthy work/life balance
  • 12.75% superannuation with salary sacrificing options to boost your savings
  • continuous learning opportunities and personalised career development
  • develop relationships within a small community environment where you immediately see the results of your work
  • develop or enhance your leadership skills
  • pursue new activities and interests
  • experience the natural attractions of rural and remote locations.