FAQ Employment

Do you have a question about the NSW ODPP? We cannot provide legal advice and do not discuss individual cases, but will consider inquiries about the criminal justice system and the process of matters through the court.

Go to our contact page to ask a question

You need to have completed a law degree, obtained your NSW practising certificate and have a genuine interest in criminal law. Applications to advertised positions must be made in writing and address all the selection criteria. Positions are advertised regularly on our employment web page.


You will receive an auto generated confirmation email from JobsNSW.  If you do not receive this confirmation email, please contact JobsNSW directly on      1800 562 679.


The selection panel usually meets within ten working days of the closing date for applications.  The panel assesses all applications against the selection criteria and decides who will be called for interview.  This is known as the cull.

Applications are culled on the basis of:

  • those applicants who are ineligible to apply; and
  • those applicants who do not meet the selection criteria stated in the advertisement

In the event that further culling is required (eg. in the case of a large number of applicants) this may be done on the basis of:

  • those applicants who meet the essential but not desirable qualifications; and 
  • those whose qualifications and experience are at a substantially lower level than those of other applicants

If you are called for interview you will be given reasonable notice of your appointed time.  Generally this notice will be three working days.  If you have any special requirements (e.g. disabled parking, wheelchair access, sign language interpreter) advise the contact person at that time so that appropriate arrangements can be made.

At interview you can expect to be asked a series of questions.  Each applicant will be questioned along the same lines.  You will be given the opportunity at the end of questioning to clarify points or to provide further information in support of your application.

Selection panels sometimes combine an interview with a practical exercise or present the applicant with a problem to solve.  If the panel intends to take this approach you will be advised of what is required by the person who contacts you about your interview time.

The salary range for the position will be stated in the advertisement.  All applicants called for interview are given the opportunity to put their case forward in relation to commencing salary.  You should come to the interview prepared to do so if you believe that your knowledge, skills and experience warrant your being paid above the minimum rate.

Although the points put forward will be taken into account, the salary offered to the successful applicant is based on his or her relevant skills and experience in comparison with the remuneration of existing staff performing similar work.

The successful applicant will generally be contacted by telephone prior to a written offer being issued.  Eligible and unsuccessful applicants may expect to be advised by email within one week of the successful applicant accepting the position.

Unsuccessful applicants can request a post selection discussion with the convenor of the selection committee.  This can help them to understand the committee’s decision and to discuss ways to improve their application or interview performance when they next apply.

The information collected from you and about you is used for recruitment purposes only.  The information provided in your application, at interview and by your referees is maintained in the strictest confidence.  The selection panel, the approved ODPP Executive and Human Resources staff, access this information.

The information obtained through the recruitment process will not be used for any other purpose without your prior knowledge.

The conditions of employment are determined by the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009. Further information is also available in the Government Sector Employment Act 2013.