Council administration officer job description

Not always. Most roles are open to candidates with solid administrative experience, and a Certificate III/IV in Business Administration is advantageous rather than essential. Employers generally value strong computer literacy, accuracy, organisation and discretion with confidential information. Local government experience is an advantage but can be trained.

Look for experience in an administrative, clerical or office support role where the candidate has managed records, correspondence, data entry and reporting. Strong organisation, attention to detail, confident use of the Microsoft Office suite and sound judgement handling sensitive information are the most transferable skills for a busy council department.

Mandatory requirements usually include administrative experience, working rights in Australia and computer literacy. Preferred qualifications include a business administration certificate, records management knowledge and local government experience. Avoid over-qualifying the role, as it narrows your candidate pool unnecessarily.

Yes. Many councils hire from private-sector administration backgrounds and train staff on council systems, records management and processes. Focus on organisation, accuracy, communication and computer literacy. Clear job descriptions help candidates understand the department’s administrative needs and self-select appropriately.

This depends on your workload. Casual administration officers offer flexibility for project work and leave cover but attract a 25% casual loading under the Local Government Award. Permanent part-time or full-time staff provide continuity and stronger retention. Many councils use a mix — permanent staff for ongoing roles and casuals for peaks and backfill.

Under the Local Government Award (MA000112), most administration officers work ordinary hours, but where they work weekends or public holidays, Saturday is paid at 150%, Sunday at 175% and public holidays at 250% for full-time and part-time staff. Casual rates are higher again because the 25% loading is added to the penalty. Use award interpretation software to calculate rates accurately.

Often, yes. Many councils have an enterprise agreement that pays above the award and may provide additional entitlements such as a 35-hour week or rostered days off. Where an agreement applies, its terms prevail (it must leave employees better off overall than the award). Always confirm whether an agreement applies before setting pay.

Key elements include: position title and classification level, employment type (casual, part-time or full-time), hourly rate or salary, applicable award or enterprise agreement, reporting structure, main duties, location and required experience. For casuals, include the 25% casual loading. Use our digital employment contracts to simplify this process.

Award and agreement rostering rules vary, so confirm the notice period that applies to your council. As a general practice, providing rosters or work patterns at least 7 days in advance gives staff visibility of their hours. Using rostering software helps ensure compliance and reduces last-minute changes.

Use rostering software and HR software to manage work patterns, approve leave and keep coverage across departments. Track flexible arrangements and rostered days off where an enterprise agreement provides them, and keep accurate records for payroll and compliance.

Break entitlements are set by the applicable award or enterprise agreement and generally include a meal break for shifts beyond a set length. Ensure staff record their time accurately, particularly where flexible hours apply. Use time and attendance tools to support compliance.

Collect availability and leave preferences during onboarding and update them regularly. Use HR software and rostering tools to track hours, approve leave and maintain department coverage. Set clear policies about how to request changes and leave, which simplifies planning and keeps teams supported.