Career management and development

Our officers are a fundamental aspect of the Australian Border Force’s capability. The effective career management of our workforce is a key contributor to the achieving capability outcomes and organisational objectives. In these terms, the Australian Border Force career management model aims to match organisational goals with the development needs and personal desires of officers. The posting and deployment of our officers to different roles throughout their career provides the organisation with a workforce that is dutiful, flexible, agile, well trained and experienced.

Postings provide the mechanism for periodically moving officers between operating domains for a specified period of time (tenure). The process provides a consistent approach to meeting operational requirements while supporting officer development as they move between roles. All Border Force Officers will occupy a posting.

Generally speaking, postings are for a three year tenure, however there is some flexibility in the posting programme to achieve different outcomes. This will depend on the nature and role of the operational business area and its priorities. The posting programme also takes into account a return on the training invested in our officers as well as an individual officer’s professional development needs and personal circumstances.

Deployments are workforce movements within a posting in support of operational activities. Deployments determine how officers are tasked on a day-to-day basis. Border Force Officers can be deployed during their posting to different operating environments and roles, on a day-to-day basis or for longer durations depending on the operational need. Deployments may include the following operational environments:

  • airports
  • operational command centres
  • ports, wharves and cruise terminals
  • mail and cargo facilities
  • detention facilities
  • district offices.

ABF College

ABF College is the home of learning and development in the Department of Home Affairs, across all divisions, roles and geographies. We support the development of our people through detailed development planning and career coaching. We embrace the 70:20:10 learning and development model - 70% workplace learning, 20% feedback and coaching, 10% formal training, and we offer a broad range of learning and development opportunities across this model.

Here are just a few of the opportunities we offer:
70% : Secondment, project team, incident review, research
20% : Coaching, mentoring, shadowing, communities of practice
10% : eLearning, workshops, seminars, tertiary education, accreditation.