Are you passionate about creating a safer workplace and ready to make a significant impact in the health sector? The role of Project Officer in Occupational Violence Prevention Strategic Projects at Ambulance NSW is your chance to shine. This is an opportunity to contribute to the safety and well-being of Ambulance NSW staff, ensuring they work in a secure environment. With a competitive salary and a range of benefits, this position offers both career growth and personal fulfilment.
As a Project Officer, you will be at the forefront of implementing strategies to prevent occupational violence, a critical issue in today’s workplace. You will have the opportunity to work with a diverse team, contribute to meaningful projects, and develop your skills in a supportive environment.
Learn more about the NSW Public Sector Recruitment Guide and access our free NSW cover letter template to kickstart your application.
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Ambulance NSW Project Officer – Occupational Violence Prevention Strategic Projects
| Position Title | Project Officer Occupational Violence Prevention Strategic Projects |
| Organisation / Entity | Ambulance Service NSW |
| Location | Sydney Olympic Park |
| Work Type | Full-Time |
| Base Pay | $109,857 – $129,624 per annum |
| Closing Date | 25/08/2025 |
About the Ambulance NSW Project Officer
The Project Officer role is a pivotal position within the NSW Ambulance, focusing on the development and implementation of occupational violence (OV) prevention strategies. As part of the largest health organisation in Australia, you will work under the guidance of the Manager of OV Prevention to improve safety outcomes and influence the culture of violence prevention. This involves liaising with stakeholders, providing guidance, and preparing reports and recommendations on OV incidents.
You will be part of a team that values collaboration, openness, respect, and empowerment. The role requires resilience and a passion for safety, with a focus on behavioural safety in a large service industry organisation. Your ability to navigate complex environments, communicate effectively, and manage projects will be crucial. If you are ready to make a difference, this role offers a dynamic and rewarding career path.
Why This Ambulance NSW Project Is a Great Opportunity
This role offers a competitive salary and benefits package, making it an attractive opportunity for private-sector professionals looking to transition into the public sector.
- Permanent full-time position with a salary range of $109,857 – $129,624 plus 12% super.
- Opportunities for career development and growth within NSW Health.
- Generous salary packaging options and additional public holidays.
Application Requirements for Project Officer Occupational Violence Prevention Strategic Projects
Ambulance NSW Application Process
To ensure your application stands out, it is crucial to follow the application instructions carefully. Submitting all required documents in the correct format is essential to avoid being screened out early.
To apply your written application will need to include
- Your CV, and
- Response to the two targeted questions within the 4000-character limit, including spaces.
There is no cover letter needed but I recommend that you write a clear one page cover letter to frame your application and introduce yourself. To start your written application quickly, you can download this free NSW Government cover letter template.
What to Include in Your Ambulance NSW Project Officer Application
In your brief cover letter, give a short overview of your recent and relevant professional experience. You should also aim to cover off on the below capabilities for the role.
- Experience in violence prevention with a behavioural safety focus in a large diverse service industry organisation.
- Proven capacity to implement initiatives including planning, managing change, and project management.
- Experience navigating complex organisational environments and influencing stakeholders.
- Sound analytical skills and proficiency with Microsoft and Adobe applications.
By addressing these points—even briefly—in your cover letter, you demonstrate a clear understanding of the role and what it takes to succeed in it.
Targeted Questions from Ambulance NSW
Think of targeted questions as interview-style questions that you get the chance to answer in writing as part of your application. You should use the STAR method when responding to these questions. I’ve included some examples below to help guide your response.
- Tell us about a time when you had to manage confidential information related to staff safety. How did you ensure integrity and discretion was upheld?
- Tell us about a time when you had to manage competing priorities across multiple reporting tasks or deadlines. How did you stay organised and deliver results?
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Candidate Profile — Ambulance NSW Project Officer
Emily is an experienced project coordinator with over eight years in the private sector, delivering large-scale operational improvement projects across diverse industries. Most recently, she managed a national customer service enhancement program for a leading transport provider, overseeing process reviews, stakeholder engagement, and data analysis to improve efficiency and staff satisfaction.
While her experience has not been directly in violence prevention, she has worked extensively on initiatives that required risk assessment, change management, and staff training—skills that translate strongly to workplace safety and cultural improvement. Emily is adept at building relationships, influencing outcomes, and turning complex data into practical recommendations, positioning her well to contribute to NSW Ambulance’s Occupational Violence Prevention program.
Ambulance NSW Project Officer Example Cover Letter
Dear Hiring Manager,
I am excited to apply for the Project Officer role within the NSW Ambulance Occupational Violence Prevention program. With over eight years of experience managing complex projects in large, fast-paced service organisations, I bring transferable skills in risk assessment, change management, stakeholder engagement, and data analysis—capabilities I am eager to apply to this important safety-focused role. I have also provided detailed responses to the two targeted questions on the application form.
I will bring to this role my ability to support violence prevention initiatives with a behavioural safety focus. In my recent role with a national transport provider, I coordinated a company-wide staff safety engagement program, consulting with teams across multiple depots, identifying high-risk behaviours, and introducing new reporting procedures that improved staff confidence in raising safety concerns.
I also have a proven capacity to implement initiatives, plan effectively, and manage change. For example, I led the rollout of a customer feedback system across 20 locations, managing timelines, coordinating training, and overseeing integration—improving service response times by 18% while meeting budget and deadlines.
In addition, I have experience navigating complex organisational environments and influencing stakeholders. At a previous logistics company, I worked with senior leaders, frontline staff, and union representatives to implement revised shift structures, gaining broad support through clear communication and consultation.
Finally, I have strong analytical skills and proficiency in Microsoft and Adobe applications, regularly using Excel, PowerPoint, and Acrobat to analyse data, prepare reports, and present insights that support informed decision-making.
I would welcome the opportunity to contribute my skills and experience to a program that plays such a critical role in staff safety. Thank you for considering my application.
Kind regards,
Emily
Target Question Response Examples – Ambulance NSW
Tell us about a time when you had to manage confidential information related to staff safety. How did you ensure integrity and discretion was upheld?
While coordinating a staff safety engagement program for a national transport provider, I was responsible for collecting and managing sensitive feedback from employees about workplace risks and incidents. The program was designed to identify emerging safety concerns and give staff a confidential avenue to raise issues. Early on, it became clear that some employees were reluctant to share information, concerned that it could impact their job security or relationships with supervisors. Without their trust, the program’s effectiveness would be limited.
I recognised the need for both strong privacy safeguards and a clear communication strategy that reassured staff about how their information would be handled. To address this, I implemented a secure online portal that allowed anonymous submissions. I worked with IT to ensure that the system used encrypted data transfer and was hosted on a restricted-access server. For reports that required follow-up, I personally contacted individuals to explain the process in plain language, confirming how their details would be stored, who would see them, and how we would act on the information. Consent was always obtained before sharing any personal details beyond the immediate safety team.
Alongside these measures, I collaborated with HR and legal advisors to review the entire process against workplace safety legislation, privacy obligations, and best practice guidelines. I also led regular briefings for team leaders to explain the safeguards in place, so they could answer questions from their teams accurately and consistently.
Over the course of six months, these steps significantly increased trust in the program. Participation rose by 40%, and the reports received were more specific and actionable. Several submissions led to early intervention on hazards that might otherwise have escalated into serious incidents. The improved flow of information not only enhanced safety outcomes but also strengthened the perception among staff that their wellbeing was taken seriously, laying the groundwork for a more open and proactive safety culture.
Tell us about a time when you had to manage competing priorities across multiple reporting tasks or deadlines. How did you stay organised and deliver results?
During a large-scale customer service improvement project, I was responsible for producing multiple reports for different stakeholders, including detailed operational analyses for the executive team, progress summaries for regional managers, and performance updates for external partners. These reports had different formats, content requirements, and deadlines—many of which overlapped with each other and with other key project milestones I was managing. The challenge was to deliver high-quality reports on time without letting competing demands impact the project’s overall progress.
To stay on top of these priorities, I began by mapping all reporting requirements in a single project calendar, which included submission deadlines, interim milestones, and dependencies on data from other teams. I broke down each report into smaller components, such as data collection, analysis, and drafting, and scheduled these tasks at staggered intervals to avoid bottlenecks.
Efficiency was key, so I created standardised templates in Microsoft Word and Excel that matched each audience’s needs. These templates allowed me to quickly insert updated data while keeping the presentation consistent and professional. I also automated parts of the data collection process by linking spreadsheets directly to the source data feeds, which reduced manual input errors and saved several hours each week.
Recognising the importance of focused time, I blocked dedicated “reporting windows” in my calendar, during which I turned off notifications and avoided meetings. I also communicated openly with stakeholders about progress, giving them early drafts where possible to confirm I was on the right track before final submission.
By applying this structured approach, I delivered every report on or before the deadline, meeting the distinct needs of each audience. Feedback from the executive team highlighted the improved clarity and visual presentation, while regional managers valued the concise and actionable summaries. Importantly, this process freed up time for other project activities, enabling me to address emerging challenges without sacrificing quality or deadlines. The system I developed was later adopted by other teams as a model for managing high-volume reporting alongside competing priorities.
How to Use the STAR Method for Ambulance NSW Project Officer Applications
The STAR method is a simple way to present your experience in a clear, structured way that selection panels can quickly follow. It stands for:
- Situation – Set the scene and provide brief context.
- Task – Explain your role and what you needed to achieve.
- Action – Describe the specific steps you took.
- Result – Share the outcome and, where possible, quantify the impact.
While you don’t need to label each section in your response, keeping STAR in mind ensures your answers are well-rounded and demonstrate both capability and results.
Example from Emily’s Response – Managing Confidential Information:
- Situation: Emily was coordinating a staff safety engagement program where employees were reluctant to report incidents due to privacy concerns.
- Task: She needed to encourage reporting while ensuring confidentiality and legal compliance.
- Action: She introduced a secure reporting portal, ensured encryption and restricted access, worked with HR and legal to meet privacy obligations, and personally explained processes to staff requiring follow-up.
- Result: Participation increased by 40%, reports were more detailed, and hazards were addressed earlier, improving workplace safety and trust.
Example from Emily’s Response – Managing Competing Priorities:
- Situation: Emily had to produce multiple reports for different audiences with overlapping deadlines.
- Task: She needed to deliver all reports on time and to a high standard without affecting other project work.
- Action: She created a master reporting calendar, used standardised templates, automated data collection, and blocked time for focused work.
- Result: All reports were delivered on time, with improved clarity and consistency, and her process was adopted by other teams.
By structuring your examples this way, you show not just what you did, but how you did it and the difference it made—making it easier for the panel to see your value.
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