Teacher selection criteria examples for Victorian and NSW schools
Victorian government schools use the same five selection criteria on almost every classroom teacher ad, while NSW public schools write two or three for each job. Here is what each asks for, how the criteria map to the Teacher Standards, and four responses from graduate and experienced teachers.
Updated October 2026. Sources are listed at the end.
Victorian government schools: the five standard criteria
Teaching jobs in Victorian government schools are advertised through School Jobs Vic and appear on Careers Vic. The department provides template selection criteria for teacher, leading teacher and learning specialist positions, and the classroom teacher ads we read in 2026 all used the same five, SC1 to SC5 (listed below).
Each criterion has two sentences, and each sentence is a separate part to prove: SC1 asks for curriculum knowledge and for responding to student learning needs; SC3 for assessing learning and for using data and giving feedback. SC5 refers to the department’s values: responsiveness, integrity, impartiality, accountability, respect, leadership and human rights.
How applying works in Victoria
- Advertised vacancies run for at least 14 days and ask for a written response to the selection criteria. The School Jobs Vic applicant guide (December 2025) has separate attachments for the criteria response, a CV or resume, and a cover letter.
- Direct vacancies are matched from the Applicant Pool and don’t need a written response.
- The policy says applicants aren’t required to address the criteria directly, but the Victorian Government’s tips say to address each one, and panels assess you against them on the written application, interview and referee reports, never the interview alone.
- You must be registered, or eligible for registration, with the Victorian Institute of Teaching (VIT). VIT-registered teachers don’t need a Working with Children Check.
- “Graduate teacher program” jobs are only open to teachers who graduated in the past four years.
How SC1 to SC5 map to the Teacher Standards
The Australian Professional Standards for Teachers set out seven standards in three domains (Professional Knowledge, Professional Practice and Professional Engagement) at four career stages: Graduate, Proficient, Highly Accomplished and Lead. You don’t need to cite them, but they are a good checklist of evidence. This mapping is our reading, not an official table:
- SC1: Standard 1 (Know students and how they learn) and Standard 2 (Know the content and how to teach it).
- SC2: Standard 3 (Plan for and implement effective teaching and learning).
- SC3: Standard 5 (Assess, provide feedback and report on student learning).
- SC4: Standard 4 (supportive and safe learning environments) and Standard 7 (engage with colleagues, parents/carers and the community).
- SC5: Standard 6 (Engage in professional learning).
NSW public schools: approval to teach, then specific criteria
To be employed you need approval to teach from the NSW Department of Education, plus accreditation with the NSW Education Standards Authority (NESA) and a NSW Working with Children Check. For graduates, the approval assessment is aligned to the department’s Teacher Success Profile and looks at your academic results (a credit average if you started your degree in 2019 or later), practicum reports and an online suitability interview.
For an advertised classroom teacher job, you address only the specific selection criteria. The panel writes them for the school’s needs: two, plus the subject codes, with a third allowed for a specialist role or setting. The six general selection criteria people search for apply to executive and principal positions, whose applicants address both sets.
Teacher applicants give two referees, and the first is normally your current principal. A new graduate with no paid teaching yet can use the supervising teacher from their last practicum.
Queensland: one central application
Queensland state schools recruit teachers through a single application on the Teach Queensland portal: a resume, Queensland College of Teachers registration (except for pre-service teachers), qualifications, transcripts and, for graduates, practicum reports. Recruiters then call you, arrange a short recorded video interview and check referees before matching you to vacancies.
Criteria you’ll see
- SC1 Demonstrated knowledge of the relevant curriculum, including the ability to incorporate the teaching of literacy and numeracy skills. Demonstrated experience in responding to student learning needs. Curriculum knowledge with literacy and numeracy built in, then how you adapt for different learners.
- SC2 Demonstrated experience in planning for and implementing high impact teaching strategies, guided by how students learn, and evaluating the impact of learning and teaching programs on student learning growth. A sequence you planned, the strategies you chose, and how you measured whether they worked.
- SC3 Demonstrated experience in monitoring and assessing student learning. Demonstrated experience in using data to inform teaching practice and providing feedback on student learning growth and achievement to students and parents. Assessment, what the data showed, what you changed, and how you reported growth.
- SC4 Demonstrated interpersonal and communication skills. Demonstrated experience in establishing and maintaining collaborative relationships with students, parents, colleagues and the broader school community to support student learning, agency, wellbeing and engagement. Working with families, colleagues or wellbeing staff for a student’s benefit.
- SC5 Demonstrated behaviours and attitudes consistent with Department values. Demonstrated experience in reflecting upon practice and engaging in professional learning to continually improve the quality of teaching. Professional learning you did and how it changed your teaching.
- Successful teaching experience with capacity to initiate improvement in teaching, learning and classroom practice The first of six NSW general selection criteria for executive positions. Classroom teacher applicants don’t address these.
4 selection criteria examples
Made-up applicants, employers and numbers, to show the shape of a strong response. Yours should use your own experience.
Demonstrated knowledge of the relevant curriculum, including the ability to incorporate the teaching of literacy and numeracy skills. Demonstrated experience in responding to student learning needs.
My final placement and two terms of casual relief teaching taught me to plan from the Victorian Curriculum with literacy and numeracy built in, and to adjust when students aren’t where the plan assumed.
On my ten-week placement in a Year 2 class at Wattle Creek Primary School, I took over the daily phonics block. The start-of-term check showed 7 of the 24 students still confusing vowel digraphs, while 5 were reading well above the expected level.
I planned a three-week sequence from the curriculum’s phonics content: a short explicit lesson, then three groups. I taught the group of seven daily with decodable texts and word-building cards, gave the middle group partner reading with a fluency checklist, and had the confident readers write comprehension questions for each other. In maths I taught measurement words, so students read and wrote “longer” and “heavier” in a real task. Each Friday I checked every student in my group, and I moved two up when they were ready.
By the end of the placement, five of the seven could read and spell every digraph we had taught, and my mentor kept the groups for the rest of the term.
- It answers both sentences of SC1: curriculum with literacy and numeracy, then responding to needs at both ends of the class.
- Placement work is told in the first person, with the mentor in the background, which is what panels want from graduates.
Demonstrated experience in monitoring and assessing student learning. Demonstrated experience in using data to inform teaching practice and providing feedback on student learning growth and achievement to students and parents.
I use assessment data every week to decide what to teach next, and I report growth to students and parents, not just scores. I teach Years 9 and 10 mathematics at Kingfisher Bay Secondary College and lead the Year 9 maths team.
Our Year 9 results in linear relationships had sat around 58% for two years, and students said the tests felt like a surprise.
I wrote a ten-question pre-test mapped to each skill and ran it with my two classes. A colour-coded spreadsheet showed most errors came from one skill, finding the gradient from two points, so I reordered the first week to reteach it, used mini whiteboard exit questions daily and regrouped students twice. Each student kept a one-page tracker of their scores by skill, and at parent conversations I showed families the tracker and suggested one practice task instead of a grade. I then shared the approach with my team, and all six Year 9 classes used the pre-test in Term 3.
The end-of-topic average across the six classes rose from 58% to 71%, and 40 students improved on their own pre-test by more than 20 percentage points.
- Both parts are covered: assessing (pre-test, exit questions) and using data with feedback to students and parents (the tracker).
- The data leads to a specific teaching decision, which is what “using data to inform teaching practice” means.
Demonstrated ability to create and maintain a safe, inclusive and well-managed classroom that supports positive student behaviour and wellbeing
I build calm, predictable classrooms where students know what is expected and feel safe to have a go, including classes that start the year unsettled.
In 2025 I took over a Year 3 and 4 class at Banksia Ridge Public School in Week 4, after three relief teachers. Each transition was losing about ten minutes, and 14 incidents had been recorded in three weeks.
In my first week I wrote three class expectations with the students, linked to the school’s positive behaviour values, and taught and practised the routines that were breaking down: entering, moving to the floor and packing up. I used a visual timetable and a countdown timer, and acknowledged students by name when they met an expectation. For two students who found change hard, I met the learning and support teacher and their parents to agree on a quiet space and a check-in card. I reviewed the incident pattern each Friday with my assistant principal.
By the end of term, transitions took under three minutes, four incidents were recorded in the last five weeks, and both students were in class all day. The other Stage 2 classes adopted my routine in Term 2.
- It covers safe, inclusive and well-managed: whole-class routines plus adjustments for two students who needed more.
- NSW criteria are written by the school, so the response mirrors its exact words.
Demonstrated interpersonal and communication skills. Demonstrated experience in establishing and maintaining collaborative relationships with students, parents, colleagues and the broader school community to support student learning, agency, wellbeing and engagement.
I build working relationships with students, families and colleagues so we can act together early when a student starts to disengage.
As a Year 8 homeroom and humanities teacher at Redgum Hill Secondary College, I noticed one student’s attendance fall from 95% to 70% in five weeks, and he had stopped handing in work.
I phoned his mother rather than emailing and asked what she was seeing at home. She said he was anxious about a group task and a falling-out with friends. With her agreement, I met the wellbeing coordinator and his other teachers, and we agreed on a weekly check-in with me, a changed role in the group task and one contact for the family, so messages weren’t coming from five teachers. I sent his mother a two-line update each Friday and asked him to help run our lunchtime board games club. After three weeks I reviewed the plan with the team.
By the end of Term 3 his attendance was above 90% and he had submitted every humanities task. The Year 8 team now uses a single family contact for students on wellbeing plans.
- It shows relationships with each group SC4 names: the student, a parent, colleagues and wellbeing staff.
- The student is never named, which panels expect when a response involves a real child.
Mistakes to avoid
- Answering only the first sentence of a Victorian criterion. Each of SC1 to SC5 has two parts.
- Writing a teaching philosophy instead of an example. The panel wants what you did and what changed.
- Addressing the NSW general selection criteria for a classroom teacher job. They’re for executive and principal roles.
- Listing strategies (“explicit teaching, differentiation, formative assessment”) with no evidence of using them.
- Naming a student or giving details that identify them. Describe them by year level and need.
Check or draft your own response
Paste your response to see which parts of the criterion it proves, or paste rough notes for a draft built only from your own facts. Free, no account.
Questions
Do I have to address the key selection criteria for Victorian government school jobs?
For advertised jobs, yes in practice. The policy says applicants aren’t strictly required to, but advertised jobs ask for a written response, the Victorian Government’s tips say to address each criterion, and panels assess you against them. Jobs filled from the Applicant Pool don’t need one.
How long should responses to SC1 to SC5 be?
The department’s policy sets no length, so follow anything the ad says. Many applicants write around half a page to a page per criterion. That’s common practice, not a rule.
What are the general selection criteria for the NSW Department of Education?
Six criteria for executive positions and six for principals, covering teaching and leadership, curriculum and assessment, communication, managing resources and the department’s Aboriginal education policy. Classroom teachers address only the specific criteria in the ad.
Can graduate teachers use practicum examples?
Yes. Panels expect graduates to draw on placements and casual relief teaching, and in NSW a new graduate can use their last practicum supervisor as a referee. Be clear about what you planned and did yourself.
Sources
- Careers Vic: Classroom teacher vacancy showing selection criteria SC1 to SC5 and Who May Apply
- Victorian Department of Education: Recruitment in Schools, Managing and advertising vacancies
- Victorian Department of Education: Recruitment in Schools, Applicant selection
- Victorian Department of Education: School Jobs Vic, Apply for a Job (December 2025)
- Victorian Government: Get a teaching job
- Victorian Department of Education: Values for department, VPS and school employees
- Victorian Department of Education: Suitability for Employment Checks, school locations
- AITSL: Australian Professional Standards for Teachers
- NSW Department of Education: Teacher, executive and principal vacancies filled through open merit
- NSW Department of Education (Teach NSW): Approval to teach for pre-service teachers
- Teach Queensland (Queensland Department of Education): Apply now
General guidance. Always follow what the job ad or information pack asks for.