Key Selection Criteria for Teachers in Victoria (2026)

On this page (9 sections)

Two ways into a Victorian government school
What the Department's rules actually say
Common KSC themes for classroom teachers
Format that works
Worked example: monitoring and assessing learning
Worked example: positive learning environment
How the Victorian panel assesses you
After the decision
FAQs

The short answer

For an advertised Victorian government school vacancy on School Jobs Vic, you submit a resume and a written response to the key selection criteria (KSC), listed in order of importance. The Department sets no official word limit. Most strong applications use about 250 to 400 words per criterion with one or two STAR examples each. Direct vacancies matched from the Applicant Pool need no written response.

Ads run for at least 14 days; direct vacancies are posted to the Applicant Pool for at least 3 days.
Panels have at least 3 members, one trained by the Merit Protection Boards.
Referees are asked about every criterion, and the decision isn't based on the interview alone.
Name attachments with the Job ID, e.g. 1010009-SCResponse.

Two ways into a Victorian government school

Source: Department of Education, Recruitment in Schools guide (updated 6 February 2026).

Advertised vacancy

Listed on School Jobs Vic for at least 14 days
Position description plus selection criteria
You submit a written response to the criteria
Open to anyone eligible

Direct vacancy (Applicant Pool)

Posted to the Applicant Pool for at least 3 days, not advertised
You're matched by your profile: location, year levels, subjects
No written response to the criteria needed
Criteria are assessed later in the selection process

Keep an up-to-date Applicant Pool profile even while you apply for advertised jobs. Principals can find you without an ad. You also need VIT registration before you apply. Interstate and NZ teachers can use mutual recognition (see Victorian teacher registration).

What the Department's rules actually say

Victorian recruitment rules that affect your application

Rule	What it means for you
Criteria are 'listed in order of importance'	Put most effort into KSC 1 and 2
For teachers, LTs, LSs and APs, criteria must be consistent with key areas in Ministerial Order 1388	Criteria across schools share the same themes, so a well-built core response can be adapted
Template criteria exist for teacher, leading teacher and learning specialist positions	Many schools use or adapt them; always copy the wording from the actual ad
Applicants 'may include any information they consider relevant'	A cover letter or extra evidence is allowed but not required
Advertised vacancies need a written response to the criteria	Don't apply with a resume alone
Attachment names must be unique per application	Use the Job ID: '1010009-Resume', '1010009-SCResponse'

The Department's policy also says applicants aren't required to directly address the criteria. In practice, panels shortlist from your written response, so address every criterion.

Common KSC themes for classroom teachers

Every school writes or adapts its own criteria, so copy the exact wording from the ad. Across Victorian teacher ads, the criteria usually cover these areas, and each maps neatly to the Australian Professional Standards for Teachers:

Typical themes and the Standards they draw on

Theme	What panels look for	Standards
Curriculum and teaching knowledge	Knowing the Victorian Curriculum or VCE/VCE VM study design and teaching it well	2, 3
Monitoring and assessing learning	Using data to plan, give feedback and report	5
Engaging students and the learning environment	Positive, safe, inclusive classrooms and wellbeing	1, 4
Communication and relationships	Working with colleagues, parents and the community	7
Professional learning and teamwork	Reflection, PLCs, applying new learning	6

Format that works

One document, titled with your name and the Job ID
Each criterion as a heading, copied word for word from the ad
250 to 400 words per criterion (our guide, not a Department rule). Shorter for 6 or more criteria
Two to three pages in total for a classroom teacher role is typical. Leadership roles run longer
11 or 12-point readable font, clear spacing, no tables of standard numbers
A short resume (two pages is a good target) uploaded separately

Worked example: monitoring and assessing learning

KSC: Demonstrated ability to monitor and assess student learning data and use it to inform teaching. EXAMPLE RESPONSE (fictional, about 270 words): I use assessment data every week to decide what to teach next and who needs support. In 2025 I taught two Year 9 maths classes (52 students) at a large secondary college. Our Term 1 pre-assessment showed linear equations as the weakest topic, with 40% of students unable to solve two-step equations. My goal was to bring at least 75% of students to the expected level by the end of the unit. I built a short weekly hinge-question quiz using mini whiteboards and recorded results in a shared tracker with my PLC. Each Friday I used the tracker to regroup students for the next week: a reteach group with worked examples and fading prompts, a core group, and an extension group on applied problems. I gave written feedback on one skill per task, and students recorded a next step in their books. I moderated the end-of-unit test with a colleague to check my judgements against the Victorian Curriculum achievement standard. By the end of the unit, 81% of students solved two-step equations correctly, up from 60%, and the reteach group's average rose by 24 percentage points. Our PLC adopted the tracker for Year 10, and I now lead its fortnightly data meeting. This reflects Standards 5.1, 5.2, 5.3 and 5.4 and my commitment to collaborative practice (6.3).— Example only: a fictional, realistic response showing STAR structure.

Worked example: positive learning environment

KSC: Demonstrated ability to create a positive, safe and inclusive learning environment that supports student wellbeing and engagement. EXAMPLE RESPONSE (fictional, about 250 words): I create classrooms where students know what is expected and feel they belong. In 2025 I took a Year 4 class with low attendance among several students and frequent conflict at transitions. My goal was to improve engagement and reduce disruptions within a term. I co-designed three class agreements with students, taught entry and transition routines explicitly, and used a visual timetable and countdown for each change of activity. I held two-minute check-ins with five students identified through our wellbeing data and set up a lunchtime Lego club with our wellbeing leader as a safe space. Families got a fortnightly positive message through the school app, and I met two families with our student support officer to agree consistent strategies. Conflict incidents at transitions dropped from about 8 a week to 2. The five students' attendance improved from an average of 83% to 92% over the term. Student survey responses to 'I feel safe in my class' rose from 71% to 89% agreement. I shared the transition routine with my level team, and it was adopted across Year 4. This draws on Standards 4.1, 4.2, 4.4, 1.2 and 7.3.— Example only: a fictional, realistic response.

How the Victorian panel assesses you

1

Panel set-up

At least 3 members, including one person trained by the Merit Protection Boards, gender representation and, where possible, an employee from the same class as the job.
2

Shortlisting

The panel may decide you don't meet one or more criteria and not shortlist you, and must record why. Employees with priority or redeployment status must be shortlisted. Only your nominated referees can be contacted at this stage.
3

Interview

Similar structure and similar areas of questioning for every applicant. Questions relate to the criteria. You'll usually get a chance at the end to add anything. Department employees get reasonable release on full pay to attend.
4

Referee checks

Referees are invited to comment on all criteria, verbally or in writing. Non-nominated referees can be contacted only if you're told first and get a chance to comment.
5

Ranking

The panel ranks all suitable applicants on the application, interview, referees and any other tools. It must not decide on interview performance alone. It then recommends the best applicant to the principal.

Free calculator

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After the decision

You can ask the principal or a panel nominee for feedback on your application or interview. Shortlisted applicants can also request a copy of their individual selection report once the outcome is announced. Ask. It's the fastest way to improve your next application. If you missed out, keep your Applicant Pool profile current. Fixed-term teachers who've worked continuously for more than 12 months (or a full school year) may be eligible to be offered ongoing employment at their school. See how to get a permanent teaching job.

Frequently asked questions

What are key selection criteria for teachers in Victoria?

They're the skills and qualities a school lists for a vacancy, in order of importance, on School Jobs Vic. For classroom teachers they usually cover curriculum and teaching, assessment and data, learning environment and wellbeing, communication, and professional learning.

How long should my KSC responses be in Victoria?

The Department sets no word limit. About 250 to 400 words per criterion, two to three pages in total for a classroom role, is a common and readable length. If the ad sets a limit, follow it.

Do I have to address the selection criteria for a Victorian teaching job?

For advertised vacancies, the Department's guide says you submit a written response to the selection criteria. For direct vacancies matched from the Applicant Pool, no written response is needed.

What is the Applicant Pool on School Jobs Vic?

A profile that lets principals find and match you to classroom teacher vacancies by location, year level and subject. Direct vacancies are posted to the pool for at least 3 days without being advertised.

Who sits on a Victorian school selection panel?

At least 3 people, including one trained by the Merit Protection Boards, with gender representation and, where possible, someone from the same employment class as the job. The panel recommends to the principal.

Can graduates apply for any job in Victoria?

Yes. Graduates can apply for any classroom teacher vacancy as well as Teacher Graduate Recruitment program jobs, which are ongoing roles for teachers who graduated in the last 4 years.

Can I get my selection report after an interview?

Yes. Under the Department's policy, shortlisted applicants may request a copy of their individual selection report after the outcome is notified.

Sources we checked · last verified 2026-10-16

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