Work with us
Working with Chorus gives you the opportunity to work with a diverse range of people, support independence, empower people, ensure people feel connected to others, give something back to your community, and most importantly, make a difference.
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What We Offer You
Working with Chorus gives you the opportunity to make a difference. We offer a range of benefits to our staff, including:
Generous employment conditions
Including salary packaging, competitive salary packages, flexible working arrangements, opportunities for career progression and professional development.
Employee Assistance Program (EAP)
Through a highly respected EAP provider, we offer all staff and their immediate family free, confidential EAP services to provide additional support in times of need.
Wellness at Work
We appreciate the value of a fit and healthy workforce. We offer a range of incentives to support our people in their quest for maximising their health and wellbeing. These include:
- Annual Flu Vaccinations
- Annual Work Health and Safety Month
- Mental Health First Aid Officers
Reward and Recognition
We are committed to attracting, developing and retaining the highest quality people. Vital to pursuing this aim is the acknowledgement of staff for their contributions to Chorus and the recognition of outstanding performance.
Chorus recognises the importance of reflecting the diversity of people who use our services and the communities we support in our workforce make up. We believe this should be at all levels within the organisation where each person is able to bring their unique capabilities, experiences and characteristics to their work in support of the organisations mission.
Our policies, practices and behaviours promote diversity and equal opportunity and create an environment where individual differences are valued and respected. We recognise diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, socio-economic status, physical and mental ability, thinking styles, experience, education, and family responsibilities.
We believe the wide array of perspectives that results from such diversity promotes innovation, creativity and opportunity for both the organisation and our stakeholders. We recognise managing diversity makes us more flexible, productive and competitive.
Culture Optimisation Program
In 2015 the Aged Care industry underwent major reform by the government. The industry was converted into a consumer directed care system where customers have far greater choice over the types of care and services they access, how and when they receive them, and most importantly, from whom. In a rapidly changing and increasingly competitive environment, Chorus (formally Care Options) leadership team realised an improved organisational culture would help them achieve their purpose by creating a workplace people loved.
Since early 2015 the organisation has been on a transformational journey. The big area for improvement was increasing staff input. Staff and volunteers wanted to have more influence or involvement in shaping the company. Staff and volunteers were committed individuals that were an untapped resources of ideas and creativity for the leadership team. Just like they do with customers, Chorus wanted staff and volunteers to have a voice and create a safe space to speak up and share their ideas. To address this, Chorus made sure they had a voice and the opportunity to put their ideas into action. The cross functional ‘Culture Optimisation Group’ or ‘COG’ was made up of representatives from throughout the business – including the CEO and frontline support workers. They were responsible for understanding the current culture and generating ideas and actions for improvement.
Today, the culture optimisation program has seen remarkable change in the organisation. Staff and volunteers are connected to each other and feel as though they can make a difference within the organisation and for customers. As a new organisation, Chorus strongly believe in creating a constructive culture to benefit all staff, volunteers and ultimately customers. We will be continuing our work, including Culture Optimisation Groups in 2018 and beyond.
Chorus Culture Survey
Every six months after the merger, we conduct a culture pulse check survey to understand how staff and volunteers are feeling about the newly formed organisation.
Chorus Culture Pulse Check – June 2018 – the results
Head of Brand & People, Louise talks to Sasha from Veraison about what the future holds for developing the culture of Chorus.