About the job

Every day as a sheriff’s officer is different, with new challenges and experiences. The majority of the work is outdoors with a combination of early and late shifts.

Sheriff's officers are responsible for enforcing warrants and orders issued by the courts, making members of the public accountable for unpaid fines and contributing to a safer Victoria.

Sheriff’s officers have the power to arrest defendants, seize and sell assets, collect money, make payment arrangements, remove number plates and clamp vehicles.

Sheriff's offices are located in metropolitan as well as regional locations.

Read about the experiences of current sheriff's officers


Melissa, sheriff's officer

Melissa was looking at jobs for her husband when an advertisement to become a sheriff’s officer caught her eye.

“I was on maternity leave and not looking to go back to work, but when I saw it and read the description I thought it sounded really interesting,” she said.

“Every day is different. You never know what you will find on the other side of the door.”

Melissa graduated as a sheriff’s officer in September 2013 and is now working within the metropolitan area.

The former legal assistant said she decided to apply because the job didn’t require any previous experience and offered full training.

“I can’t speak highly enough of the training. It gave me the tools I needed to do the job,” Melissa said.

With family commitments, the rostered hours and short commute also appealed to Melissa.

“My office is 5 minutes down the road, which is great”.

Two years into the role, Melissa said the job has exceeded her expectations and she is looking forward to a long career as a sheriff’s officer.


You do not need formal qualifications to become a sheriff’s officer. 

Full training will be provided when you commence. Sheriff's officers come from diverse backgrounds and bring a range of work experience and skills to the role.

The type of skills and qualities we are looking for include:

  • sound problem solving and judgement
  • strong conflict management and negotiation skills
  • exceptional teamwork skills
  • resilience
  • drive and commitment
  • effective written skills.


All appointments to the department are subject to the appropriate checks. These include:

  • offence history and national police record (refer to Disclosing offence history for more information)
  • a full and current Victorian driver’s licence with no restrictions*
  • warrant history
  • Australian Securities Investments Commission bankruptcy 
  • conflict of interest 
  • reference checks
  • medical and physical assessment.

*allowances are made when there are restrictions for contact lenses, glasses and Category S and V under VicRoads licences.

Please note

Declaration of associations - During the selection process, applicants will be asked to declare any association or potential conflict of interest which may affect their ability to fulfil the role. Failure to disclose this information may result in the application not proceeding.

Outside employment - Outside employment must be disclosed during the selection process.


Disclosing offence history

There are certain offences and/or disclosures that may disqualify your application.

Suitability is determined by reference to legislative requirements and the department’s Criminal Records Check Guideline and Related Policy and Department of Justice and Regulation Values and Behaviours.

Provision of false or misleading information

It is expected that candidates will provide truthful and accurate information. Failure to declare details, or supplying false or misleading information, will result in an application being deemed ineligible for consideration. Failure to disclose any information may result in the application not proceeding, any offer of employment may be withdrawn, or termination or dismissal.

Some categories of offences are deemed to be of great and high severity 

Disqualification from employment will apply where the applicant, for example:

  • has served a term of any term of imprisonment
  • has served a sentence in a youth justice centre (including juvenile justice centre or youth training centre) within the past 5 years
  • has been a client supervised by a corrections agency, (e.g. on a supervised community order, home detention) within the past 10 years
  • has been found guilty of a sexual offence, a homicide, or a drug trafficking offence
  • has been involved in a serious property crime, particularly in circumstances posing physical risk or potential risk to victims
  • has committed any offence against a lawful authority
  • has committed any offence involving fraud
  • is or has been subject to a final intervention order (unlimited timeframe).

This is on the basis that this will prevent the applicant from being capable of performing the inherent requirements of the role of a trainee and/or sheriff’s officer and appointment as a bailiff.

There are also a number of disqualifying offences under the Control of Weapons Act 1990

Frequently asked questions

What checks is my employment subject to?

A number of relevant checks will be completed on your behalf should your application be selected to advance through the selection process. At various stages in the process the department will request your consent to the following checks:

  • offence history and a consent to check and release national police record
  • driver history
  • warrant history
  • ASIC disqualified director check (bankruptcy)
  • conflict of interest
  • references
  • medical and physical assessment.

What will happen if my criminal record check produces a disclosable outcome?

It is important to note community expectations and legislative obligations regarding trainee sheriff’s officers and sheriff’s officers: people who perform duties relating to warrant enforcement must be fit to be entrusted with that responsibility. A high standard of integrity is an inherent requirement of the role: sheriff’s officers play an important warrant enforcement role and must therefore ensure that public trust and confidence in the work of the department is not compromised.

Under section 12(1) of the Sheriff Act 2009 (the Act), the Sheriff may appoint a trainee sheriff’s officer as a bailiff for the purposes of the Supreme Court Act 1986 or the County Court Act 1958.

The Sheriff may only appoint an officer as a bailiff if he believes the officer has the necessary competence, training or experience for the role.

Furthermore, trainee sheriff’s officers and trainee sheriff’s officers are frequently required to perform key duties including:

  • collecting monies in the course of their duties
  • attending the houses and business’ of members of the public
  • driving a vehicle.

In assessing an application, it will be necessary for the Deputy Sheriff and/or the Sheriff to evaluate whether an applicant’s disclosable outcomes affect his or her capacity to perform one or more of the key duties.

If I have a disclosable outcome, will I get an opportunity to explain the background of my criminal history?

Under the department’s Criminal Record Check Guideline and Related Policy, if you have a disclosable outcome, the Recruiting Manager or the Deputy Sheriff and/or the Sheriff may seek further information from you concerning your record, including any relevant background information.

The details of offences committed are often important to understand, especially the nature of the offence, when it occurred and the penalty. It is for this reason that further information on any offence history will frequently be sought.

What happens if I do not disclose that I have a criminal history when asked?

Thorough checks are administered in addition to self-disclosures. Failure to fully disclose an offending history will be viewed seriously, particularly if it suggests a deliberate attempt to mislead or convey inaccurate information during the recruitment process. 

How will the department use and/or store information about my criminal history?

The selection process and all matters relating to it are treated in the strictest confidence. Personal information received during the selection process will be managed in accordance with the Privacy and Data Protection Act 2014.