In the Australian defence industry, where access to sensitive information is the norm rather than the exception, the clearance sponsorship process is not a back-office ‘tick-and-flick’. It is a strategic enabler.
If done well, it shores up hiring and accelerates onboarding.
If neglected, it can become a bottleneck.
By understanding the AGSVA sponsorship process you’ll stay ahead of the curve and set your organisation up for defence industry success.
What is “clearance sponsorship” and why does it matter?
An individual can only obtain a clearance if a government agency or a DISP (Defence Industry Security Program)-accredited private company chooses to sponsor them.
DISP has four membership levels, which dictate the nature and sensitivity of the Defence information the organisation is permitted to engage with.
If your organisation is not DISP-accredited but you still need your workers to be cleared, there are ways around this – contact Kinexus to discuss further.
Key responsibilities of a sponsoring organisation
When you sponsor a candidate for a clearance via AGSVA:
You must conduct employment screening (e.g. pre-employment checks) and report any adverse findings to AGSVA.
The sponsor must manage the ongoing security obligations associated with the clearance. For example: the individual’s clearance remains active only while there is an active sponsorship. If the employee changes employer, the sponsor must coordinate the transfer or cancellation.
For non-Australian citizens, the sponsor may need to submit a Citizenship Eligibility Waiver if the candidate does not meet the standard Australian-citizen eligibility. This applies especially in defence industry roles where specialist skills may be imported.
The sponsor must also pay the required AGSVA fees (for assessment, upgrade or revalidation). These are charged to the sponsoring entity, not the individual. For up-to-date information on fees check out the AGSVA website.
What you’ll need to request a clearance (and what slows things down)
If you’re about to hire someone who will need a clearance (Baseline, NV1, NV2, TSPV), here are the key application requirements and common pitfalls:
Depending on the clearance level being applied for, the applicant will need to supply background information. This includes things like identity documents, citizenship history, addresses, employment & education history, travel and passport details, associations and financial records. This is covered in detail in our blog Wondering What You Need TO Apply For A Security Clearance.
The individual must nominate referees (professional and/or personal) who can vouch for them. The number and type of referees depends on the clearance level.
The timeframe for the applicant to complete the application is up to 20 business days after the clearance request is submitted.
AGSVA then aims to complete the assessment in set target timeframes although actual times can be shorter or longer depending on complexity. More info in our blog How Long Does A Security Clearance Take.
Common causes of delay include missing or incorrect documents (e.g., mismatched names, blurry ID photos), unavailable referees, extensive overseas travel history or foreign contacts and incomplete employment history.
Hiring implications for the Australian defence industry
From a workforce planning and project risk perspective in the defence industry you should consider:
Lead-time matters
If you plan to bring someone onboard who will handle classified documents relating to defence projects factor in the clearance timeline. Starting the clearance sponsorship early is best.
Role design
Before you initiate sponsorship, determine what clearance level the role requires. Only roles that need ongoing access to classified resources must have clearances; avoid over-clearing if not needed.
Talent sourcing and veteran transition
Many ex-Defence personnel will already hold clearances; when hiring veterans into industry roles, you may be able to transfer existing clearances which can accelerate onboarding.
Cost implications
Budget clearance sponsorship fees into project cost and resource planning.
Sponsorship readiness
Your organisation must have security governance in place (Chief Security Officer, Security Officer, policies, incident-reporting mechanisms). You are not just sponsoring an individual but responsible for managing the clearance lifecycle.
Final checklist for hiring managers
Confirm your organisation is eligible to sponsor under the Defence Industry Security Program. If it isn't – speak to Kinexus for advice.
Define the role clearly and assess what clearance level is genuinely required.
Budget for fees and time associated with the clearance.
Ensure the candidate starts the clearance process early and monitors progress via myClearance.
Ensure referees are available and engaged.
Establish a security-governance framework in your organisation (CSO, SO roles, incident-reporting) so you are ‘clearance ready’.
Manage transitions: if a candidate changes roles/contract or if their clearance transfers, you must update sponsorship details timely.
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