Selection procedures
Non-school Positions
The Department's VPS selection procedures have been designed to ensure that the best person for the job is selected through a process that is procedurally fair and based on merit.
For the purpose of selection, merit is defined as the extent to which each applicant has:
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the skills, knowledge, experience, past performance and other personal qualities relevant to the work to be performed;
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demonstrated good conduct appropriate to public sector employment;
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- potential for further development in the Department.
The Department's selection process is based on the following principles set out in the Public Administration Act 2004:
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employment decisions are based on merit;
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employees are treated fairly and reasonably *;
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equal employment opportunity is provided;
- human rights as set out in the Charter of Human Rights and Responsibilities are upheld; and
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- employees have a reasonable avenue of redress against unfair or unreasonable treatment.
* The Equal Opportunity Act 1995 specifies that all applicants must receive fair and equitable treatment without regard to age, breastfeeding, gender identity, impairment, industrial activity, employment activity, lawful sexual activity, marital status, parental or carer status, physical features, political belief or activity, pregnancy, race, religious belief or activity, sex, sexual orientation or personal association (whether as a relative or otherwise) with a person who is identified by reference to any of the above attributes.
The Public Sector Standards Commissioner has issued the following minimum standards in relation to selecting on merit with which Departments must comply:
- Employment decisions are to be based on the proper assessment of individuals’ work-related qualities, abilities and potential against the genuine requirements of the employment opportunity;
- Decisions to appoint new employees or promote existing employees are to be based on competitive selection. Processes are to be open and designed to identify a suitable field of qualified candidates;
- Decisions to appoint new employees or promote existing employees from a limited field of candidates are only to be made where candidates are identified based on objective criteria;
- Decisions to assign duties or transfer public sector employees (to roles at an equivalent level) are to be based on proper assessment of the employee against the genuine requirements of the duties or role;
- Decision-making processes are to be fair, accessible, and applied consistently in comparable circumstances;
- Decision-making criteria are to be relevant, objective and readily available to the people subject to the decision;
- Decisions and actions are to be free of bias and unlawful discrimination;
- Documentation is to be sufficiently clear and comprehensive to render decisions transparent and capable of effective review.
The selection process should be adapted to the requirements of each job. A variety of selection tools may be used as appropriate to determine whether applicants have the skills and competencies necessary for the role.
These tools may extend beyond the usual process of advertisement, panel interview and referee check to include methods such as assessment at an assessment centre by an external agency, psychometric testing, responses to simulated situations presented on video and a variety of exercises set during or before interview. Selection tools must be applied consistently to all applicants, be relevant to the job and be free from unlawful discrimination or bias.
The manager of the work unit is responsible for managing the selection process. For a Student Support Services Officer position, the principal of the base school at which the position is located is responsible for managing the selection process.
For detailed information on specific topics related to selection of staff, select the relevant link under 'Related Topics' below.
School Based Positions | Principal Positions | Non-school Positions
Other Resources
Merit in Employment State Services Authority guidelines document (pdf, 764KB)
Related Topics