Recruitment and Selection Directive 01/10

1. Recruitment and Selection Directive 01/10 Replaces Directive 03/09 Jennifer Lyons, Craig Powell, Bianca Murch, Sally Campbell

2. The major changes:Definitions and Role Evaluation • Continuous applicant pool now under s7.8(a) • Basis for assessment and merit have been removed – merit criteria used instead • Key attributes replaces selection criteria • Role evaluation now responsibility of DJAG • Clarifies that AO1/AO2 and OO1/OO2 roles must also be evaluated • Includes definitions for identified position, promotion and public service employee

3. Role description • Needs to be clear and simple – can be different from that used for evaluation • Key attributes must include the 5 core capabilities of CLF (or equivalent mapped framework) relevant for that level • Agency-specific or technical capabilities can be added to five core capabilities as needed • Only those roles advertised – not all right now • Must advise applicants: • If officer’s job location is transferable • If discipline history check (criminal history is still required to be advised) • That new public servants must declare previous lobbying history

4. Vacancy advertising – general • Roles above entry level MUST be advertised on Smartjobs and Careers website for 2 weeks • If an agency chooses to advertise, it must still comply with timeframes • CEOs can determine advertising arrangements for general employee vacancies • Permanent vacancies lapse if appointment not made within 12 months of the closing date

5. Vacancy advertising – targeted • Targeted advertising limits applications to people currently employed by, and seconded into, the agency • CEO can designate a vacancy as targeted when general advertising would fail to produce a superior candidate • Priority placement employees are entitled to priority consideration (suitability assessment) • CEO decides if and how an invitation to apply will be extended to external candidates

6. Vacancy advertising – targeted (cont’d) • Advertise as ‘Targeted Vacancy’ on Smartjobs and Careers website (GovNet only) • SSA is assisting development of the labeling process for advertisement and role description • Promotion appeals only available to those eligible to apply for the role

9. Vacancy advertising – specified • Specified advertising aimed at reducing displacement of tenured public servants • Requires written approval from chief executive and relevant union/s • Copy of written approval must be made available to employees eligible to apply

10. Exemptions from advertising • ‘Limited applicant pool’ must have agreement of relevant industrial organisation/s • Significant detriment to achievement of service delivery outcomes • Unfair treatment of an employee • CEOs must report annually to PSC on exemptions decided on service delivery detriment or unfair employee treatment and reasons

11. Recurring vacancies • Now applies to senior officers • Subsequent positions may be filled by previous applications as long as the role in question is identical in terms of title, remuneration, classification level and role description • Appointments to similar vacancies may also be made through previous applications, but must be specified in original advertisement • Vacancy advertisement must state similar vacancies to which recurring vacancy can be applied • 12 month end date

12. Continuous applicant pools • New definition: ‘created by one or more agencies to recruit applicants on an ongoing basis’ • No other changes

13. Assessment of Applicants • Assessment process must: • be appropriate to the key attributes • take into account applicant’s potential for development • sufficiently assess the applicant’s merit • Selection decisions must be able to be reviewed • Applications received after closing MAY be considered

14. Referee checking • Now MANDATORY • Timing at discretion of panel, but applicant can provide details upon on contact • Must check relevant QG employment • Applicant must gain permission from QG employee to be a referee • Referees are obliged to disclose all relevant information to the panel

15. Referee checking (cont’d) • Potential referees must inform applicant if there is adverse information they are obliged to disclose • Omission of referee information can constitute grounds for discipline • Applicants must be given opportunity to respond to any adverse comment/s • Panel can request additional referees from applicant

16. Pre-employment checks • Pre-employment checks may include checking of criminal history, identity and discipline history • Criminal history and discipline history checking must be undertaken in accordance with legislation applying to employees of an agency and any directives issued by the PSC • New Employment Screening directive due April

17. Post-selection feedback • Applicants requesting feedback should receive timely, specific and constructive feedback from a member of the selection panel, sufficient to explain why they were not successful

18. Gazette notification • Promotions resulting from recurring vacancies and continuous applicant pools must be published in the Gazette • Appealable appointments and SES and SO appointments must be published in the Gazette (i.e. non-appealable appointments do not have to be published in the Gazette) • An appointment must be gazetted if it was advertised in the Gazette. Where an agency chooses to advertise a vacancy in the Gazette, the appointment must be notified in the Gazette regardless of whether the appointment is appealable • One-month time frame for notification is from the date the chief executive approves the recommendation – facilitates ability of employees to reasonably exercise appeal rights

19. Direct appointment to roles at higher level • Can now occur after total of 12 months of preceding 2 years (previously 2 out of preceding 3 years) • Can occur only when the employee’s performance has been of a sufficiently high standard that advertising would fail to yield a superior candidate • Advertising requirement of s7.3 must have been met for direct appointment

20. Appointment of temporary employees to tenure • Direct appointment from temporary to tenured employee can take place after 12 continuous months (previously two continuous years) • Advertising requirements must be met under s7.3 or s7.4 for direct appointment of temporary employees • Employee must demonstrate performance of a sufficiently high level that advertising would be unlikely to yield a superior candidate AND • Agency deployees and priority placement employees have been considered

21. Reporting requirements CEOs must report annually to PSC on: • Targeted advertising • Specified advertising • Advertising exemptions due to significant detriment to service delivery, or unfair treatment of an employee (and reasons for both) • Direct appointment to higher level; and • Temporary to tenured appointments.

22. Questions? Web resources • FAQs • R&S resources • Guidelines – to be emailed 26/02 for comment People to ask • Jennifer Lyons 3239 3767 (x93767) • Craig Powell 3405 6531 (x56531) • Bianca Murch 3225 1617 (x51617) • Sally Campbell (CLF) 3227 8158 (x78158)