Permanent
(ie permanent / contract) |
Formal expression of interest
(ie acting / secondment / contract) |
Informal expression of interest
(ie short term for less than 6 months) |
| Convene Panel |
| Recommended - consist of at least three people of different gender, one of whom may be an independent person |
Optional - may be required if:
- A merit selection process is conducted
- Position is for a long period of time (eg 6 months or more)
- Position has the possibility of extension
|
Optional - may be required on a discretionary basis. Items to consider:
- If more than one application has been received
- Short term nature of position
- Developmental opportunity versus wanting someone with the requisite skills who requires little supervision/development
- If expression of interest (EOI) states that applicants only need to supply a current CV and that some form of merit selection may be conducted
|
| Choose selection methods and questions |
| Selection methods
One or more selection methods should be considered, eg:
- Interview
- Practical test
- Verbal presentation
- Psychological test.
|
Selection methods
Some form of merit selection assessment should be conducted and documented; eg at the very least, an assessment of CV's should be conducted.
|
Selection methods
· Select on basis of skills, etc outlined in the CV
· merit selection assessment; or
· direct selection (subject to management prerogative) |
If targeting a specific diversity group, then select methods which are more appropriate to those groups. |
| Assess shortlisted applicants (if necessary) |
| Short listing
Should be documented using a matrix and all panel members should agree on the shortlisted list. |
Short listing
Should be documented using a matrix and all panel members should agree on the shortlisted list.
|
Short listing
Should be documented in a memo (i.e. in a less formal nature than for other types).
|
If targeting a specific diversity group, then ensure that panel members or person making the seleciton are able to recognise and value the relevant skills, knowledge, etc which are claimed by the applicants.
|
| Referee checks |
| Optional but preferred to ensure increased validity of selection recommendation
|
Optional. Referee reports may be obtained to validate the selection recommendation, although it is not essential to do so. |
Optional but, if sought, may be considered unnecessary
|
| Selection report |
| Must clearly outline the reasons for all decisions, including short listing, selection methods, interview performance, comparative assessment and recommendation for appointment/promotion, salary on appointment, etc.
|
Does not need to be formal, as long as it contains sufficient information to justify the decision and satisfy independent review.
|
| Approval of recommendation |
| Requires formal approval of recommendation. |
| Notification of applicant |
| Must be conducted in accordance with the Breach of Standards Regulations
|
Can be done informally, i.e. verbally; unless position is for a period of 6 months or more, then it is subject to the provisions of the breach of standards regulations
|
Can be done informally, i.e. verbally.
|
| Breach claim/or no breach claim |
| Subject to the breach of standards regulations
|
No further action unless position is for a period of 6 months or more, then it is subject to the provisions of the breach of standards regulations
|
No further action |
| Appointment / promotion ( permenant / contract) |
Must be confirmed in writing |
May be confirmed verbally |
