![]() declare actual, perceived and potential conflicts of interest and actively participate in strategies to resolve the conflict of interest in the public interest.understand and apply the principles of merit and the department's standards of practice to all recruitment and selection processes.Panel Members (including independent panel members) maintain strict confidentiality at all times. ![]() ![]() maintain records relating to the recruitment and selection of employees in accordance with the Whole of Government General Retention and Disposal Schedule (GRDS).provide quality feedback to candidates as requested.prepare the selection report and provide all relevant documentation to the decision maker (HR delegate), including Minority Reports.is not pressured or influenced by other panel members, the delegate or an external party in determining the selection outcome.provide factual and professional advice to panel members relating to all recruitment and selection matters.ensure all candidates are treated consistently, ethically and fairly.declare the absence of actual, perceived and potential conflicts of interest for themselves and the panel members before entering into the selection process.declare actual, perceived and potential conflicts of interest, actively participate in strategies to resolve the conflict, including removing themselves or members of the panel to manage the conflict before entering into the selection process.form and manage appropriate panels commensurate with the role and the position, including the consideration of inclusion and diversity.manage the request to hire and approval processes.develop a recruitment strategy and, with the panel members, choose appropriate selection tools.ensure an approved role description is available.understand and apply the principles of merit and the Department of Education’s standards of practice to all recruitment and selection processes.undertake recruitment and selection resource training (training via The Learning Place (DoE employees only) must have been completed within the preceding year for executive and equivalent recruitment).maintain confidentiality of selection processes.provide an honest account of qualifications, skills, capabilities, and any mandatory requirements of the role (including mandatory registrations and authority for working with children).understand the role they are applying for to ensure they have VISA work rights for Australia (if applicable) and for Queensland public service employment.Where a vacancy is exempt from advertising in accordance with the Recruitment and Selection Directive (12/20), the principles of merit continue to apply. See the Recruitment and Selection Resource (DoE employees only) for further information. Recruitment and selection is the last approach to managing a vacancy, and is only used after all other vacancy management approaches are considered. This procedure does not apply to the recruitment and selection of the chief executive officer, external contractors, or volunteers.Ī vacancy can be filled through a variety of ways, including the transfer of an existing employee. Recruitment and selection decisions must not be influenced by self-interest, private affiliations or the likelihood of personal gain or loss. ![]() Selection processes must be free of discrimination, conflict of interest and bias, and must consider inclusion and diversity at each stage of the process. The department acknowledges the Queensland Government’s commitment to maximising permanent employment where possible, and recruitment and selection should be undertaken in the context of determining the appropriate workforce mix for current and future needs.Īll employees involved in recruitment and selection decisions have an obligation to put the public interest first by selecting the most meritorious candidate for appointment in a fair and unbiased way. This procedure aligns to the requirements of the Public Service Act 2008 and Recruitment and Selection Directive (12/20). The department is committed to the principles of merit and criteria as defined in the Public Service Act 2008 and Queensland Government’s Recruitment and Selection Directive (12/20). The principles of merit and merit criteria apply to all permanent, temporary and casual recruitment and selection decisions. The recruitment and selection of public service employees must be in accordance with the merit principles and criteria prescribed in sections 27 and 28 of the Public Service Act 2008 (PS Act). This procedure outlines the responsibilities and processes for the consistent application of recruitment and selection standards and directives across the Department of Education. All departmental employees and candidates applying for employment within the Department of Education. ![]()
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