Professional Documents
Culture Documents
October 2008
1.4 Pools....................................................................................................................................................................................................................................................................................... 12
THE STANDARDS
The minimum standards of merit, equity and probity apply to all public
sector bodies and employees, as specified in the Public Sector
Management Act 1994.
The Standards reflect the general principles of human resource
management, particularly those about merit, equity and probity. They are
designed to focus on outcomes, including diversity, rather than process.
1.1.5 Who is an eligible applicant for an Anyone who applies for a job advertised in the press or via Jobs WA.
advertised public service position?
1.1.6 Does a private sector recruitment firm Yes, because they are acting as an agent of the Chief Executive Officer (CEO) who is obliged to comply with
contracted by an agency have to comply the Standards. However, they are not the body held accountable. It remains the responsibility of the CEO to
with the Recruitment, Selection and ensure the Standards have been adhered to before making the decision to appoint or not to appoint a person.
Appointment Standard?
Searches may be conducted at the same time as the advertisement, or may occur after applications are
received. Where a search has been conducted, this should be transparent and applicants obtained through the
advertisement should be informed. If the employing authority decides to engage an external recruitment firm to
undertake a search after the original advertisement, all applicants should be notified that the potential pool of
applicants may be extended. This would not be necessary if the advertisement indicated that a search may be
conducted.
1.1.10 What is the role of the agency‟s human Generally, this is to oversee HR policies and practices, ensure they comply with the Standards and ensure that
resource section in the process? people involved in selection processes are appropriately skilled. In particular, the HR section can provide:
Guidance and administrative support in the interpretation and application of the Standards and
Regulations.
A quality control check after the selection panel has completed its task, prior to the report going to the CEO
for consideration.
If part time and/or flexible work arrangements may be considered, this should also be included in the
advertisement.
The intent of an advertisement is to attract a wide and diverse range of people to the agency, and to encourage
them to seek more detailed information about the job, if they are interested.
Every officer appointed as a permanent officer to the public service shall normally be on probation
for a period not exceeding six (6) months. An officer who is appointed from the Western Australian
public sector, and who has had at least six (6) months of continuous satisfactory service
immediately prior to their permanent appointment is not required to serve a probationary period,
unless otherwise determined by the employing authority.
Approved Procedure 4- Fixed Term Contract of Service Appointments (Public Service Officers) outlines
that:
“Where a public service office is to be filled, other than by the movement of a person without
promotion, a fixed term contract of service appointment shall only occur following redeployment
clearance and advertising of the vacancy in the public service notices (unless otherwise approved
by the Department of the Premier & Cabinet).
This requirement does not apply where vacancies that are to be filled on a fixed term contract basis
do not exceed six (6) months. However, this exemption does not apply to situations where an
engagement, in the same vacancy or role, initially for less than six (6) months, exceeds six (6)
months in total (eg 2 x 6 months).
For positions that are public sector but not public service, advertising in Jobs WA is optional. From time
to time, there may be government policies that apply to advertising.
See the publications area of the Public Sector Management Division website for further information:
http://www.dpc.wa.gov.au/psmd/pubs/legis/approved/index.html
• examine each candidate‟s claims or CV as claims to the position (that is, the panel‟s judgement from the
material available as to the suitability of the person to do the job);
• seek to verify the candidate‟s relevant claims (for example, an external assessment as to the suitability of the
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person to do the role such as a work test or referee report ). The extent of verification may vary depending on
the context of the position – for acting roles of 6 months or less, these may be regulated by internal agency
policy which is fair and consistent; and
• prior to final signing off, have someone scrutinise the process for robustness (in other words, would an
independent person consider the panel‟s approach met the principles of merit based assessment?). Here a
quality assessment of the process can be useful before finalising the decision; see the OPSSC sample
template Quality Assessment Checklist on our website at
www.opssc.wa.gov.au/recruitment/documents/Indep%20Ass%20form.doc
Making a proper assessment is a safeguard for s8 of the Public Sector Management Act 1994 which outlines
the general principles of human resource management public sector agencies must comply with.
(See our online tool „The Right Path to the Right People‟ for guidance on each stage of the recruitment
process: Getting Ready; Advertising and Attracting; Assessing and Selecting
www.opssc.wa.gov.au/recruitment/index.htm)
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Panel members can be referees as the „independence‟ of the verification is of the candidate‟s claims, not of the panel‟s assessment.
1.6.2 Can different selection methods be This depends upon the nature of the job and the needs of the person. The intent should be to enable all
applied to different people in the same applicants to effectively present their capability to do the job. Assessment techniques commonly used may not
process in the name of equity or be suitable for some people from different cultural backgrounds or for some people with some disabilities.
diversity? Methods used should be transparent and capable of being judged as reasonable. Provision could be made in
agency policy to allow for different methods. While assessment methods may change in accord with individual
needs (including diversity), the work-related requirements used as the basis for determining merit must remain
the same.
3. GRIEVANCE RESOLUTION
3.1 What does the Grievance Resolution The Standard applies to the management of the grievance resolution process, irrespective of how that
Standard apply to? grievance was brought to the attention of the employing authority (ie formal or informal). It applies to the
employee lodging the grievance, the employee who is the subject of the grievance and anyone else involved in
the grievance process.
The Standard does not apply to:
Sub-standard performance or disciplinary action.
The merits of the grievance itself.
Allegations of victimisation following the lodgement of a grievance.
3.2 Can an employing authority have more Yes. The number and type of grievance resolution processes in an agency depend on the size and complexity
than one grievance resolution process? of the agency, the type of grievance and the range of employee categories.
3.3 Is there any stipulated timeframe for The Standard does not impose a timeframe. However, the process should be completed as quickly as
resolving a grievance? possible. Any delays and reasons for the delay should be communicated to all parties.
3.7 What can an employee do if they are In the first instance an employee should take their concern to the Chief Executive Officer. They may also lodge
dissatisfied with the conduct of the a breach of Standard claim, but not until a decision is made by the employing authority about the grievance. In
grievance process in the agency? exceptional circumstances, (eg excessive and unreasonable delays in making a decision) the Commissioner
may approve the lodgement of a claim before a decision is made.
3.8 What can an employee do if he or she is Although an aggrieved person can submit a breach claim against the Grievance Resolution Standard, it is not
dissatisfied with the outcome of the the purpose of the Regulations to resolve the substance of the grievance. The Regulations apply to the
grievance resolution process? conduct of the grievance resolution process.
If a person is not satisfied with the outcome (ie resolution of the grievance) they have a right to lodge a
complaint with the employing authority. Complaints about the outcome are usually addressed through the
dispute resolution process specified in the award or agreement applicable to the person(s).
3.9 What can a person do if victimised after While allegations of victimisation as a consequence of lodging a grievance cannot be dealt with under the
lodging a grievance? Standards, a complaint could be lodged with the employing authority. Employing authorities must also comply
with the Code of Ethics, which require employees to be treated fairly and consistently and not subjected to
victimisation, etc.
3.10 Can grievance resolution include Yes. Whatever is allowed for in the agency‟s grievance resolution policy and relevant award or agreement.
mediation, arbitration etc?
4. PERFORMANCE MANAGEMENT
4.1 Does the Performance Management The intent of the Standard is that each agency has a performance management system(s) in place and that it is
Standard allow for performance applied consistently to employees within the same occupational group. To allow for flexibility in approaches to
management by peers, customers, performance management, the Standard does not specify what type of performance management system(s)
subordinates, 360° feedback? may be used, or what type of information may be obtained.
4.2 How can employee performance be The Standard does not specify that any one system be used. An agency may choose to have different
assessed? systems to suit different occupational groups. However, once a system is adopted it must be applicable to all
employees in that group and applied consistently.
The Standard requires that employees be informed about how their performance is to be assessed.
4.3 Who manages CEO performance? The Minister for Public Sector Management is usually the employing authority for CEOs. However, the Minister
responsible for a public sector body will normally manage the performance of the CEO.
8. TERMINATION
8.1 What does the Termination Standard The cessation of employment includes resignation, retirement, retirement on the grounds of ill health,
cover? completion of a fixed term contract of service, severance (ie redundancy, voluntary severance) and even death
while holding office. The Standard covers the process used during the termination, rather than the facts and
circumstances of the termination.
8.2 What is the connection between In some instances, termination could be an outcome of a disciplinary action. The Standard does not apply to
termination and discipline? the cessation of employment as a consequence of a disciplinary action. Other dispute resolution processes
specified in an applicable award or agreement would apply in that case.