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Tool 4 Developing Selection Criteria
Tool 4 Developing Selection Criteria
In writing selection criteria, the goal is to specify the skills, knowledge, behaviours that are required
to achieve the objectives and accountabilities identified in the position description.
Selection criteria should take into consideration the ACTPS Values and Signature Behaviours,
ACTPS Shared Capability Framework and the potential of the applicant to develop
Where possible, Directorates should use the better practice method of using four selection criteria
and asking applicants to restrict their responses to two pages.
The selection committee uses the selection criteria to assess both the suitability and relative
strengths of applicants, and ensure consistency in short-listing, interviewing and reference checking.
Therefore, it is critical that there is a shared understanding of the terms used in the selection
criteria.
Awareness of: familiar with the matter without any detailed knowledge
Experience in: practical skills acquired by performing the work, rather than theoretical
knowledge or a belief in ability to perform the task
Ability to acquire: demonstrate potential to acquire the skills, knowledge and abilities by
comparing them to relevant tasks or responsibilities undertaken in previous positions or
through study
Capacity to: able or qualified to perform a task, may draw on transferable skills
Detailed/sound knowledge of: thoroughly conversant with facts, principles and procedures and
how to apply these to the job
Commitment to: proven implementation and review of policies, principles and procedures
Demonstrated experience: successfully performed the duty or used the skill in the past at the
level required for the position. Actual experience rather than potential to perform the duty is
required. Note: Using demonstrated experience precludes those who have not previously
acquired experience working at the level you are recruiting to in a similar environment
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ACT Public Service Recruitment Guidelines, Tool 4: Developing Selection Criteria
Points to consider when developing selection criteria:
Do
P Ensure criteria are clearly defined and precisely related to the job
P Ensure criteria give consideration the ACTPS Values and Signature Behaviours
P Where possible, keep the number of selection criteria to maximum of 4 and request a
maximum two page application
P Detail the organisational specific knowledge, skills and experience required, for example:
Do use: ‘demonstrated ability to provide policy advice’
P Exercise care in the selection of adjectives to describe the extent to which a particular
attribute is required (for example, ‘knowledge of...’, ‘extensive experience in ...’)
P Ensure criteria are measurable so applicants can be assessed on how well they meet the
criteria
P List any job requirements such as qualifications, experience, licenses and checks (for
example, driver’s license, working with vulnerable people check, medical check, etc) directly
following the list of selection criteria
Don’t
O Make generic references to the skills required for the job – be specific
O Use exclusionary language that will limit skills and experience to a type of person who might
have them, for example: Don't use: ‘minimum of 5 years supervisory experience’, or ‘mature
person with supervisory experience’.
O Include a selection criteria requiring awareness of, or commitment to, key organisational
values (e.g. workplace diversity, workplace health and safety, participative management and
the ACTPS code of conduct). Key organisational values should be covered in the position
description as inherent requirements of the position.
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ACT Public Service Recruitment Guidelines, Tool 4: Developing Selection Criteria