Policy Directive

Department of Health, NSW 73 Miller Street North Sydney NSW 2060 Locked Mail Bag 961 North Sydney NSW 2059 Telephone (02) 9391 9000 Fax (02) 9391 9101 http://www.health.nsw.gov.au/policies/

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Recruitment & Selection - Policy & Better Practice - Public Health Organisations & Ambulance Service
space Document Number PD2005_565 Publication date 24-Mar-2005 Functional Sub group Personnel/Workforce - Recruitment and selection Summary Recruitment and selection practices and processes in NSW Health must: ensure that appointees to positions have the appropriate competence, experience and professional registration; meet all relevant statutory requirements, and; be based on the principles of equity, merit selection, procedural fairness, integrity, impartiality, openness, efficiency and effectiveness. Public health organisations must be able to demonstrate that all their recruitment and selection practices and processes reflect the above guiding principles. Appropriate confidentiality, documentation and record keeping must be maintained in relation to selection decisions. The document provides guidance to public health organisations in the development and review of local procedures. Replaces Doc. No. Recruitment and Selection - A Framework for [PD2005_211] Job Vacancy Requirements [PD2005_246] Author Branch Employee Relations Branch contact Jutta Sund 9391 9378 Applies to Area Health Services/Chief Executive Governed Statutory Health Corporation, Board Governed Statutory Health Corporations, Affiliated Health Organisations, Community Health Centres, NSW Ambulance Service, Public Health Units, Public Hospitals Audience ADM Distributed to Public Health System, Health Associations Unions, Health Professional Associations and Related Organisations, NSW Ambulance Service, NSW Department of Health Review date 24-Mar-2006 File No. 01/22-6 Previous reference N/A Status Active

Director-General space Compliance with this policy directive is mandatory.

RECRUITMENT AND SELECTION:
POLICY AND BETTER PRACTICE FOR PUBLIC HEALTH ORGANISATIONS AND THE AMBULANCE SERVICE OF NSW

Updated March 2005

TABLE OF CONTENTS
1. ABOUT THIS DOCUMENT 4

1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8
2.

NSW Health policy and better practice for recruitment and selection Responsibility Version Updates and feedback Rescinds Related NSW Health policies Related legislation Additional references/resources
NSW HEALTH POLICY

4 4 4 4 4 4 5 5
7

2.1. 2.2. 2.3. 2.4. 2.5.
3.

Purpose and scope NSW Health policy Principles Other definitions Accountabilities
BETTER PRACTICE FOR RECRUITMENT AND SELECTION

7 8 8 10 10
12

3.1. 3.2.

Overview Review of position description and selection criteria
Exit interview analysis Physical/psychological requirements Formal qualifications

12 12
12 12 12

3.2.1 3.2.2 3.2.3

3.3. 3.4.

Job evaluation Redeployment
Staff returning to work after long-term illness/injury Displaced/excess employees

13 13
13 14

3.4.1 3.4.2

3.5.

Other appointments without advertising
Appointment without advertising - temporary positions over 13 weeks Appointment without re-advertising – permanent positions

14
14 15

3.5.1 3.5.2

3.6.

Advertising
Electronic advertising

16
16
1

3.6.1

Recruitment and Selection: Policy and Better Practice for Public Health Organisations and the Ambulance Service of NSW March 2005

3.6.2 3.6.3

Rolling advertisements Information to be made available to applicants

16 16

3.7. 3.8. 3.9.

Eligibility lists
Recurrent vacancies

18
18

3.7.1

Use of recruitment consultants Convening a selection committee

18 19 20 20
20 20 20

3.10. Culling 3.11. Information gathering
3.11.1 3.11.2 3.11.3 Selection techniques Psychological/physical assessments Advice to be provided to applicants re the selection process

3.12. Verification of identity, tertiary qualifications, registration, and other information
3.12.1 3.12.2 3.12.3 3.12.4 3.12.5 3.12.6 3.12.7 3.12.8 Proof of identity Verification of tertiary qualifications Allied health professions Overseas qualifications Professional registration Record keeping and random checks Credentialing committees Referee checks

21
21 21 22 22 23 24 25 25

3.13. Selection recommendation 3.14. Selection decision 3.15. Post selection
3.15.1 3.15.2 3.15.3 3.15.4 3.15.5 3.15.6 3.15.7 3.15.8 Criminal record checks Declarations of health conditions Letters of appointment Sponsoring overseas medical practitioners for employment in Australia Advice and feedback to applicants Publication of permanent appointments Orientation Retention of records

25 25 26
26 26 26 26 26 26 26 27

3.16. Appeals process
4. CHECKLIST FOR IMPLEMENTING BETTER PRACTICE FOR RECRUITMENT AND SELECTION

27

28

4.1. 4.2. 4.3. 4.4. 4.5.

Procedures Review of position description and selection criteria Job evaluation Redeployment Advertising

28 29 29 29 30
2

Recruitment and Selection: Policy and Better Practice for Public Health Organisations and the Ambulance Service of NSW March 2005

4.6. 4.7. 4.8. 4.9.

Eligibility lists Use of recruitment consultants Convening a selection committee Culling

30 30 31 31 31 31 32 32 32 33 34 35 39 40 41 43 48

4.10. Information gathering 4.11. Verification of identity, tertiary qualifications, registration, and other information 4.12. Selection recommendation 4.13. Selection decision 4.14. Post selection 4.15. Appeals process ATTACHMENT 1 – Recruitment and selection process model ATTACHMENT 2 – Model job demand checklist ATTACHMENT 3 – Table of comparison of selection methods ATTACHMENT 4 – Model proof of identity – vetting of applicants ATTACHMENT 5 – Allied health professional association ATTACHMENT 6 – Health professionals registration boards ATTACHMENT 7 – Model health declaration form

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1.
1.1

ABOUT THIS DOCUMENT
NSW Health policy and better practice for recruitment and selection Responsibility Version Updates and feedback Rescinds
Copies may be obtained at www.health.nsw.gov.au

1.2 1.3 1.4

This document was prepared by Employee Relations, NSW Department of Health. Reviewed and updated in March 2005. This document will be updated to reflect changes in legislation and policy. Feedback is welcome, and should be addressed to the Director, Employee Relations, Legal and Legislation. A Framework for Recruitment and Selection (PD2005_211) Job Vacancy Requirements (PD2005_246)

1.5

1.6

Related NSW Health policies

Please note that the Department of Health policy directives and guidelines are regularly reviewed and updated. While the list below is current at the time of writing, you are advised to check for any updates to these policies. All NSW Health policy directives are available at http://www.health.nsw.gov.au/policies/index.html Appointment of visiting practitioners – policy for implementation (PD2005_496) Appointment of staff specialists – policy for implementation (PD2005_500) Assessment Programs for Overseas Qualified Registered Nurses, Enrolled Nurses and Midwives (PD2005_307) Employment Health Assessment Policy and Guidelines (PD2005_186) Framework for Employment of Nurses (PD2005_525) Management of Employment, Promotion and Transfer where Employees are Closely Related or have a Close Personal Relationship (PD2005_201) Managing Displaced Employees (PD2005_517) NSW Health Policy and Procedures for Injury Management and Returnto-Work (PD2005_328) Orientation Policy for NSW Health (PD2005_187) Pre-employment Screening of Security Staff (PD2005_326)

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Procedures for Recruitment and Employment of Staff and Other Persons in Child Related Areas (PD2005_177) Procedures for Recruitment and Employment of Staff and Other Persons – Vetting and Management of Allegations and Improper Conduct (PD2005_109) 1.7

Related legislation

All Industrial Awards and Determinations applicable to employees within the NSW public health organisations. Anti-Discrimination Act 1977 (NSW) Child Protection (Prohibited Employment) Act 1998 (NSW) Commission for Children and Young People Act 1998 (NSW) Disability Discrimination Act 1992 (Commonwealth) and Disability Standards In Employment General Retention and Disposal Authority (GDA12) – Personnel Records – October 2002 (State Records Authority of NSW) Health Records and Information Privacy Act 2002 Health Services Act 1997 (NSW) Independent Commission Against Corruption Act 1988 (NSW) Privacy and Personal Information Protection Act 1998 (NSW) Public Sector Employment and Management Act 2002 (NSW) The Government and Related Employees Appeal Tribunal Act 1980 (NSW) All current Australian legislation is available at http://www.austlii.edu.au/

1.8

Recruitment and selection: Navigating the best course of action, NSW Additional references/resources Independent Commission Against Corruption, March 2002. – available at www.icac.nsw.gov.au/files/pdf/pub2_54cp.pdf Supporting People and Strengthening Communities, New South Wales Social Justice Directions Statement, February 2000. – available at www.cabinet.nsw.gov.au/pdfs/nswcab.pdf Merit Selection guide for NSW Public Sector panels: picking the best person for the job, Office of the Director of Equal Opportunity in Public Employment (ODEOPE), 2002. – available at www.eeo.nsw.gov.au/merit/panels.pdf Personnel Handbook 1999 (updated 2003), NSW Premier’s Department – available at http://www.premiers.nsw.gov.au/our_library/employment_conditions/per sonnel_hb_2003/HTML/index.htm

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Adjustments for people with a disability, Office of the Director of Equal Opportunity in Public Employment (ODEOPE), May 1999. – available at www.eeo.nsw.gov.au/disabil/adjust.pdf Australian Human Resource Institute – www.ahri.com.au/ Australian Psychological Society - www.aps.psychsociety.com.au/ Commonwealth Department of Immigration and Multicultural and Indigenous Affairs – www.immi.gov.au ICAC - The Independent www.icac.nsw.gov.au/ Commission Against Corruption –

OEED (formerly ODEOPE) – Office of Equal Employment and Diversity – www.eeo.nsw.gov.au/ Office of Personnel Management (USA) – www.opm.gov Society of Human Resource Management - www.shrm.org Australian Qualifications Framework – www.aqf.edu.au National Training Information Service – www.ntis.gov.au New South Wales www.crc.nsw.gov.au Australian Council for www.ccpproject.com.au Community Relations Commission -

Safety

and

Quality

in

Healthcare

New South Wales Medical Board – www.nswmb.org.au

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2.
2.1.

NSW HEALTH POLICY
Purpose and scope
The purpose of this policy is to ensure that public health organisations have appropriate practices and systems in place to assist in selecting the best possible person for each of their vacancies in a manner that is fair, equitable, transparent, efficient and effective. The policy aims to provide as much flexibility as possible within that scope to allow organisations to meet their service requirements and responsibility to the community in the delivery of quality health services. Recruitment and selection practices are only one part of a broader people management framework designed to have the right people with the appropriate skills and qualities in the right place at the right time. Recruitment activities need to be integrated with performance management, workforce planning, career development, mentoring and succession planning. The NSW Health policy and underlying principles are set out below in section 2.2. Section 3 provides guidance on their application throughout the recruitment process. Public health organisations should review their human resource procedure guidelines to ensure they are consistent with this policy directive. A checklist is provided at Section 4 to assist with this review. However, where this policy directive differs from the conditions set out in relevant Industrial Awards and Determinations, the award conditions will take precedence. This document does not apply to: casual employeesi people temporarily employed for a period not exceeding 13 weeks employees on term contracts of employment staff specialists and visiting practitionersii.

A casual employee means a person who may be engaged on an hourly basis for a period not extending beyond one week to provide services related to the unexpected absence of permanent or temporary staff. There is no expectation of continued employment beyond the provision of the services required at the time. Refer also to relevant awards. ii Refer to PD2005_500, Appointment of staff specialists, and PD2005_496, Appointment of visiting practitioners.

i

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2.2.

NSW Health policy

Recruitment and selection practices and processes in NSW Health must: Ensure that appointees to positions have the appropriate competence, experience and professional registration; Meet all relevant statutory requirements, and Be based on the principles of equity, merit selection, procedural fairness, integrity, impartiality, openness, efficiency and effectiveness (see 2.3 for definitions). Public health organisations must be able to demonstrate that all their recruitment and selection practices and processes reflect the above guiding principles. Appropriate confidentiality, documentation and record keeping must be maintained in relation to selection decisions.

2.3.

Principles

Equity In the context of this document equity relates to equity in employment. It encompasses the principles of equal employment opportunity (EEO), which are designed to ensure fairness, consistency, and nondiscrimination in recruitment and selection. The outcomes of equal employment opportunity and equity in employment include diversity in the workplace, fair treatment of individuals, and elimination of direct, indirect and systemic discrimination. In practice equity denotes impartiality, the upholding of procedural fairness and consideration of the individual circumstances of each case. The NSW Government's commitment to the principles of equity, access, participation and rights is contained in the New South Wales Social Justice Direction Statement Supporting People and Strengthening Communities (February 2000). Merit selection All public health organisation vacancies are to be filled on the basis of merit. For the purpose of this document the following definition of merit has been used: For the purpose of determining the merit of the person eligible for appointment to a vacant position, employers are to have regard to: (a) (b) the nature of the duties of the position, and the abilities, qualifications, experience, standard of work performance and personal qualities of those persons that are relevant to the performance of those duties.

All selection decisions should be based on a systematic, careful and objective assessment of the merit of potential appointees on the best evidence available. It is essential that all employment decisions are made without patronage, favouritism or unlawful discrimination, and that all eligible
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members of the community have an opportunity to apply for employment on the basis of job related criteria. The public interest is best served by selection on merit, as this contributes to a public sector that performs efficiently and effectively and represents the community from which it is drawn. Fairness In the context of recruitment and selection, the process by which decisions are made should be objective, transparent and clear to those involved. Integrity Public health organisations are required to ensure that recruitment and selection processes and decisions are ethical. Recruitment and selection practices are to reflect the provisions and requirements of the Anti-Discrimination Act 1977, and must be carried out in accordance with any guidelines and professional codes of conduct that govern such practices and the behaviour of public health organisation employees performing official duties. The improper conduct of recruitment and selection may constitute corrupt conduct.iii The Independent Commission Against Corruption (ICAC) Act 1988 defines corrupt conduct as: ‘any conduct of any person that adversely affects, or that could adversely affect, either directly or indirectly, the honest and impartial exercise of official functions by any public official …’ Impartiality All stages of the recruitment process must be conducted impartially and objectively. Selection committee members must avoid real or apparent conflicts of interest by declaring a conflict of interest where one exists or could be perceived to exist. Conflicts of interest exist when it is likely that a selection committee member could be influenced, or could be perceived to be influenced, by a personal interest or relationship in carrying out their public duty. Conflicts of interest that lead to biased decisionmaking may constitute corrupt conduct. Selection methods should provide transparent and bias free decisions. Openness The factors influencing recruitment and selection decisions must be clear to those involved. The process by which decisions are made must be transparent. All decisions must be properly documented. While the selection process must be transparent, all selection documentation related to personal information about the applicants must be treated confidentially both by the selection committee and other staff involved in managing the recruitment process.
iii

Recruitment and selection: Navigating the best course of action, ICAC, March 2002.

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2.4.

Other definitions

Public health organisations For the purpose of this policy, the term refers collectively to all Area Health Services, statutory health corporations, affiliated health organisations and the Ambulance Service of NSW. This policy does not apply to the Department of Health, where Public Service provisions apply. Public health organisation For the purpose of this policy, the term refers individually to all Area Health Services, statutory health corporations, affiliated health organisations, and the Ambulance Service of NSW. Internal advertising For the purpose of NSW Health recruitment and selection, internal advertising refers to vacant positions being advertised within a public health organisation, and open to employees of that public health organisation only.

External advertising For the purpose of NSW Health recruitment and selection, external advertising refers to vacant positions being advertised throughout NSW Health as a minimum. Such positions may also be advertised in the public sector or more widely (see section on Advertising). 2.5.

Accountabilities

NSW Department of Health is responsible for setting policy direction for the NSW public health system that complies with NSW Government policy. Chief Executives are accountable for ensuring that workforce strategies that focus on recruitment and selection of appropriately qualified staff are developed in their public health organisation, and that workforce trends relating to recruitment and retention are monitored. Human Resource Managers are accountable for ensuring that the recruitment and selection practices of their public health organisation are based on merit, and for reviewing or developing procedure guidelines. They are also responsible for managing the job evaluation system and processes for the public health organisation; auditing the selection criteria; ensuring that, where appropriate, any injured/displaced staff are considered for redeployment to a vacant position prior to advertising; providing training for managers and staff involved in recruitment and selection; monitoring the incidences of grievances and appeals and the outcomes; integrating workforce planning with funding, planning and other strategies; and managing exit interviews.

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Managers are accountable for ensuring that, where applicable, a job evaluation has been carried out prior to advertising recommending the level and remuneration for the position; a current position description and job demand checklist (where applicable) exist for the position (Refer to attachment 2. Model of Job Demand Checklist); redeployment options have been explored; a selection panel is convened by a person trained in the public health organisation recruitment and selection techniques; and, the successful applicant is orientated to the position upon entry to duty. Selection committees are accountable for ensuring that all their selection decisions are made on the basis of merit, and must keep proper documentation to support those decisions.

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3. BETTER PRACTICE FOR RECRUITMENT AND SELECTION
3.1. Overview
Information in this section provides practical guidance on how to ensure compliance with the NSW Health policy and principles as outlined in section 2. However, it is acknowledged that public health organisations may have specific local needs and obligations as service providers, and that each recruitment situation is different. Where public health organisations follow alternative recruitment and selection processes to those outlined in this document, they will need to be able to demonstrate that these reflect the policy and principles outlined in section 2. Refer to Attachment 1. Recruitment and selection process model

3.2.

Review of position description and selection criteria
Exit interview analysis

Each vacancy must have a current position description detailing at a minimum the duties, outcomes and responsibilities of the job, and the selection criteria against which the relative merits of the applicants will be assessed. An exit interview with the previous occupant may provide a starting point for the review of the position description and selection criteria. Careful analysis of exit interviews can contribute to better job design, improve the recruitment process, and help retain staff by identifying weaknesses in recruitment/work/management practices and procedures. Managed well, exit interviews help an organisation to be, and to be seen to be, a good employer. Exit interviews should be managed by the public health organisation’s Director of Human Resources, or another senior executive. Participation in an exit interview is voluntary, and interviews remain strictly confidential, should the employee so wish.

3.2.1

3.2.2

Physical/psychological requirements

If the position has specific physical or psychological requirements, these must be stated as selection criteria in the position description with reference to the specific outcome required (refer to PD2005_186, Employment Health Assessment Policy and Guidelines for further information). After the requirements have been analysed, job related assessments/ability tests may be necessary as part of the selection process to confirm that the applicant meets the requirements of the position (refer to 3.9. Information gathering, and attachment 2. Model job demand checklist).

3.2.3

Formal qualifications

Where legislation or an industrial award or instrument requires formal qualifications for appointment to a position, these requirements are to be included in the advertisement and used as one of the selection criteria. However, when advertising positions that do not have such legislative or industrial requirements, selection criteria are to be based on skills, knowledge and competencies. While there may be cases where the possession of qualifications

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relating to a particular discipline may enhance the capability of the person undertaking the duties, requiring this qualification for appointment may reduce the pool of applicants inappropriately, and restrict access to those staff who can acquire the relevant knowledge in another manner. In these circumstances, to ensure fairness and equity in the recruitment process, job advertisements should not inappropriately exclude such persons from applying for positions, and should include the following: ‘A degree in a relevant field, or equivalent work experience or a combination of study and work experience’. In particular, public health organisations are to review vacant positions requiring specific clinical or other qualifications. Nursing qualifications will continue to be required for the following categories of positions: Direct patient care; Certain clinical advisory Consultants; and positions such as Clinical Nurse

Line management positions such as Hospital and Area Directors of Nursing. However, nursing qualifications are not, in the future, to be specified for positions that are primarily responsible for supply/procurement or clinical information systems, or other positions which could be undertaken by a wider pool of applicants. Public health organisations intending to specify a qualification relating to specific discipline that is not required by an industrial award/instrument, or by law, require prior approval of the Health Administration Corporation.

3.3.

Job evaluation

Where relevant to the Award structure, positions are to be evaluated using job evaluation methodology to determine the relative worth of each position. Prior to advertising a vacant position, redeployment of existing staff must be explored as follows: In accordance with workers compensation legislation, where occupational illness or injury prevent an employee from returning to the duties of his/her existing position, every effort must be made to place the employee into another more suitable position of similar grading, classification and remuneration. Due to these overriding legislative responsibilities, the employer must fully explore the possibility of placing such an employee to a vacant position, either temporarily or permanently, prior to opening the position to competitive recruitment. In such instances, prior consultation regarding suitable duties and employment arrangements should take place with the employee, the public health organisation’s Return-to-Work Coordinator, the employee’s usual and proposed supervisor, the nominated treating

3.4.
3.4.1

Redeployment
Staff returning to work after long-term illness/injury

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doctor, the relevant union and the accredited rehabilitation provider, as appropriate, to ensure that: • the injured employee meets the essential criteria, or can demonstrate the capacity to meet the criteria within an agreed period and, if necessary, supported by appropriate training; and the position is consistent with medical opinion regarding suitable duties for the employee, and with the requirements of the employee’s injury management plan.

(Refer to PD2005_328, NSW Health Policy and Procedures for Injury Management and Return-to-Work for further information on the management of injured employees.) 3.4.2 Displaced/excess employees In accordance with NSW Government and NSW Health policy, public health organisations must take all reasonable steps to assist displaced/ excess employees to be redeployed to meaningful employment in substantive positions as soon as possible. Accordingly, public health organisations must explore redeployment of any displaced/excess staff from either within the organisation, or, where appropriate, elsewhere in the public health system or the public sector, prior to advertising a vacancy. The displaced/excess employee must meet the selection criteria for the position, or demonstrate the capacity to meet the criteria within an agreed period, and, if necessary, supported by appropriate training. In the latter case, the public health organisation may wish to consider an initial trial placement of the displaced/excess employee for a period of up to three months. (Refer to PD2005_517, Managing Displaced Employees for further information on redeployment and priority of employment.)

3.5.

Other appointments without advertising

It is NSW Health policy that all recruitment and selection actions emphasise NSW Health’s commitment to the application of merit and equity principles. Opening vacant positions to competitive recruitment is a way of demonstrating such a commitment. However, it is recognised that, following consideration of redeployment of injured and/or displaced staff, there are certain other circumstances where the capacity to appoint without advertising (or readvertising) is required.

3.5.1

Appointment without advertising - temporary positions over 13 weeks

Most Awards within NSW Health contain provision for the appointment of temporary staff and circumstances where such appointments can be made without advertising. In such circumstances the elements of these industrial instruments should be adhered to. For temporary appointments of staff within the NSW public sector the provisions outlined in sections 86 and 88 of the Public Sector Employment and Management Act 2002 apply. For all other temporary employment situations the Chief Executive or delegate has the authority to approve a temporary staff appointment without advertising in the following circumstances:

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There are no displaced employees, either in NSW Health or the NSW public sector suitable for trial placement or development opportunities, and The appointment is limited to no longer that 12 months on the condition that should the position be required beyond 12 months appropriate recruitment action would be commenced during that period (note: a shorter temporary appointment, for example two months, should be considered if the position is being advertised so as not to give one person an unfair advantage in the selection process), and The position needs to be immediately filled to ensure that services are provided, and It can be demonstrated that the action is necessary taking into account the overriding responsibility of the Chief Executive to act in the public interest, and It can be demonstrated that funds are used efficiently and in compliance with relevant award conditions. 3.5.2 Appointment without readvertising – permanent positions Section 116 of the Health Service Act 1997 contains provisions for the permanent transfer of NSW Health staff without advertising, on the grounds of redundancy. Section 87 of the Public Service Employment and Management Act 2002 contains provisions for employer sponsored permanent transfers, without advertising, for staff working in the NSW public sector. This section applies to public health organisations. In addition, the Chief Executive or delegate has the authority to approve a permanent staff appointment without re-advertising (where the proposed incumbent is external to the public sector) in the following circumstances: The position was advertised as a permanent position in the preceding six months with no suitable applicant being identified, and It is reasonable to assume that the market has not changed substantially since advertising occurred (eg anticipated major restructure/increase in displaced employees, new industry, new housing development or end of academic year), and The job criteria used while the position was previously advertised for permanent filling have been reviewed to ensure that they continue to reflect the position accurately and in accordance with Section 3.2. of this document, and

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There is no suitable eligibility list, and There are no current suitable displaced staff available in NSW Health or the NSW public sector, and The position is one where there is an occupational shortage either across the state or within the geographic area covered by the public health organisation, and A panel is convened to assess the potential employee against the criteria for the position (including referee and criminal record checks) and establish their merit for the position, and It is in the public interest to have the position permanently filled.

3.6.

Advertising

In all other instances, a vacancy is to be advertised as widely and as cost effectively as practicable having regard to the level of the position and the likelihood of attracting high quality applicants. While lower grade positions may attract a sufficient pool of suitable applicants within the public health organisation, it may be necessary to advertise higher grade positions more widely. As a general rule, positions with a salary equivalent to or higher than Health Service Manager Level 4, at a minimum, are to be advertised externally if the position is to be filled permanently, or if the position is to be filled temporarily for 12 months or more.

3.6.1

Electronic advertising

Vacant positions have traditionally been advertised in the print media at substantial cost. Public health organisations are encouraged to develop Internet and other electronic media options for the purpose of advertising vacancies. They should still ensure that a brief reference to vacant positions appears in the print media referring potential applicants to sources of additional information. Public health organisations are to ensure that those without access to electronic media are not disadvantaged. Public health organisations must place all external advertisements onto HealthJobs, the NSW job vacancy database.

3.6.2

Rolling advertisements

Public health organisations may use ongoing or rolling advertisements for positions in high demand, such as registered nurses and medical officers. Rolling advertisements will allow for the speedy consideration of applications (eg walk-in applications) in situations where positions need to be urgently filled, while complying with the principles of merit and equity. To attract a broad range of suitable candidates sufficient information is to be made available to accurately describe the position and its selection criteria. Information must also be included about any checks, pre-employment screening or tests that form part of the selection process.

3.6.3

Information to be made available to applicants

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The information is normally made available through an applicant’s information package that should placed on the Department’s HealthJobs website, and, as required, sent to applicants either electronically or as hard copy. Such information must include: position title classification grade and remuneration applicable award and/or employment conditions location (ie. hospital and department) duties of the position and selection criteria, including a reference to Equal Employment Opportunity, Occupational Health and Safety, Ethical Practices, and Ethnic Affairs Policies; notice of temporary appointment and part-time or job-share possibilities, if applicable, a statement about criminal record checks and any pre-employment screening that forms part of the selection process, an enquiries contact, an address for forwarding applications and a closing date. To ensure that the person eventually appointed to the position will have the required qualifications or skills for the job, all applicants should also be informed that they will be required to provide suitable proof of their tertiary qualifications prior to appointment, what form of proof of tertiary qualification is acceptable and what should be supplied with the application, qualification claims made by the applicant may be verified with the issuing institution, and falsely claiming qualifications can lead to dismissal and/or prosecution for any relevant offence. (See also section 3.12, Verification of identity, tertiary qualifications, registration, and other information.) In line with the above, it is recommended that as part of their application, applicants are also to sign, date and submit a document that captures the following: Name of position applied for and position / vacancy number Relevant personal details (title, name, address) Relevant qualification details (including name of qualification, the year the qualification was awarded and institution from which it was obtained), and

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A statement that certifies the above details are correct including that the qualifications are genuine; acknowledges that the applicant understands that making a false claim can lead to dismissal and/or prosecution for any relevant offence and gives permission for the public health organisation or its representative to verify the qualifications with the issuing institution. Public health organisations may also wish to provide additional information on the position, the organisation or its location.

3.7.

Eligibility lists

An eligibility list may be established when a competitive selection process has been held for an advertised vacant position. An eligibility list is a list of applicants who are eligible for appointment to the position, ranked in order of merit, as determined by the Chief Executive. Such a list may apply not only to the position for which it was created, but also for other vacant positions subject to the following: the position descriptions, including selection criteria for the position, are substantially the same, and it is considered that the quality of the applicant pool would not vary significantly during the period, and the original advertisement specifies the period of time (not exceeding 6 months, or 12 months for base grade/entry level positions) for which applications will remain current. Chief Executives do not have to use an eligibility list if, in the circumstances, it seems fairer or more appropriate to conduct a fresh selection process or take other administrative action. If a vacancy is filled from an eligibility list, applicants who would have a right of appeal should be advised.

3.7.1

Recurrent vacancies

For the efficient management of the public health organisation, the Chief Executive or delegate may also determine that a particular class of positions experiencing recurring vacancies may use eligibility lists, subject to the above considerations. In exceptional circumstances and/or where extensive advertising has not attracted suitably qualified applicants, the use of recruitment consultants may be considered. In such cases, there should be demonstrable benefits for the organisation that outweigh the cost of recruitment. For example, consultants may be justifiable for some positions that are critical to the agency, or require specialised or scarce knowledge or skills. Where Chief Executives consider the engagement of a recruitment consultant necessary, the approval of the Department must be sought. Information regarding the reasons for the engagement of a recruitment consultant should be forwarded to the Director, Employee Relations, Legal and Legislation for consideration. Chief Executives are responsible for ensuring that the person with the greatest merit is chosen for the position, regardless of the means of

3.8.

Use of recruitment consultants

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recruitment.

3.9.

Convening a selection committee

To ensure that the selection process is fair and impartial, a selection committee is to be convened. The composition of the committee will depend on the circumstances of the position. The guiding principle is that the selection process must be fair and impartial. Generally selection committees should have 3 members, with a minimum of 2 people for entry-level positions. It may be appropriate to add a further member to the committee in some circumstances: for example, if one of the applicants is known to be a close relative of one of the committee members, an additional committee member would act as a safety mechanism against (real or perceived) conflict of interest. As a general rule, each committee should include a male and a female member. If the nature of the job, or the background of applicants, requires an understanding or particular communities or EEO groups, the selection committee should, where possible, include people from such groups. Selection committees making selection decisions about designated positions requiring the occupant to be an Aboriginal person or a Torres Strait Islander, or to liaise with the Aboriginal or Torres Strait Island community, must include an Aboriginal person or a Torres Strait Islander. One committee member must be independent, that is, a member who is not a current employee of the public health organisation with the vacancy, and preferably not a former employee. Public health organisations must make every effort to identify an independent representative with an understanding of the position requirements from another public health organisation, or public sector agency, or from outside the public sector. However, in unusual circumstances, where public health organisations have been unable to identify a suitable independent committee member external to the organisation, then, at a minimum, that committee member must be independent of the facility or the reporting structure within which the position is advertised, and must be perceived as truly independent by applicants. Notwithstanding the above, where the advertised position has a salary equivalent to or higher than the minimum for Health Service Manager Level 4, the independent committee member must be external to the public health organisation. At least one member of the committee should be thoroughly familiar with the vacant position, its duties, its environment, and the knowledge, skills and capabilities required of the successful candidate. As a minimum, the convenor of the committee must be trained in the public health organisation recruitment and selection processes. It is recommended that, as far as practical, all selection committee members be appropriately trained.

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3.10. Culling

Cullingiv is to be undertaken in a systematic, fair and consistent manner by making an assessment of the available information against the selection criteria. All selection committee members should participate in the culling process.

3.11. Information gathering

Only information that is directly relevant to the applicant’s suitability for appointment should be collected. All aspects of information gathering, including all selection techniques used are to be undertaken in a systematic, fair and consistent manner by making an assessment against the selection criteria. All personal information collected during the selection process must be treated as confidential. All information that is relevant to the selection process should be fully recorded.

3.11.1 Selection techniques

The selection recommendations are to rely on information from a valid selection strategy, which may involve more than one selection technique. Such strategies may include structured interviews, work samples, work tests, evidence of competencies, group exercises and role plays, structured referee checks and assessment centres. (Refer to Attachment 3. Table of Comparison of Selection Methods, Saville and Holdworth (Aust.) If the public health organisation decides to include psychological testing as part of the selection strategy, then procedures must be developed to guide the process. The public health organisation procedures must comply with the Guidelines for use of Psychological Testsv published by the Australian Psychological Society. Pre-employment screening of applicants for security-related positions is NSW Health policy (refer to PD2005_326, Pre-employment Screening of Security Staff for further information). If there is a specific physical or other requirement essential to achieving the outcomes of the position (Refer Attachment 2. Model Job Demand Checklist), it is appropriate to assess applicants against this requirement, though health assessments must comply with the requirements outlined in PD2005_186, Employment Health Assessment Policy and Guidelines. It is not appropriate to check general health or exclude applicants on the basis of illness or disability that is not relevant to the demands of the particular job.

3.11.2 Psychological/physical assessments

3.11.3 Advice to be provided to applicants re the selection process
iv

Applicants should be advised of the names of the selection committee members, the interview format and any special aspect (eg tests) of the selection process prior to the interview. Consideration should also be

Culling is a process of short-listing used to determine the applicant’s progress to the next stage of the selection process, usually the interview. Culling is undertaken by the Selection Committee and results in the assessment of each application relative to the position requirements and the selection criteria. A common understanding by the committee members of the standard required of applicants is essential. There are many processes that can assist with culling including attaching a rating or score to each selection criteria. Guidelines can be accessed at www.aps.psychsociety.com.au under the section on ethics

v

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given to applicants requiring special assistance to participate in the selection process, eg wheelchair access to interview room, or signing for hearing impaired applicants. 3.12.

Verification of identity, tertiary qualifications, registration, and other information

It is in the best interest of public health organisations to make every effort prior to appointment and preferably at interview to ensure, as far as possible, that the relevant information claimed by the preferred applicant is authentic. Selection committees are to make all reasonable efforts to verify the claims of the preferred applicant or applicants in relation to achievements, qualifications, employment history and other significant matters. Proof of identify should to be sighted by the convenor or the recruitment consultant at the time of the interview. If qualifications are issued under a different name, evidence of the name change must be provided. (Refer Attachment 4 Model of Proof of Identity – Vetting of Applicants). Where job applicants declare professional, academic or vocational education and training (VET) qualifications (which include technical or trade qualifications) as part of their claim to a position to meet a criterion for the position, the public health organisation should verify these qualifications prior to appointment, preferably at the time of the interview. If the professional, academic or VET qualification is a significant determinant in the decision to appoint (for example, differentiating short listed applicants), those qualifications should also be verified prior to appointment. When verifying attainment of professional, academic or VET qualifications, the representative of the public health organisation (convenor of the selection panel or, if applicable, the recruitment consultant engaged by the employer), should sight original certificates. If the original certificates are not available, the representative should sight certified (by the educational institution) academic transcripts as long as the transcript includes a statement that the requirements of the course have been met. If neither of the above is available, and the qualification is one that is covered by a NSW health professional statutory board or other authority responsible for the issuing of relevant licence, the public health organisation representative should request that the applicant provide the appropriate health professional statutory board or other relevant licensing authority evidence to confirm the applicant is currently registered. If the public health organisation representative is in doubt about the authenticity of the applicant’s claims and supporting evidence or is unable to sight original certificates or transcripts, or the applicant is not covered by a NSW health professional statutory board or other relevant licensing authority, the representative should verify academic, professional or VET qualifications with the issuing institution.

3.12.1 Proof of identity

3.12.2 Verification of tertiary qualifications

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It should be noted that NSW health professional statutory boards have varying procedures regarding verification of qualifications and some are more stringent than others. Attachment 6 (Health Professionals Registration Boards) lists information about some health professional registration boards. Further information about qualification levels can be obtained from the Australian Qualifications Framework www.aqf.edu.au. Registered Training Organisations are organisations registered by state education departments to deliver nationally recognised qualifications in the VET sector ie Certificates I – IV, Diploma and Advanced Diploma. Further information can be obtained from www.ntis.gov.au 3.12.3 Allied health professions A number of allied health professions are not represented by NSW health professional statutory boards, for example, social work, speech pathology, orthoptics, dietetics and occupational therapy. For these professions, it is prudent that selection criteria include the requirement that the allied health professional be eligible for membership at the appropriate level (eg full, associate etc) of the relevant state or national professional association. The status of the applicant’s eligibility for membership should be checked directly with the relevant state or national professional association. A list of allied health professional associations is at attachment 5. For allied health professions that are not represented by a NSW health professional statutory board, it is recommended that in addition to the requirements under “Verification of Tertiary Qualifications”, the convenor of the committee ascertain with the relevant state or national professional association, prior to appointment, whether it is aware of any outstanding matters relating to the applicant’s eligibility for professional membership. The relevant state or national professional association can also advise whether interstate qualifications meet the relevant NSW curriculum guidelines. 3.12.4 Overseas qualifications Overseas qualifications should be confirmed prior to appointment, and preferably at interview. Overseas qualifications should be checked with the relevant NSW health professional statutory board or a NSW or national professional association that has processes in place to check overseas qualifications. These bodies have a range of procedures for checking qualifications, some more stringent than others. For overseas qualifications not covered by NSW health professional statutory board or a NSW or national professional association, or where the public health organisation wants to implement a more stringent process for checking overseas qualifications, public health organisations should request the applicant to provide the original certificate or transcript appropriately translated into English by an officially accepted State translation body and certified as such.

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Where this is not possible, the applicant should be requested to provide the original certificate or transcript appropriately translated into English by an officially accepted Commonwealth translation body and certified as such. Where this is not possible, the applicant should be requested to provide a photocopy of an original academic certificate or academic transcript if the certificate is not available, signed and dated by persons approved to provide statutory declarations witnessed overseas. The NSW Community Relations Commission (www.crc.nsw.gov.au) and the Commonwealth Department of Immigration and Multicultural and Indigenous Affairs (www.immi.gov.au) are both officially accepted translation bodies. These organisations also scrutinise the veracity of the documents to be translated, unlike many private translation services. Persons approved to provide statutory declarations witnessed overseas are: Notaries public (officials, usually solicitors, authorised to certify contracts and other such official documents) or A person appointed to hold, or act in, the office in a country or place outside Australia in an Australian Embassy, High Commission, Legation or other post as: o o o o o Australian Consul-General, Consul or Vice-Consul; Australian Trade Commissioner or Consular General; Australian Ambassador or High Commissioner; Australian Minister, Head of Mission, Commissioner, Charge d’Affaires or Counsellor; or Australian Secretary or Attaché.

It is also recommended that the public health organisation use additional means to test the competency of the applicant prior to appointment if there is any doubt about the authenticity of the overseas qualification. 3.12.5 Professional registration In addition to having appropriate qualifications, current registration with the appropriate health professional statutory board is also required to confer authority to practice in some professions. The registering authority issues each health professional an authority to practice each year. Prior to appointment and preferably at the time of the interview, public health organisation representatives must verify that the applicant is currently registered.

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The public health organisation representative should sight the current registration card issued by the health professional statutory board. If the appropriate statutory board does not issue a registration card or it is not provided by the applicant, the public health organisation representative should undertake other communication with the health professional statutory board as necessary to confirm currency of registration. In NSW, health professional statutory boards cover professions such as podiatry, dental technicians, chiropractic, osteopathy, optometry, nursing, physiotherapy, psychologists, optical dispensers, dentistry, pharmacy and medical practitioners. Further information about some of the health professional statutory boards in listed in Attachment 6 (Health Professionals Registration Boards). The New South Wales Medical Board (www.nswmb.org.au) is required to give notice of orders made or conditions imposed on a medical practitioner to the practitioner's employer. The Board sends a letter to the Chief Executive (CEO) of the public health organisation to notify the employer of the suspension or deregistration of NSW registered medical practitioners arising from, for example, orders from the Medical Tribunal of NSW or the Professional Standards Committee, or to notify the employer of any other actions that affect the status of the medical practitioner’s registration. These provisions extend to any place (including private) where a doctor is accredited. The Australian Medical Council is responsible for verifying documentation for specialists. Further information is available from the Australian Medical Council’s website www.amc.org.au/aondocs.asp 3.12.6 Record keeping and random checks An auditable record of any verification of qualifications and registration of successful applicants should be kept. This would include a signed and dated statement by the convenor on copies of the relevant documents or any other communications undertaken to verify the claims made for professional, academic or VET qualifications and currency of registration if applicable. In the case of recruitment consultants, they should be obliged under their terms of engagement to provide the public health organisation with written evidence that the required checks have been completed. Copies of documentation verifying professional, academic or VET qualifications, and registration should be kept on the recruitment file as well as the successful candidate’s personnel file. It is also recommended that random checks on qualifications be conducted in other cases, for example, where the qualifications are claimed but are not central to the requirements of the position.

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3.12.7 Credentialing committees

Requirements for Credentialing Committees regarding selection of clinical privileges for specified medical staff are outlined in Guidelines for the Delineation of Clinical Privileges of Medical Staff (PD2005_497). Further information about credentialing is available from the Australian Council for Safety and Quality in Healthcare (www.ccpproject.com.au). Referee checks are to be used in arriving at the selection recommendation and must be undertaken, at least, in relation to the preferred applicant or applicants. They should be obtained from referees with first hand knowledge of the applicant’s performance relevant to the selection criteria, preferably supervisors/managers. The applicant’s current supervisor must not be contacted without the applicant’s consent.

3.12.8 Referee checks

3.13.

Selection recommendation

The selection recommendation is to be based on the integration of information gathered and verified throughout the selection process. Unless no applicant is considered capable of meeting the requirements of the job, the selection committee is to recommend the most meritorious applicant, based on a comparative assessment of the applicants’ abilities, skills, knowledge, qualifications and potential against the selection criteria. The selection recommendations must be documented in a manner that clearly explains the decision making process and be in a form that allows it to be reviewed. The selection recommendation should not merely state a score or rating of the highest ranked applicant. If a selection committee is unable to reach a unanimous decision, the committee member in disagreement should prepare a minority report detailing areas of disagreement and provide an alternative recommendation. The minority report should be submitted to the Chief Executive or delegate along with the committee’s final report.

3.14. Selection decision

The Chief Executive, or delegate, makes the final decision on appointment based on the selection committee’s report and recommendation. If the selection decision by the Chief Executive or delegate overturns the selection recommendation, then it must be documented in a manner that clearly explains the decision making process, and be in a form which allows it to be reviewed and/or defended if an appeal is lodged. Unfavourable treatment based on age, sex, pregnancy, disability, race, colour, ethnic or ethno-religious background, descent or nationality, marital status, carer’s responsibilities, homosexuality or transgender identity may constitute discrimination under the Anti-Discrimination Act 1977 (NSW). In addition, employment, promotion or transfer cannot be refused on the basis of the prospective employee being closely related to or having a close personal relationship with another employee. (Refer to PD2005_201, The management of employment, promotion and transfer where employees are closely related or have a close personal relationship for further information.)

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3.15. Post selection
3.15.1 Criminal record checks

A Criminal Record Check is to be conducted for the selected applicant prior to an offer of employment being made. For details of the process and any following action, refer to PD2005_109, Procedures for Recruitment and Employment of Staff and Other Persons - Vetting and Management of Allegations and Improper Conduct, and PD2005_177, Policy and Procedure for Employment Screening of Staff and Other Persons In Child Related Areas. Prior to appointment, if not required earlier, the recommended applicant must be given an opportunity to declare any health condition that may require the public health organisation to make reasonable adjustment. (Refer to Attachment 7. Model Health Declaration Form). Letters of offer, letters of appointment or other contractual documentation are to detail the start date and terms and conditions of the position (eg reference to relevant Awards, commencing salary, employment status, etc). If any specific conditions apply to the appointment (eg a probationary period), these should also be stated. In relation to qualifications for the position, the letter should: Include a provision that permits an employer to terminate the employment of an applicant who falsely claims qualifications or provides false identification documentation, Advise that random checks may be made with educational institutions, and Require appropriate proof of tertiary qualifications (as outlined in “Verification of Tertiary Qualifications”) as a condition of appointment if sighting of that proof has not been possible at interview (for example telephone interview). Where public health organisations select an overseas trained doctor into a declared Area of Need position, and where the doctor is not a permanent resident of Australia, he/she must obtain a Medical Practitioner working visa prior to commencing employment. Sponsorship by an Australian organisation is a requirement for the Medical Practitioner visa. For further information on the Area of Need program and related visa requirements, refer to the Department’s Area of Need website at http://www.health.nsw.gov.au/othp/ and the Department of Immigration website at http://www.immi.gov.au/allforms/tmp/index.htm.

3.15.2 Declarations of health conditions

3.15.3 Letters of appointment

3.15.4 Sponsoring overseas medical practitioners for employment in Australia

3.15.5 Advice and feedback to applicants

All applicants are to be advised of the outcome of their application in a timely manner. Post-selection feedback is to be provided to unsuccessful applicants upon request. Effective feedback can reduce the number of unnecessary appeals by informing applicants of the reasons for the selection decision.

3.15.6 Publication of permanent appointments 3.15.7 Orientation

All permanent appointments are to be published within the public health organisation in accordance with the Government and Related Employees Appeal Tribunal Act 1980. Orientation should be provided to all new employees upon entry on duty (refer to PD2005_187, Orientation Policy for NSW Health, for further
26

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information). 3.15.8 Retention of records In accordance with the General Disposal Authority (GDA12) – Personnel Records issued by the State Records Authority of NSW, vacancy/recruitment files are to be retained for 2 years after recruitment has been finalised. However, unsuccessful applications may be destroyed after 12 months, provided that all eligibility lists relevant to the position have expired, and that all appeal processes regarding the position have been completed. If, after exhausting all internal grievance and complaint mechanisms, an eligible unsuccessful applicant remains aggrieved, the following avenues are available for redress/assistance: NSW Anti Discrimination Board Human Rights and Equal Opportunity Commission [Federal] Industrial Relations Commission of NSW NSW Independent Commission Against Corruption (ICAC) NSW Office of Employment Equity and Diversity (OEED) - formerly NSW Office of the Director of Equal Employment Opportunity in Public Sector Employment (ODEOPE) NSW Ombudsman’s Office Government and Related Employees Appeal Tribunal (GREAT)vi In addition, employees are entitled to seek assistance on grievance and complaint issues from their unions and professional associations at any time.

3.16.

Appeals process

The appeals process under GREAT is designed to provide an independent mechanism of accountability. GREAT conducts an independent inquiry into selection and promotion decisions. Under The Government and Related Employees Appeal Tribunal Act 1980, public health organisation employees in receipt of remuneration up to the equivalent of the maximum for clerk grade 12 under the Crown Employees (Administrative and Clerical Officers - Salaries) Award (currently $94,165pa) may appeal on the grounds that they believe they are more entitled to the vacant position. The appeal is decided in relation to the selection criteria for the position. Public health organisation employees may only appeal against recruitment and promotional decisions within their own Public health organisation. The decision of GREAT is final, subject only to a right of appeal to the Supreme Court on questions relating to points of law.

vi

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4. CHECKLIST FOR IMPLEMENTING BETTER PRACTICE FOR RECRUITMENT AND SELECTION
This Checklist is provided to assist public health organisations develop or review existing procedures:

4.1.

Procedures
Yes No

Does your public health organisation have recruitment and selection procedure guidelines?

Were stakeholders involved in the development of the procedures?

Do the procedure guidelines • clearly support merit-based selection and the principles of equity? • support non-discriminatory and ethical recruitment practices? • (if relevant) articulate public health organisation processes for the use of psychological/physical testing/assessment as a selection tool?

Are procedures and processes “user-friendly”?

Are staff and managers aware of the policy and procedures for recruitment and selection?

Is training in recruitment and selection processes mandatory for managers/supervisors?

Are consistent recruitment and selection practices in place across the public health organisation?

Does the public health organisation have an Aboriginal Employment Strategy that has specific recruitment and selection strategies that are integrated into the organisation’s recruitment and selection procedures?

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4.2.

Review of position description and selection criteria
Yes No

Do all positions have a current position description approved by the Manager, Human Resources?

Are all position descriptions in the public health organisation produced in a standard format and include in the selection criteria the skills, knowledge, abilities, behaviour, attitude and expectations required to perform the job?

Does the public health organisation conduct exit interviews and use the information when reviewing position descriptions and selection criteria?

Does a job demands checklist exist for appropriate positions to identify potential risk areas associated with the job? (refer to attachment 2.)

Are formal qualifications included in selection criteria only where they are required by an industrial award/legislation?

4.3.

Job evaluation
Yes No

Does the public health organisation have a methodology for analysis and evaluation of positions?

4.4.

Redeployment
Yes No

Are redeployment options explored for each vacancy in relation to staff who are unable to return to the duties of their existing position after long-term illness or injury?

Are redeployment options explored for each vacancy in accordance with the Department of Health policy on managing displaced employees prior to the positions being advertised?
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4.5.

Advertising
Yes No

Does the public health organisation have an advertising strategy that includes monitoring and evaluation of costs?

Is there a coordinated and standardised approach to advertising within the public health organisation?

Does the public health organisation optimise access to advertised positions through the use of Internet/Intranet and other electronic facilities as well as the print media?

Are all external advertisements placed on HealthJobs, the NSW job vacancy database?

Do public health organisation advertising and information packages contain information relating to criminal record checks (particularly in relation to vacancies for child related positions), any pre-employment screening used as part of the selection process, and requirements in relation to proof of relevant tertiary qualifications?

4.6.

Eligibility lists
Yes No

Where the public health organisation uses eligibility lists, are these limited to a maximum of 6 months, or 12 months for base grade/entry level positions?

4.7.

Use of recruitment consultants
Yes No

Does the public health organisation seek approval from the Department of Health prior to engaging the services of a recruitment consultant?

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Are the principles of merit and equity applied to recruitment through a consultant?

4.8.

Convening a selection committee
Yes No

Do all selection committees include an external independent person?

Are all convenors trained in the public health organisation recruitment and selection processes?

When recruiting for designated Aboriginal positions does the public health organisation have an Aboriginal person on the selection committee?

4.9.

Culling
Yes No

Do all members of the selection committee participate in the culling process?

4.10. Information gathering
Yes No

Is all information gathering, including referee checks, conducted in relation to only the selection criteria and the applicant’s appropriateness to perform the position?

Do all members of the selection committee have input to interview and question design?

Are applicants advised of the members of the Selection Committee, interview format and any special aspect of the selection process prior to the interview (eg tests, reading time for interview questions)?

4.11. Verification of identity, tertiary qualifications, registration, and other information

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Yes

No

Are applicants required to provide proof of identity, professional registration (if applicable) and tertiary qualifications (if applicable) at the time of the interview?

Does the public health organisation keep an auditable record of any verification of qualifications and registration of successful applicants on file?

Are referee checks undertaken, as a minimum, in relation to the preferred applicant)s)?

4.12. Selection recommendation
Do the recommendations contain a comparative analysis of each a applicant’s performance against selection criteria?

4.13. Selection decision
Do the documentation and processes relating to the selection stand up to scrutiny under appeal conditions?

4.14. Post selection
Does the convenor request a criminal record check and wait to receive a clearance prior to making an offer?

Is the successful candidate given an opportunity to declare any health conditions that may require adjustment by the public health organisation?

Are all applicants advised in a timely manner of the outcome of their application?

Are applicants advised that post-selection feedback is available?

Are all selection documents stored securely and committee members advised about confidentiality?

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Are new appointments published appropriately ie internally within the public health organisation?

Is orientation provided to all new appointees upon entry on duty?

Are all recruitment and selection records retained as required by State Records Authority of NSW?

Does the convenor sight proof of current professional registration (if applicable) and tertiary qualifications (if applicable) prior to appointment (if they are not available at interview)?

Are random checks made on qualifications where those qualifications are not central to the requirements of the position?

4.15. Appeals process
Is an internal grievance/appeals mechanism available for eligible unsuccessful applicants?

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ATTACHMENT 1 – Recruitment and selection process model
The main features of the recruitment and selection process are displayed below.
Existence of a vacancy or temporary vacancy

Selection Strategy

Review position description, including selection criteria

Culling

Decision by CE/delegate whether or not to fill the vacancy

Information Gathering > Interview

Determination of method of filling the vacancy

Information Verification

REDEPLOYMENT (internal or external redeployment)

Selection Recommendation

TRANSFER AT LEVEL

Selection Decision > Publication of Appointments

CLOSED MERIT SELECTION (displaced employees with priority of employment) Post-Selection Action

MERIT SELECTION PROCESS

ADVERTISING

GRIEVANCES/APPEALS RECRUITMENT PROCESS

Convene Selection Committee

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ATTACHMENT 2 – Model job demand checklist
The purpose of this form is to manage the risk associated with the position in relation to the occupant. It may be use to provide information about the position to a Health Professional required to perform a pre-employment medical assessment. Identification of possible risk can also assist with the development of a training plan for the occupant to ensure the risks are minimised. This form is to be completed by the manager/supervisor of the position being recruited to. TASKS PERFORMED: (eg Client Assessments, Administration, Client Treatment, Liaison, Patient Care) Position: Department: Facility:

FREQUENCY DEFINITIONS Occasional – Activity exists up to 1/3 of the time when performing the task Frequent – Activity exists between 1/3 and 2/3 of the time when performing the task. Constant – Activity exists more than 2/3 of the time when performing the task. Repetitive – Activity involves repetitive movements. Frequency O F C R N/ A

Demands Kneeling/Squatting Leg/Foot Movement Hand/Arm Movement Bending/Twisting Standing Driving Sitting Reaching Walking/Running

Climbing Working at heights

Lifting/Carrying

Description Physical Demands of Job Tasks Tasks involve flexion/bending at the knees and ankle, possibly at the waist in order to work at low levels Tasks involve use of the leg and or foot to operate machinery Tasks involve use of hands/arms – eg stacking, reaching, typing, mopping, sweeping, sorting, and inspecting. Tasks involve forward or backward bending or twisting at the waist. Tasks involve standing in an upright position without moving about Tasks involve operating any motor powered vehicle Tasks involve remaining in a seated position during task performance Tasks involve reaching overhead with arms raised above shoulder height or forward reaching with arms extended. Tasks involve walking or running on even surfaces Tasks involve walking on uneven surfaces Tasks involve walking up steep slopes Tasks involve walking down steep slopes Tasks involve walking whilst pushing/pulling objects Tasks involve climbing up or down stairs, ladders, scaffolding, platforms, trees Tasks involve making use of ladders, foot stools, scaffolding, etc. anything where the person stands on an object other than the ground. Tasks involve raising/lowering or moving objects from one level/position to another, usually holding an object within the hands/arms 1. Light lifting/carrying (0-9 Kg) 2. Moderate lifting/carrying (10-15 Kg) 3. Heavy lifting/carrying (16 Kg and above)

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Demands Restraining Pushing/Pulling Grasping Manual Dexterity

Sight

Hearing Smell Taste Touch

Dust Gases Fumes Liquids Hazardous Substances

Lighting Sunlight Temperature Confined Spaces Surfaces Housekeeping Heights Manual Handling Biological Products

Description Tasks involve restraining patients/clients/others Tasks involve pushing/pulling objects away from or towards the body. Also includes striking or jerking. Tasks involve gripping, holding, clasping with fingers or hands. Tasks involve fine finger movements – ie keyboard operation, writing. Sensory Demands of Job Tasks Tasks involve use of eyes (sight) an as integral part of task performance – ie looking at screen/keyboard in computer operation, working in dark environment, interpreting x-ray film, etc. Tasks involve working in a noisy area – eg boiler room, workshop and/or operation of noisy machinery/equipment Tasks involve the use of the smell senses as an integral part of the task performance – eg working with chemicals Tasks involve use of taste as an integral part of task performance Tasks involve use of touch as an integral part of task performance Psychosocial Demands Tasks involve interacting with distressed people Tasks involve interacting with people with mental illness/disability Exposure to Chemical Hazards Tasks involve working with dust – eg sawdust Tasks involve working with gases Tasks involve working with fumes – ie, which may cause problems to health if inhaled. Tasks involve working with liquids which may cause skin irritations if contact is made with skin – eg dermatitis Tasks involve handling hazardous substances including storage and or transporting. Working Environment Tasks involve working in lighting that is considered inadequate in relation to task performance – eg glare Exposure to sunlight Tasks involve working in temperature extremes – eg working in a cool room, working outdoors, boiler room Tasks involve working in confined spaces Accident Risk Tasks involve working on slippery or uneven surfaces Tasks involve working with obstacles within the area – bad housekeeping Tasks involve working at heights below knee level and/or above shoulder height. Tasks involve manual handling tasks Biological Hazards Tasks involve working with blood/blood products/body fluids

Frequency O F C R N/ A

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NOTE: Please make a statement summarising significant physical/other demands required to perform this job, eg. the job will involve frequent hand/arm movements and prolonged sitting.

Name: _____________________ Signature: ___________________ Date: _____________________

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ATTACHMENT 3 – Table of comparison of selection methods vii

Reliability + Low ++ Moderate +++ High

Structured Interview

Reference Checks

Academic Performance

Ability Tests

Personality Inventories

Work Sample Tests

Assessment Centre

Economical

++

+++

+++

+++

+++

+

+

Practical

++

++

+++

+++

+++

++

+

Acceptable

++

+++

+++

++

++

+++

+++

Validity

++

+

+

+++

++

+++

+++

Transferable

?

-

-

+++

++

+

?

Saville and Holdworth suggest that selection methods have varying degrees of effectiveness and reliability in terms of economy, practicability, acceptability and transferability. The analysis of reliability is outlined in the table above. In terms of economy, work sample tests and assessment centres are not the most economical. However, in terms of validity it appears that ability test, work sample tests and assessment centres provide the best results. All these factors are important ones in deciding which selection methods will be most efficient and effective whether they are used in isolation or in combination with a range of techniques. In order to provide for better prediction of future work performance of job applicants consideration should be given to the use of a broad range of selection methods and techniques and to determine merit in addition to interviews.
vii

Saville and Holdworth (Aust.)

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ATTACHMENT 4 – Model proof of identity – vetting of applicants
NSW Health has a duty of care to provide a safe environment for all employees, patients and clients. NSW Health is committed to preventing any form of abuse of patients and clients by staff and ensuring that all staff actively seeks to protect children and other vulnerable persons from abuse and harm. The purpose of seeking proof of identity is to protect employee and clients of the public health organisation from imposters that may pose a threat to this environment. The vetting for proof of identity is a critical part of ensuring the safety of patient/clients. The applicant is to provide the following documentation to support their true identity. NAME OF APPLICANT: Please indicate by ticking the appropriate box which documentation has been verified.
A passport (where possessed); OR where a person does not have a passport, photo proof of identity certified in the manner required for obtaining an A Australian passport will suffice Items as listed to value 100 points Isolated Aborigine/Torres Strait Islander (Aboriginal/Torres Strait Islander applicants must have at least one Aboriginal/Torres Strait Islander referee) Citizenship Certificate Birth Certificate License issued under law (eg driver license, professional license to practice) Public Service ID (photo) Social Security Card (photo) Tertiary Education ID (photo) Employment ID (photo) ID Card issued by employer (Name and Address) ID issued by employer (Name Only) Rates Notice Credit/Debit Cards, Pass Books one only per institution) Medicare Card Membership card: • Union or trade, professional bodies • Educational institution

100 points 100 points 70 points 40 points 40 points 40 points 40 points 40 points 40 points 40 points 35 points 35 points 35 points 25 points 25 points 25 points

N.B. THE POINT SCORE OF DOCUMENTS PRODUCED MUST TOTAL AT LEAST 100 POINTS. I, been sighted. Designation: Signature: Date: __________________ (PRINT NAME) verify that the above documents have

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ATTACHMENT 5 – Allied health professional association

Organisation

Australian Association of Social Workers Email: aaswnat@aasw.asn.au Web: www.aasw.asn.au PO Box 1169 Australian Institute of 32 Bedford Street Radiography COLLINGWOOD VIC 3066 Email: air@a-i-r.com.au Website: www.a-I-r.com.au Australian Physiotherapy Association Locked Bag 409 SILVERWATER BPC NSW 1811 Email: nsw.branch@physiotherapy.asn.au Website: www.physiotherapy.asn.au Australian Podiatry Association Suite 20 / 450 Elizabeth Street SURRY HILLS NSW 2010 Email: apoda@podiatry.asn.au Website: www.podiatry.asn.au Australian Psychological Association Level 11, 257 Collins Street MELBOURNE VIC Email: contactus@psychsociety.com.au Website: www.psychsociety.com.au Audiological Society of Australia Suite 6, 19-23 Hoddle Street RICHMOND VIC 3121 Email: info@audiology.asn.au Website: www.audiology.asn.au Dieticians Association of Australia (NSW) Unit 1, 8 Phipps Close DEAKIN ACT 2600 Email: nationaloffice@daa.asn.au Website: www.daa.asn.au Occupational Therapy Australia NSW Unit 20, 13 Avenue of the Americas NEWINGTON NSW 2127 Email: info@otnsw.com.au Website: www.otnsw.com.au

Address PO Box 4956 KINGSTON ACT 2604

Phone / Fax Ph: Fax: (02) 6273 0199 N/A

Ph: Fax:

(03) 9419 3336 (03) 9416 0783

Ph: Fax:

(02) 9748 1505 (02) 9647 2244

Ph: Fax:

(02) 9698 3751 (02) 9698 7116

Ph Fax: Ph: Fax:

(03) 8662 3300 (03) 9063 6177 (03) 9416 4606 (03) 9416 4607

Toll free:1800 333 497

Ph: Fax:

(02) 6282 9555 (02) 6282 9888

Ph: Fax:

(02) 9648 3225 (02) 9737 0023

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Orthoptic Association of Australia

PO Box 1175 HAMPTON NORTH VIC 3188 Email: admin@orthoptics.org.au Website: www.orthoptics.org.au

Ph: Fax:

(03) 9521 9844 (03) 9597 0990

Society of Hospital Pharmacists of Australia

Suite 3, 27-33 Raglan Street SOUTH MELBOURNE VIC 3205 Email: shpa@shpa.org.au Website: www.shpa.org.au 2nd floor, 11-19 Bank Place MELBOURNE VIC 3000 Email: office@speechpathologyaustralia.org.au NSW Branch Email: sppathnsw@email.cs.nsw.gov.au Website: www.speechpathologyaustralia.org.au

Ph: Fax:

(03) 9690 6733 (03) 9696 7634

Speech Pathology Australia

Ph:

(03) 9642 4899 (02) 9743 0013

Ph (NSW Branch): Fax: (03) 9642 4922

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ATTACHMENT 6 – Health professionals registration boards

The Health Professional Registration Boards as a Branch of one of the Department's divisions provides administrative support for the registration of a number of health professional groups. The postal address for the following nine statutory Boards is: Level 2 28 – 36 Foveaux Street Surry Hills NSW 2010 or PO Box K599 Haymarket NSW 1238

The information below is provided as a guide and it is recommended that Public health organisations check current registration requirements directly with the relevant registration board. All registration boards listed below require annual renewal of authority to practise. Mutual Recognition Under the provisions of the Mutual Recognition Act, 1992 a person who has a current authority to practise in one State/Territory in an occupation recognised as equivalent to an occupation in another State/Territory, is eligible to be registered and to carry on that equivalent occupation in that second State or Territory. This right may be exercised provided that certain conditions, including lodgement of a statutory declaration (written notice), are met. From 1st May 1998 the Mutual Recognition arrangements have been extended to include New Zealand, under the Trans Tasman Mutual Recognition Act 1997. Mutual Recognition provides an additional and alternative avenue for obtaining registration. CHIROPRACTIC REGISTRATION BOARD Contact Phone: (02) 9219 0277 Fax: (02) 9281 2030 Details Email: chiroreg@doh.health.nsw.gov.au Website: www.chiroreg.health.nsw.gov.au Registration New graduates: NSW educational institutions send names of all new graduates to the procedures Board which allows cross checking of documents supplied by applicant. The applicant as at 4 must present an original letter from the educational institution, or certified photocopy of June 2004 degree/award. Acceptable certification is by a Justice of the Peace (JP), solicitor or public notary, certifying it as a true copy of the original. Mutual recognition: Applicant must supply the original or certified copy of their current authority to practice from the registering authority in that state, territory or New Zealand. The Board seeks verification from all Australian registering authorities regarding applicants’ previous or current registration status. Other overseas qualifications: Applicants who do not have qualifications recognised by the Board, including applicants for assessment under the skilled migration provisions, and who meet certain criteria, may apply for registration after successfully completing the Board’s competency examination. Obtaining registration verification Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee.

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DENTAL TECHNICIANS REGISTRATION BOARD Contact Phone: (02) 9219 0233 Fax: (02) 9281 2030 Details Email: dtech@doh.health.nsw.gov.au Website: www.dtechreg.health.nsw.gov.au Registration Applicants are eligible for registration if they have completed an approved TAFE procedures course (Australia wide) and provide evidence of completing a prescribed number of hours practical work. In addition, TAFE NSW conducts an examination for its students as at 4 on behalf of the Board. June 2004 TAFE NSW notifies the Board of the exam results, whether passed or not. Identity checking is conducted prior to the examination. Mutual recognition: Requires an original or a photocopy of a current practicing certificate certified by a JP, public notary or a solicitor. Overseas qualification: The Board conducts a practical examination for interstate and overseas trained applicants (an examination is not required for applicants under mutual recognition). Obtaining registration verification Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee.

NURSES REGISTRATION BOARD Contact Phone: (02) 9219 0222 or rural access number: Details 1800 241 220 (mobile phones excluded) Facsimile: (02) 9281 2030 Email: nursesreg@doh.health.nsw.gov.au Website: www.nursesreg.nsw.gov.au Registration procedures as at 4 June 2004 In mid year, relevant universities send the Registration Board details of students likely to graduate. At the end of the year, the universities send the Registration Board letters listing students who have successfully completed approved courses. Registration is only finalised after sighting acceptable proof of identity and letter from the University confirming completion of qualification. Mutual recognition: Nurses must supply a current practising certificate or a certified copy (endorsed, signed and verified by a JP other authorised person). Faxed applications/documents are not accepted. The Board contacts all state, territory and New Zealand regulatory authorities to check qualifications, registration status and disciplinary matters. Overseas qualifications: Original documents are preferred. Photocopies may be accepted in some circumstances. A broad range of documentation may be required including transcript of education, hospital certificates, the initial registration certificate, documentary evidence of nursing experience, proof of identity documents, etc. Check the website for detailed information. Obtaining registration verification Phone or fax inquiry with applicant’s full name and registration number for the Board to confirm that the person holds a current practising certificate. Nil fee. The Board will not disclose any personal details or the registration number.

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OPTICAL DISPENSERS LICENCING BOARD Contact Phone: (02) 9219 0211 Facsimile: Details E-mail: opticalreg@doh.health.nsw.gov.au Website: www.opticalreg.health.nsw.gov.au Registration procedures as at 4 June 2004

(02) 9281 2030

The Board will accept photocopy of applicant’s diploma or certificate in optical dispensing, certified by a JP as a true copy of the original. Licensing of optical dispensers only occurs in NSW, WA and South Australia, as well as New Zealand. A qualification for a licence includes tertiary training, documentation of a prescribed number of hours of practical experience via logbook and application to the Board for a licence. Mutual recognition: Only applicants from NSW, SA, WA and New Zealand are eligible for consideration under mutual recognition. Applicants are required to produce evidence of current registration in one jurisdiction and then provide this with an application form and application fee to the registration authority in the state, territory or country in which they wish to be registered. Evidence of current registration must show the expiry date. Overseas qualifications: Applicants must provide evidence of qualifications and proof of identity. The Board may require a proficiency test to confirm practical skills.

Obtaining registration verification

Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee. The Board will not disclose any personal details or the registration number.

OPTOMETRISTS REGISTRATION BOARD Contact Phone: (02) 9219 0233 Facsimile: Details Email: optomreg@doh.health.nsw.gov.au Website: www.optomreg.health.nsw.gov.au Registration procedures as at 4 June 2004

(02) 9281 2030

The University of NSW sends a letter to the Board confirming students who have graduated. Provisional registration is provided, followed by full registration after graduation. For other approved courses in Australia and New Zealand, the Board requires a copy of the graduate certificate certified by a JP, solicitor or public notary as a true copy of the original. Mutual recognition: Requires an original or a photocopy of a current practicing certificate certified by a JP, public notary or a solicitor. Overseas qualifications: Those with non-recognised qualifications are required to undertake an examination.

Obtaining registration verification

Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee. The Board will not disclose any personal details or the registration number.

OSTEOPATHS REGISTRATION BOARD Contact Phone: (02) 9219 0233 Facsimile: (02) 9281 2030 Details Email: osteoreg@doh.health.nsw.gov.au Website: www.osteoreg.health.nsw.gov.au Registration New graduates: UWS, RMIT and University of Victoria, as the recognised educational
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procedures as at 4 June 2004

institutions, provide the Board with a list of those eligible to graduate at year-end. The Board provide provisional registration, which is updated to registration when the Board received confirmation from the above of those students who have graduated. Mutual recognition: Applicants must supply an original or a complete and accurate copy of their authority to practice, certified as such by a JP, solicitor or public notary. As at June 2004, mutual recognition is not applicable for applicants outside Australia. Check with the Registration Board for current information. Overseas qualifications: A Board examination is conducted for overseas applicants.

Obtaining registration verification

Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee. The Board will not disclose any personal details or the registration number.

PHYSIOTHERAPISTS REGISTRATION BOARD Contact Phone: (02) 9219 0255 Facsimile: (02) 9281 2030 Details Email: physioreg@doh.health.nsw.gov.au Website: www.physioreg.health.nsw.gov.au Registration A number of educational institutions send the Registration Board lists of graduates for procedures that year and these are used to verify applicants’ documentation. For graduates not on as at 4 the lists, the Registration Board requires an original letter from the University stating June 2004 that the requirements of the course have been met or an original or certified copy stating that this is a true copy of the degree. A transcript of course may be accepted if states the degree has been awarded. Mutual recognition: Requires an original or a photocopy of a current annual practising certificate which is certified by a JP or a solicitor. Overseas qualifications: 1) Holders of AECOP Final Certificate. 2) Based on recommendations of the Australian Council of Physiotherapy Regulating Authorities Incorporated, which were prepared due to a national shortage of physiotherapists, the Registration Board has developed criteria governing the temporary registration of some overseas trained physiotherapists meeting criteria determined by the Board. The process includes the requirement that approval is granted for work at only the nominated host health facility. Contact the Board for current requirements. Obtaining registration verification Phone with registration number or surname. Board can confirm if the person is registered or not – nil fee. The Board will not disclose any personal details or registration number.

PODIATRISTS REGISTRATION BOARD Contact Phone: (02) 9219 0233 Facsimile: (02) 9281 2030 Details Email: podreg@doh.health.nsw.gov.au Website: www.podreg.health.nsw.gov.au Registration New graduates: NSW educational institutions send the Registration Board lists of procedures graduates for that year and these are used to verify applicants’ documentation. as at 4 Applicant must present original letter from issuing educational institution, or certified June 2004 photocopy of degree/award. Certification accepted by JP, solicitor or public notary, as a true copy of the original. Mutual recognition: Applicant must arrange for a certificate of good standing to be
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forwarded to the Board by the registering authority in that state, territory or country. The Board sends a fax broadcast to registering authorities in other jurisdictions regarding applicants’ previous or current registration status. Interstate or overseas qualification: The Australasian Podiatry Council (http://www.apodc.com.au) is responsible for all applications for registration from those with overseas qualifications. Assessment includes written, practical and oral examinations. Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee. The Board will not disclose any personal details or the registration number.

Obtaining registration verification

PSYCHOLOGISTS REGISTRATION BOARD Contact Phone: (02) 9219 0211 Facsimile: (02) 9281 2030 Details Email: psychreg@doh.health.nsw.gov.au Website: www.psychreg.health.nsw.gov.au Registration A copy of the applicant’s academic qualifications must be sent directly from the procedures academic institution to the Registration Board in a sealed envelope, as arranged by the applicant. The Board does not accept certified copies. When an applicant is as at 4 enrolled in a higher degree, the board requires a letter from the University detailing June 2004 current enrolment including name of course and date of commencement of the course. At the completion of coursework and placements of the course, the Board requires a letter from the University signed by the Course Coordinator or Head of Department confirming this requirement has been met. Mutual recognition: Applicant must supply original or copy of their current practising certificate from their jurisdiction. All attachments must be certified by a JP or a solicitor. Overseas qualifications: are assessed individually and the Board regularly seeks advice from the Australian Psychological Society. Overseas applicants must provide original degree transcripts, sent directly by the educational institution, as well as evidence of the nature and duration of the practical / supervised experience held so that an assessment can take place. Academic transcripts, if other than English, must be accompanied by an English language translation. Obtain registration verification Phone, email or fax inquiry with as many details as possible to confirm identity. Board can confirm if the person is registered or not. Nil fee. The Board will not disclose any personal details or the registration number.

In addition, the following registering authorities in New South Wales are relevant to the Health workforce: NSW MEDICAL BOARD Contact Phone: Details Email: Website:

(02) 9879 2200
nswmb@nswmb.org.au

Facsimile:

(02) 9816 5307

http://www.nswmb.org.au

PHARMACY BOARD OF NSW Contact Phone: (02) 9281 7736 Facsimile: (02) 9281 2924 Details Email: info@pbnsw.org.au Website: http://www.pbnsw.org.au/default.htm/ Please contact the Boards directly regarding registration for Medical Practitioners and Pharmacists.
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ATTACHMENT 7 – Model health declaration form

NSW Health is committed to supporting a person chosen on the basis of merit to carry out the inherent job requirements and job demands of a position. The purpose of this declaration is to allow you to identify a need for the public health organisation to discuss options of reasonable adjustment that will assist you in your new position. This declaration is to be completed prior to appointment.

I have read the inherent job requirements and job demands for the position and where applicable these requirements have been explained to me. I have ticked the appropriate statement below:

□ □ □

I am not aware of any health condition that might interfere with my ability to perform the inherent job requirements and job demands of this position I have a health condition that may require the employer to provide me with services or facilities (adjustments) so that I can successfully carry out the inherent job requirements and job demands of the position I understand that adjustments to the workplace can be made to assist employees with disabilities in carrying out the inherent job requirements and job demands of the position. Any adjustments I need have been discussed with the public health organisation prior to completing this health declaration I no longer wish to be considered for this position

I am aware that any false or misleading statements may jeopardise my appointment or continued employment.

Name: Position:

Signature: Contact Number:

Date:

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