Selection procedures

Public Service

The Department's VPS selection procedures have been designed to ensure that the best person for the job is selected through a process that is procedurally fair and based on merit.  The VPS Selection Procedures Guide, which is available below, details the Department’s VPS selection process.  The selection procedures are based on the following principles set out in the Public Administration Act 2004:

• employment decisions are based on merit;
• employees are treated fairly and reasonably *;
• equal employment opportunity is provided;
• human rights as set out in the Charter of Human Rights and Responsibilities are upheld; and
• employees have a reasonable avenue of redress against unfair or unreasonable treatment.

*Equal Opportunity Act 2010 specifies that all applicants must receive fair and equitable treatment without regard to age, breast feeding, carer status, disability, employment activity, gender identity, industrial activity, lawful sexual activity, marital status, parental status, physical features, political belief or activity, pregnancy, race (including colour, nationality, ethnicity and ethnic origin), religious belief or activity, sex, sexual orientation, or personal association (whether as a relative or otherwise) with a person who is identified by reference to any of the above attributes.

The Public Sector Standards Commissioner has issued the following minimum standards in relation to selecting on merit with which Departments must comply:

• Employment decisions are to be based on the proper assessment of individuals’ work-related qualities, abilities and potential against the genuine requirements of the employment opportunity;
• Decisions to appoint new employees or promote existing employees are to be based on competitive selection. Processes are to be open and designed to identify a suitable field of qualified candidates;
• Decisions to appoint new employees or promote existing employees from a limited field of candidates are only to be made where candidates are identified based on objective criteria;
• Decisions to assign duties or transfer public sector employees (to roles at an equivalent level) are to be based on proper assessment of the employee against the genuine requirements of the duties or role;
• Decision-making processes are to be fair, accessible, and applied consistently in comparable circumstances;
• Decision-making criteria are to be relevant, objective and readily available to the people subject to the decision;
• Decisions and actions are to be free of bias and unlawful discrimination;
• Documentation is to be sufficiently clear and comprehensive to render decisions transparent and capable of effective review.

For detailed information on specific topics related to selection of employees, select the relevant link under 'Related Topics' below.

 

Teaching Service Positions (other than Principals) | Principal Positions | Public Service Positions

Other Resources

Policy and Guidelines

• VPS Selection Procedures Guide (PDF - 300Kb) (last updated 12 September 2011)

Procedures and Forms

• Selection Report 

Legislation

• Legislation
• Industrial Agreements
• Industrial Awards
• Delegations

Related Topics 

• Advertisement of Vacancies
• Certification of Documentation
• Conflict of Interest
• Diversity and Equity - Disability
• Job Vacancies
• Merit Protection Board
• Modes of Employment
• Offer of Employment
• Pre-employment Requirements
• Position Description
• Selection Grievances (Review of Action)
• Suitability for Employment
• Transfer and Promotion

Useful links

• Merit in Employment  (http://www.ssa.vic.gov.au/component/publications/view-products/standards.html)
• 24 Common Recruitment Myths and Facts  (http://www.ssa.vic.gov.au/products/view-products/24-recruitment-myths-and-facts.html)
• Mastering the Art of Interviewing and Selection (http://www.ssa.vic.gov.au/products/view-products/mastering-the-art-of-interviewing-and-selection.html)

Contact Information

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