Governing the City State - Chief Minister and Treasury Directorate ...

• Develop the strategic human resource capacity of the whole public sector - If thefragmented approach to workforce structure and planning is not reformed at the publicsector wide level, the public sector stands to lose its competitive capacity in a highlycontested labour market. This includes the capacity to share good practice andencourage innovation.• Create a single, sector‐wide e‐recruitment system - This recommendation was madepreviously by the Government Reform Commission in June 2007, although it was notimplemented. In the absence of such a system, agencies will be forced to stick to adevolved approach, and Government will miss out on economies of scale andconsistency of service.• Create a candidate‐focused recruitment experience - Recruitment should be focused onthe experience of the candidates. New recruits and line managers told the reviewers oftheir concerns that current processes were cumbersome and too internally focusedrather than ensuring a positive experience for candidates.• Rethink branding - Chief executives, human resource managers, new recruits and linemanagers all strongly urge adopting a sector‐wide approach to advertising thatpromotes flexible, family‐friendly work arrangements, opportunities for careerprogression, and the ability to make a difference across a wide range of areas.• Ensure that advertising accurately reflects the position - Advertisements and jobdescriptions were considered unappealing by new recruits, too complex andbureaucratic, and a poor representation of the work required by the position. This, plusa complex application processes, was found to deter candidates from applying. 388Further, the PSPC has recommended implementation of sector-wide recruitment reform by:• delivering a public sector wide e-recruitment solution;• increasing candidate attraction to the public sector brand through targeted campaigns thatutilise modern communication channels; and• providing a coordinated approach to general intakes, targeting skills areas and generalworkforce needs at sector, cluster and agency levels.The ACTPS Attraction and Retention Framework has delivered many of the reformsproposed by the PSPC - targeted campaigns to attract vital skills and a coordinated approachto general intakes, a consistent ACTPS brand and, an advertising approach that accuratelyreflects streamlined application processes. Further opportunity exists to improve upon thesolid foundations of the framework and streamline the processes of recruitment.Recommendation: Employment Framework• undertake a systematic and comprehensive review of the PSM Act, its subordinate instrumentsand the Enterprise Agreements. The outcomes should be:• a new modernised Act388 South Australian Performance Commission (2010) p.20.Capability, Capacity and Effectiveness: 288