RECRUITMENT AND SELECTION - City of Vincent

CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1Whilst recognising that the majority of WA Local Governments require preemploymentmedicals to be undertaken by prospective employees, it isrecommended that medical examinations should only be undertaken forlegitimate job-related purposes and the reason for requesting the examinationshould be clearly stated to prospective employees, preferably during the courseof the selection interview. Any examination should relate specifically to therequirements of the job in question, which means that particular physicalattributes required for the job should be accurately identified beforehand.Testing procedures should be fair and consistently applied.For sedentary positions, it may be more appropriate for prospective employeesto complete a signed checklist detailing their medical fitness. Such a checklistcan require the employee to disclose any injury, illness or disability that islikely to prevent them from carrying out the duties of the position.Prior to the appointment to the vacant position being made, prospectiveemployees should undergo a pre-employment medical with a medicalpractitioner or a group specialising in these types of medicals to ensure thatthe person is able to perform the duties of the position to an establishedstandard.Choose an appropriately experienced medical practitioner wherever possibleas not all medical practitioners are experienced in conducting nondiscriminatory pre-employment medical tests.Additionaly, ensure that the medical practitioner conducting the preemploymentmedical understands the genuine and reasonable job requirementsand the capacities required to perform them.Ensure that applicants with disabilities/impairments are tested using anyservice or facility which they would normally use to perform the essentions ofthe job. For example, if an applicant uses a hearing aid or wears glasses, besure the applicant uses the aid or their glasses during the assessment.Important NoteThe Equal Opportunity Act prohibits discrimination in employment on thegrounds of impairment, except where the impairment prevents the person frombeing able to perform the job. The standards established by the medicalpractitioner must reflect what is required of the person to perform the workinvolved. In many instances, this will involve discussions between the LocalGovernment and medical practitioner to ensure the practitioner is aware of thework required to be performed. The medical practitioner will need to beacquainted with the provisions of the Equal Opportunity Act in this regard.Page 23 of 38