RECRUITMENT AND SELECTION - City of Vincent

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CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1To use the selection process to unfairly advantage one applicant over anothercan have a detrimental effect on people’s careers, morale and motivation, andultimately on the level of confidence that employees at large have in therecruitment and selection processes.It is worth noting that any person who uses the system to achieve apredetermined result is engaging in improper and unethical conduct. It is anabuse of trust that is no different from other forms of fraud or dishonesty andtherefore subject to disciplinary procedures.Legislative ProvisionsLocal Governments need to be aware of the legislative provisions whichimpact on the recruiting process. The City is subject to a combination ofCommonwealth and State laws which are outlined below:The relevant Commonwealth legislation impacting on the recruiting processis the:‣ Fair Work Act 2009‣ Age Discrimination Act 2004‣ Human Rights and Equal Opportunity Commission Act 1986‣ Equal Opportunity for Women in the Workplace Act 1999The relevant Western Australian legislation is the:‣ Local Government Act 1995‣ Equal Opportunity Act 1984It is important to be aware of the requirements of Section 5.40 in the LocalGovernment Act 1995 in relation to principles of recruitment of LocalGovernment employees.“5.40. The following principles apply to a local government in respect of itsemployees —(a)(b)(c)(d)employees are to be selected and promoted in accordance withthe principles of merit and equity;no power with regard to matters affecting employees is to beexercised on the basis of nepotism or patronage;employees are to be treated fairly and consistently;there is to be no unlawful discrimination against employees orpersons seeking employment by a local government on aground referred to in the Equal Opportunity Act 1984 or onany other ground;Page 4 of 38
CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1(e)(f)employees are to be provided with safe and healthy workingconditions in accordance with the Occupational Safety andHealth Act 1984; andsuch other principles, not inconsistent with this Division, asmay be prescribed.”Definitions‘Principle’‘Standard’‘Merit’‘Merit Selection’‘Natural Justice’‘Patronage’‘Nepotism’Fundamental motives or reasons for actionMeasures by which the accuracy or quality of others arejudged. Standards are measurable, auditable and mandatory.Merit is a criterion which refers to the extent to which aperson’s job related competencies match those genuinelyrequired for performance in a particular job. It is a relevantjudgement only when like can be compared with like.Merit selection is selection of the best person for the job, purelyon the basis of job related criteria. The focus of a meritselection process is on:• open competition with access for a wide pool of applicants;• what the job applicant possesses by way of demonstratedskills, knowledge, qualifications, abilities;• the potential to develop these to the level required toachieve outcomes expected from effective job performance.Natural Justice is a term used to describe the process by which;• decision makers must act fairly and without bias;• a person should not be judged in his or her own cause;• all parties to the matter should be the opportunity to puttheir case and all relevant arguments considered before adecision is made.• all persons need to be informed of the basis of a decisionwhere that decision affects them.Patronage is the bestowing of special favours in humanresource management decision. It is commonly related tocontrol of appointments and often made on political grounds.Nepotism refers to patronage bestowed in consideration offamily relationship and not on merit. It usually refers toappointments and preferential treatment.1.2 RECRUITMENT PROCEDURESTo achieve the policy’s aims and objectives requires:-• clear, relevant and current recruitment information which assists potentialapplicants in their decisions whether or not to submit applications.Page 5 of 38
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RECRUITMENT AND SELECTION - City of Vincent

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