Item 12.3 - Attachment 1 |
Recruitment and Selection Policy |
Recruitment
and Selection Policy
A complete guide will continue to be rolled out with the
Recruitment Training for managers.
Contents
· Scope
· Purpose
· Policy
· Procedure
Scope
Recruitment
and selection at Parramatta Council is delegated to managers from Level 4 to
Level 1 and can be administered by a delegated person. See Interim Delegations Policy.
This policy provides the necessary information for delegated
persons to recruit the best person for the role.
The role of the Human Resource Department is one of support and
expertise which the line manager can access to enhance the overall process.
Purpose
Parramatta
Council is committed to a consistent and professional approach to recruitment and
selection practices. This ensures that we identify suitable candidates, and
select those who best “fit” into roles which utilize their skills, and provide
the potential employee with an opportunity for personal satisfaction and
challenge.
Policy
Parramatta
City Council is committed to recruitment practices that are fair and equitable.
This is achieved by ensuring that:
· recruitment is based on the
applicant's ability to perform the job
· Parramatta City Council and its
employees practice equal opportunity for employment
· all applicants are treated in a
professional and ethical manner throughout the entire recruitment process
Procedure
Each stage of the
recruitment process must be carefully considered and decisions should be based
on best practice and Parramatta City Council's guidelines.
As
a hiring manager, you need to be aware of legal as well as ethical and moral considerations. Please refer to PCC’s EEO policy and Code of
Conduct.
Before proceeding with
the recruitment and selection process, the line manager must ensure that an
appointment is within the approved staffing establishment or budget. Should the
position be additional to the approved staffing establishment or budget, a
business case must be submitted to the next level manager. (see ‘Request to
Employ’ form)
Ø Understanding the Job
Understanding
the role that has become vacant in your area is imperative in the recruitment
process. We often think that because the position has become vacant, it must be
filled immediately and in the same capacity. This may not always be the case.
A
vacant position provides you with an opportunity to re-assess and/or
re-design
the role. When doing this you might consider other options such as:
Ø Workplace Reform
Issues that relate to job redesign, hours of work, change of work types
must be subject to a Council’s process for workplace reform. The workplace
reform template can be found on the intranet under HR Parra Managers.
The scope of the Workplace Reform Sub-Committee includes proposals to:
· Vary a
positions hours of work;
· Redesign
jobs;
· Re-organise
/ restructure the way work is undertaken within a particular unit / team /
division; and
· Evaluation
of new positions.
The sub-committee makes recommendations to the Consultative Committee
for consideration.
Ø
Staffing options
Established
positions can be filled in various ways. The options include:
· Permanent appointment
· Temporary appointments and Term Contracts
· Job share
· Casual engagement
· Relief duties
· External or
internal secondment
· Contract basis
· Agency staff
Further
information on each of these options is outlined in the Recruitment Guidelines
rolled out with the Recruitment Training for managers in March 2005.
Ø Advertising
It
is imperative that all new and vacant positions are advertised internally to
ensure that we provide our people with the opportunity to progress and develop
their careers.
External
advertising is preferable after an internal advertisement but can also be in
conjunction with your internal advertising. This enables you to source a wide
pool of applicants in a timely manner.
All
external advertising is done through Adcorp.
Ø Recruiting Candidates
with a Disability
Parramatta
Council is an EEO workplace and provides opportunities for candidates with
disabilities. The ability of the potential employees must be evaluated against
what the position requires and an assessment of any enhancements should be
identified.
If
recruiting for people with a disability through an agency, a workplace
assessment must be conducted.
Ø Employment Checks
Prior
to making an offer of employment, there are a number of employment checks that
need to be carried out. These consist of but are not restricted to:
· Reference Check – for all positions
· Working rights / VISA check – where
applicable
· Working with Children Check – for
all positions that have been identified as child
related
· Pre-employment medical check – only for
positions that have been identified as high risk
REFERENCES |
Code of Conduct |
POLICIES |
Working
with Children Policy |
|
Interim
Delegations |
|
EEO
Policy |
ATTACHMENTS |
Request
to Employ form |
|
Recruitment
Guidelines |