PD2005 565

Policy Directive
Department of Health, NSW

73 Miller Street North Sydney NSW 2060
Locked Mail Bag 961 North Sydney NSW 2059
Telephone (02) 9391 9000 Fax (02) 9391 9101
http://www.health.nsw.gov.au/policies/
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Recruitment & Selection - Policy & Better Practice - Public Health

Organisations & Ambulance Service
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Document Number PD2005_565
Publication date 24-Mar-2005
Functional Sub group Personnel/Workforce - Recruitment and selection
Summary Recruitment and selection practices and processes in NSW Health must:
ensure that appointees to positions have the appropriate competence,
experience and professional registration; meet all relevant statutory
requirements, and; be based on the principles of equity, merit selection,
procedural fairness, integrity, impartiality, openness, efficiency and
effectiveness. Public health organisations must be able to demonstrate
that all their recruitment and selection practices and processes reflect the
above guiding principles. Appropriate confidentiality, documentation and
record keeping must be maintained in relation to selection decisions. The
document provides guidance to public health organisations in the
development and review of local procedures.
Replaces Doc. No. Recruitment and Selection - A Framework for [PD2005_211]
Job Vacancy Requirements [PD2005_246]
Author Branch Employee Relations
Branch contact Jutta Sund 9391 9378
Applies to Area Health Services/Chief Executive Governed Statutory Health
Corporation, Board Governed Statutory Health Corporations, Affiliated
Health Organisations, Community Health Centres, NSW Ambulance
Service, Public Health Units, Public Hospitals
Audience ADM
Distributed to Public Health System, Health Associations Unions, Health Professional
Associations and Related Organisations, NSW Ambulance Service, NSW
Department of Health
Review date 24-Mar-2006
File No. 01/22-6
Previous reference N/A
Status Active
Director-General
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Compliance with this policy directive is mandatory.
RECRUITMENT AND SELECTION:
POLICY AND BETTER PRACTICE FOR
PUBLIC HEALTH ORGANISATIONS
AND
THE AMBULANCE SERVICE OF NSW
Updated March 2005

TABLE OF CONTENTS
1. ABOUT THIS DOCUMENT 4
1.1 NSW Health policy and better practice for recruitment and selection 4
1.2 Responsibility 4
1.3 Version 4
1.4 Updates and feedback 4
1.5 Rescinds 4
1.6 Related NSW Health policies 4
1.7 Related legislation 5
1.8 Additional references/resources 5
2. NSW HEALTH POLICY 7
2.1. Purpose and scope 7
2.2. NSW Health policy 8
2.3. Principles 8
2.4. Other definitions 10
2.5. Accountabilities 10
3. BETTER PRACTICE FOR RECRUITMENT AND SELECTION 12
3.1. Overview 12
3.2. Review of position description and selection criteria 12

3.2.1 Exit interview analysis 12
3.2.2 Physical/psychological requirements 12
3.2.3 Formal qualifications 12
3.3. Job evaluation 13
3.4. Redeployment 13
3.4.1 Staff returning to work after long-term illness/injury 13
3.4.2 Displaced/excess employees 14
3.5. Other appointments without advertising 14

3.5.1 Appointment without advertising - temporary positions over 13 weeks 14
3.5.2 Appointment without re-advertising – permanent positions 15
3.6. Advertising 16
3.6.1 Electronic advertising 16
Recruitment and Selection: Policy and Better Practice for Public Health Organisations and the Ambulance Service of NSW
March 2005 1
3.6.2 Rolling advertisements 16
3.6.3 Information to be made available to applicants 16
3.7. Eligibility lists 18

3.7.1 Recurrent vacancies 18
3.8. Use of recruitment consultants 18
3.9. Convening a selection committee 19
3.10. Culling 20
3.11. Information gathering 20

3.11.1 Selection techniques 20
3.11.2 Psychological/physical assessments 20
3.11.3 Advice to be provided to applicants re the selection process 20
3.12. Verification of identity, tertiary qualifications, registration, and other information 21

3.12.1 Proof of identity 21
3.12.2 Verification of tertiary qualifications 21
3.12.3 Allied health professions 22
3.12.4 Overseas qualifications 22
3.12.5 Professional registration 23
3.12.6 Record keeping and random checks 24
3.12.7 Credentialing committees 25
3.12.8 Referee checks 25
3.13. Selection recommendation 25
3.14. Selection decision 25
3.15. Post selection 26

3.15.1 Criminal record checks 26
3.15.2 Declarations of health conditions 26
3.15.3 Letters of appointment 26
3.15.4 Sponsoring overseas medical practitioners for employment in Australia 26
3.15.5 Advice and feedback to applicants 26
3.15.6 Publication of permanent appointments 26
3.15.7 Orientation 26
3.15.8 Retention of records 27
3.16. Appeals process 27
4. CHECKLIST FOR IMPLEMENTING BETTER PRACTICE FOR RECRUITMENT AND

SELECTION 28
4.1. Procedures 28
4.2. Review of position description and selection criteria 29
4.3. Job evaluation 29
4.4. Redeployment 29
4.5. Advertising 30
March 2005 2
4.6. Eligibility lists 30
4.7. Use of recruitment consultants 30
4.8. Convening a selection committee 31
4.9. Culling 31
4.10. Information gathering 31
4.11. Verification of identity, tertiary qualifications, registration, and other information 31
4.12. Selection recommendation 32
4.13. Selection decision 32
4.14. Post selection 32
4.15. Appeals process 33
ATTACHMENT 1 – Recruitment and selection process model 34
ATTACHMENT 2 – Model job demand checklist 35
ATTACHMENT 3 – Table of comparison of selection methods 39
ATTACHMENT 4 – Model proof of identity – vetting of applicants 40
ATTACHMENT 5 – Allied health professional association 41
ATTACHMENT 6 – Health professionals registration boards 43
ATTACHMENT 7 – Model health declaration form 48
March 2005 3
1. ABOUT THIS DOCUMENT
1.1 NSW Health policy Copies may be obtained at

and better practice www.health.nsw.gov.au
for recruitment and
selection
1.2 Responsibility This document was prepared by Employee Relations, NSW Department
of Health.
1.3 Version Reviewed and updated in March 2005.
1.4 Updates and This document will be updated to reflect changes in legislation and
feedback policy. Feedback is welcome, and should be addressed to the Director,
Employee Relations, Legal and Legislation.
1.5 Rescinds A Framework for Recruitment and Selection (PD2005_211)
Job Vacancy Requirements (PD2005_246)
1.6 Related NSW Health Please note that the Department of Health policy directives and
policies guidelines are regularly reviewed and updated. While the list below is
current at the time of writing, you are advised to check for any updates
to these policies. All NSW Health policy directives are available at
http://www.health.nsw.gov.au/policies/index.html
Appointment of visiting practitioners – policy for implementation

(PD2005_496)
Appointment of staff specialists – policy for implementation

(PD2005_500)
Assessment Programs for Overseas Qualified Registered Nurses,

Enrolled Nurses and Midwives (PD2005_307)
Employment Health Assessment Policy and Guidelines (PD2005_186)
Framework for Employment of Nurses (PD2005_525)
Management of Employment, Promotion and Transfer where

Employees are Closely Related or have a Close Personal Relationship
(PD2005_201)
Managing Displaced Employees (PD2005_517)
NSW Health Policy and Procedures for Injury Management and Return-
to-Work (PD2005_328)
Orientation Policy for NSW Health (PD2005_187)
Pre-employment Screening of Security Staff (PD2005_326)
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Procedures for Recruitment and Employment of Staff and Other
Persons in Child Related Areas (PD2005_177)
Procedures for Recruitment and Employment of Staff and Other

Persons – Vetting and Management of Allegations and Improper
Conduct (PD2005_109)
1.7 Related legislation All Industrial Awards and Determinations applicable to employees within
the NSW public health organisations.
Anti-Discrimination Act 1977 (NSW)
Child Protection (Prohibited Employment) Act 1998 (NSW)
Commission for Children and Young People Act 1998 (NSW)
Disability Discrimination Act 1992 (Commonwealth) and Disability

Standards
In Employment
General Retention and Disposal Authority (GDA12) – Personnel

Records – October 2002 (State Records Authority of NSW)
Health Records and Information Privacy Act 2002
Health Services Act 1997 (NSW)
Independent Commission Against Corruption Act 1988 (NSW)
Privacy and Personal Information Protection Act 1998 (NSW)
Public Sector Employment and Management Act 2002 (NSW)
The Government and Related Employees Appeal Tribunal Act 1980

(NSW)
All current Australian legislation is available at http://www.austlii.edu.au/
1.8 Additional Recruitment and selection: Navigating the best course of action, NSW
references/resources Independent Commission Against Corruption, March 2002. – available
at www.icac.nsw.gov.au/files/pdf/pub2_54cp.pdf
Supporting People and Strengthening Communities, New South Wales

Social Justice Directions Statement, February 2000. – available at
www.cabinet.nsw.gov.au/pdfs/nswcab.pdf
Merit Selection guide for NSW Public Sector panels: picking the best
person for the job, Office of the Director of Equal Opportunity in Public
Employment (ODEOPE), 2002. – available at
www.eeo.nsw.gov.au/merit/panels.pdf
Personnel Handbook 1999 (updated 2003), NSW Premier’s Department

– available at
http://www.premiers.nsw.gov.au/our_library/employment_conditions/per
sonnel_hb_2003/HTML/index.htm
March 2005 5
Adjustments for people with a disability, Office of the Director of Equal
Opportunity in Public Employment (ODEOPE), May 1999. – available at
www.eeo.nsw.gov.au/disabil/adjust.pdf
Australian Human Resource Institute – www.ahri.com.au/
Australian Psychological Society - www.aps.psychsociety.com.au/
Commonwealth Department of Immigration and Multicultural and

Indigenous Affairs – www.immi.gov.au
ICAC - The Independent Commission Against Corruption –

www.icac.nsw.gov.au/
OEED (formerly ODEOPE) – Office of Equal Employment and Diversity

– www.eeo.nsw.gov.au/
Office of Personnel Management (USA) – www.opm.gov
Society of Human Resource Management - www.shrm.org
Australian Qualifications Framework – www.aqf.edu.au
National Training Information Service – www.ntis.gov.au
New South Wales Community Relations Commission -

www.crc.nsw.gov.au
Australian Council for Safety and Quality in Healthcare –

www.ccpproject.com.au
New South Wales Medical Board – www.nswmb.org.au
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2. NSW HEALTH POLICY
2.1. Purpose and scope The purpose of this policy is to ensure that public health organisations
have appropriate practices and systems in place to assist in selecting
the best possible person for each of their vacancies in a manner that is
fair, equitable, transparent, efficient and effective.
The policy aims to provide as much flexibility as possible within that

scope to allow organisations to meet their service requirements and
responsibility to the community in the delivery of quality health services.
Recruitment and selection practices are only one part of a broader

people management framework designed to have the right people with
the appropriate skills and qualities in the right place at the right time.
Recruitment activities need to be integrated with performance
management, workforce planning, career development, mentoring and
succession planning.
The NSW Health policy and underlying principles are set out below in
section 2.2. Section 3 provides guidance on their application throughout
the recruitment process.
Public health organisations should review their human resource

procedure guidelines to ensure they are consistent with this policy
directive. A checklist is provided at Section 4 to assist with this review.
However, where this policy directive differs from the conditions set out in
relevant Industrial Awards and Determinations, the award conditions will
take precedence.
This document does not apply to:

casual employeesi
people temporarily employed for a period not exceeding 13 weeks
employees on term contracts of employment
staff specialists and visiting practitionersii.
i
A casual employee means a person who may be engaged on an hourly basis for a period not extending beyond one week to provide services
related to the unexpected absence of permanent or temporary staff. There is no expectation of continued employment beyond the provision of
the services required at the time. Refer also to relevant awards.
ii
Refer to PD2005_500, Appointment of staff specialists, and PD2005_496, Appointment of visiting practitioners.
March 2005 7
2.2. NSW Health policy
Recruitment and selection practices and processes in NSW Health must:

Ensure that appointees to positions have the appropriate competence, experience and
professional registration;
Meet all relevant statutory requirements, and
Be based on the principles of equity, merit selection, procedural fairness, integrity, impartiality,
openness, efficiency and effectiveness (see 2.3 for definitions).
Public health organisations must be able to demonstrate that all their recruitment and selection
practices and processes reflect the above guiding principles.
Appropriate confidentiality, documentation and record keeping must be maintained in relation to

selection decisions.
2.3. Principles Equity
In the context of this document equity relates to equity in employment. It

encompasses the principles of equal employment opportunity (EEO),
which are designed to ensure fairness, consistency, and non-
discrimination in recruitment and selection. The outcomes of equal
employment opportunity and equity in employment include diversity in
the workplace, fair treatment of individuals, and elimination of direct,
indirect and systemic discrimination. In practice equity denotes
impartiality, the upholding of procedural fairness and consideration of
the individual circumstances of each case.
The NSW Government's commitment to the principles of equity, access,

participation and rights is contained in the New South Wales Social
Justice Direction Statement Supporting People and Strengthening
Communities (February 2000).
Merit selection
All public health organisation vacancies are to be filled on the basis of

merit.
For the purpose of this document the following definition of merit has
been used:
For the purpose of determining the merit of the person eligible for
appointment to a vacant position, employers are to have regard to:
(a) the nature of the duties of the position, and

(b) the abilities, qualifications, experience, standard of work
performance and personal qualities of those persons that
are relevant to the performance of those duties.
All selection decisions should be based on a systematic, careful and

objective assessment of the merit of potential appointees on the best
evidence available.
It is essential that all employment decisions are made without

patronage, favouritism or unlawful discrimination, and that all eligible
March 2005 8
members of the community have an opportunity to apply for
employment on the basis of job related criteria. The public interest is
best served by selection on merit, as this contributes to a public sector
that performs efficiently and effectively and represents the community
from which it is drawn.
Fairness
In the context of recruitment and selection, the process by which

decisions are made should be objective, transparent and clear to those
involved.
Integrity
Public health organisations are required to ensure that recruitment

and selection processes and decisions are ethical. Recruitment and
selection practices are to reflect the provisions and requirements of
the Anti-Discrimination Act 1977, and must be carried out in
accordance with any guidelines and professional codes of conduct
that govern such practices and the behaviour of public health
organisation employees performing official duties.
The improper conduct of recruitment and selection may constitute

corrupt conduct.iii The Independent Commission Against Corruption
(ICAC) Act 1988 defines corrupt conduct as: ‘any conduct of any
person that adversely affects, or that could adversely affect, either
directly or indirectly, the honest and impartial exercise of official
functions by any public official …’
Impartiality
All stages of the recruitment process must be conducted impartially and

objectively.
Selection committee members must avoid real or apparent conflicts of

interest by declaring a conflict of interest where one exists or could be
perceived to exist. Conflicts of interest exist when it is likely that a
selection committee member could be influenced, or could be perceived
to be influenced, by a personal interest or relationship in carrying out
their public duty. Conflicts of interest that lead to biased decision-
making may constitute corrupt conduct.
Selection methods should provide transparent and bias free decisions.
Openness
The factors influencing recruitment and selection decisions must be

clear to those involved. The process by which decisions are made
must be transparent. All decisions must be properly documented.
While the selection process must be transparent, all selection

documentation related to personal information about the applicants
must be treated confidentially both by the selection committee and
other staff involved in managing the recruitment process.
iii
Recruitment and selection: Navigating the best course of action, ICAC, March 2002.
March 2005 9
2.4. Other definitions Public health organisations
For the purpose of this policy, the term refers collectively to all Area
Health Services, statutory health corporations, affiliated health
organisations and the Ambulance Service of NSW. This policy does not
apply to the Department of Health, where Public Service provisions
apply.
Public health organisation
For the purpose of this policy, the term refers individually to all Area
Health Services, statutory health corporations, affiliated health
organisations, and the Ambulance Service of NSW.
Internal advertising
For the purpose of NSW Health recruitment and selection, internal

advertising refers to vacant positions being advertised within a public
health organisation, and open to employees of that public health
organisation only.
External advertising
For the purpose of NSW Health recruitment and selection, external

advertising refers to vacant positions being advertised throughout NSW
Health as a minimum. Such positions may also be advertised in the
public sector or more widely (see section on Advertising).
2.5. Accountabilities NSW Department of Health is responsible for setting policy direction
for the NSW public health system that complies with NSW Government
policy.
Chief Executives are accountable for ensuring that workforce

strategies that focus on recruitment and selection of appropriately
qualified staff are developed in their public health organisation, and that
workforce trends relating to recruitment and retention are monitored.
Human Resource Managers are accountable for ensuring that the

recruitment and selection practices of their public health organisation
are based on merit, and for reviewing or developing procedure
guidelines. They are also responsible for managing the job evaluation
system and processes for the public health organisation; auditing the
selection criteria; ensuring that, where appropriate, any
injured/displaced staff are considered for redeployment to a vacant
position prior to advertising; providing training for managers and staff
involved in recruitment and selection; monitoring the incidences of
grievances and appeals and the outcomes; integrating workforce
planning with funding, planning and other strategies; and managing exit
interviews.
March 2005 10
Managers are accountable for ensuring that, where applicable, a job
evaluation has been carried out prior to advertising recommending the
level and remuneration for the position; a current position description
and job demand checklist (where applicable) exist for the position
(Refer to attachment 2. Model of Job Demand Checklist); redeployment
options have been explored; a selection panel is convened by a person
trained in the public health organisation recruitment and selection
techniques; and, the successful applicant is orientated to the position
upon entry to duty.
Selection committees are accountable for ensuring that all their

selection decisions are made on the basis of merit, and must keep
proper documentation to support those decisions.
March 2005 11
3. BETTER PRACTICE FOR RECRUITMENT AND SELECTION
3.1. Overview Information in this section provides practical guidance on how to ensure
compliance with the NSW Health policy and principles as outlined in
section 2.
However, it is acknowledged that public health organisations may have

specific local needs and obligations as service providers, and that each
recruitment situation is different. Where public health organisations
follow alternative recruitment and selection processes to those outlined
in this document, they will need to be able to demonstrate that these
reflect the policy and principles outlined in section 2.
Refer to Attachment 1. Recruitment and selection process model
3.2. Review of position Each vacancy must have a current position description detailing at a
description and minimum the duties, outcomes and responsibilities of the job, and the
selection criteria selection criteria against which the relative merits of the applicants will
be assessed.
3.2.1 Exit interview analysis An exit interview with the previous occupant may provide a starting
point for the review of the position description and selection criteria.
Careful analysis of exit interviews can contribute to better job design,
improve the recruitment process, and help retain staff by identifying
weaknesses in recruitment/work/management practices and
procedures. Managed well, exit interviews help an organisation to be,
and to be seen to be, a good employer.
Exit interviews should be managed by the public health organisation’s

Director of Human Resources, or another senior executive. Participation
in an exit interview is voluntary, and interviews remain strictly
confidential, should the employee so wish.
3.2.2 Physical/psychological If the position has specific physical or psychological requirements,

requirements these must be stated as selection criteria in the position description with
reference to the specific outcome required (refer to PD2005_186,
Employment Health Assessment Policy and Guidelines for further
information).
After the requirements have been analysed, job related

assessments/ability tests may be necessary as part of the selection
process to confirm that the applicant meets the requirements of the
position (refer to 3.9. Information gathering, and attachment 2. Model
job demand checklist).
3.2.3 Formal qualifications Where legislation or an industrial award or instrument requires formal
qualifications for appointment to a position, these requirements are to
be included in the advertisement and used as one of the selection
criteria. However, when advertising positions that do not have such
legislative or industrial requirements, selection criteria are to be based
on skills, knowledge and competencies.
While there may be cases where the possession of qualifications
March 2005 12
relating to a particular discipline may enhance the capability of the
person undertaking the duties, requiring this qualification for
appointment may reduce the pool of applicants inappropriately, and
restrict access to those staff who can acquire the relevant knowledge in
another manner.
In these circumstances, to ensure fairness and equity in the recruitment

process, job advertisements should not inappropriately exclude such
persons from applying for positions, and should include the following:
‘A degree in a relevant field, or equivalent work experience or a

combination of study and work experience’.
In particular, public health organisations are to review vacant positions

requiring specific clinical or other qualifications.
Nursing qualifications will continue to be required for the following

categories of positions:
Direct patient care;
Certain clinical advisory positions such as Clinical Nurse
Consultants; and
Line management positions such as Hospital and Area Directors of
Nursing.
However, nursing qualifications are not, in the future, to be specified for

positions that are primarily responsible for supply/procurement or
clinical information systems, or other positions which could be
undertaken by a wider pool of applicants. Public health organisations
intending to specify a qualification relating to specific discipline that is
not required by an industrial award/instrument, or by law, require prior
approval of the Health Administration Corporation.
3.3. Job evaluation Where relevant to the Award structure, positions are to be evaluated
using job evaluation methodology to determine the relative worth of
each position.
3.4. Redeployment Prior to advertising a vacant position, redeployment of existing staff

must be explored as follows:
3.4.1 Staff returning to work In accordance with workers compensation legislation, where
after long-term occupational illness or injury prevent an employee from returning to the
illness/injury duties of his/her existing position, every effort must be made to place
the employee into another more suitable position of similar grading,
classification and remuneration.
Due to these overriding legislative responsibilities, the employer must

fully explore the possibility of placing such an employee to a vacant
position, either temporarily or permanently, prior to opening the position
to competitive recruitment.
In such instances, prior consultation regarding suitable duties and

employment arrangements should take place with the employee, the
public health organisation’s Return-to-Work Coordinator, the
employee’s usual and proposed supervisor, the nominated treating
March 2005 13
doctor, the relevant union and the accredited rehabilitation provider, as
appropriate, to ensure that:
• the injured employee meets the essential criteria, or can
demonstrate the capacity to meet the criteria within an agreed
period and, if necessary, supported by appropriate training; and
• the position is consistent with medical opinion regarding suitable
duties for the employee, and with the requirements of the
employee’s injury management plan.
(Refer to PD2005_328, NSW Health Policy and Procedures for Injury

Management and Return-to-Work for further information on the
management of injured employees.)
3.4.2 Displaced/excess In accordance with NSW Government and NSW Health policy, public
employees health organisations must take all reasonable steps to assist displaced/
excess employees to be redeployed to meaningful employment in
substantive positions as soon as possible.
Accordingly, public health organisations must explore redeployment of

any displaced/excess staff from either within the organisation, or, where
appropriate, elsewhere in the public health system or the public sector,
prior to advertising a vacancy.
The displaced/excess employee must meet the selection criteria for the
position, or demonstrate the capacity to meet the criteria within an
agreed period, and, if necessary, supported by appropriate training. In
the latter case, the public health organisation may wish to consider an
initial trial placement of the displaced/excess employee for a period of
up to three months.
(Refer to PD2005_517, Managing Displaced Employees for further

information on redeployment and priority of employment.)
3.5. Other appointments It is NSW Health policy that all recruitment and selection actions
without advertising emphasise NSW Health’s commitment to the application of merit and
equity principles. Opening vacant positions to competitive recruitment is
a way of demonstrating such a commitment.
However, it is recognised that, following consideration of redeployment

of injured and/or displaced staff, there are certain other circumstances
where the capacity to appoint without advertising (or readvertising) is
required.
3.5.1 Appointment without Most Awards within NSW Health contain provision for the appointment
advertising - temporary of temporary staff and circumstances where such appointments can be
positions over 13 weeks made without advertising. In such circumstances the elements of these
industrial instruments should be adhered to.
For temporary appointments of staff within the NSW public sector the
provisions outlined in sections 86 and 88 of the Public Sector
Employment and Management Act 2002 apply.
For all other temporary employment situations the Chief Executive or

delegate has the authority to approve a temporary staff appointment
without advertising in the following circumstances:
March 2005 14
There are no displaced employees, either in NSW Health or the
NSW public sector suitable for trial placement or development
opportunities, and
The appointment is limited to no longer that 12 months on the
condition that should the position be required beyond 12 months
appropriate recruitment action would be commenced during that
period (note: a shorter temporary appointment, for example two
months, should be considered if the position is being advertised so
as not to give one person an unfair advantage in the selection
process), and
The position needs to be immediately filled to ensure that services
are provided, and
It can be demonstrated that the action is necessary taking into
account the overriding responsibility of the Chief Executive to act in
the public interest, and
It can be demonstrated that funds are used efficiently and in
compliance with relevant award conditions.
3.5.2 Appointment without re- Section 116 of the Health Service Act 1997 contains provisions for the
advertising – permanent permanent transfer of NSW Health staff without advertising, on the
positions grounds of redundancy.
Section 87 of the Public Service Employment and Management Act

2002 contains provisions for employer sponsored permanent transfers,
without advertising, for staff working in the NSW public sector. This
section applies to public health organisations.
In addition, the Chief Executive or delegate has the authority to approve

a permanent staff appointment without re-advertising (where the
proposed incumbent is external to the public sector) in the following
circumstances:
The position was advertised as a permanent position in the

preceding six months with no suitable applicant being identified, and
It is reasonable to assume that the market has not changed
substantially since advertising occurred (eg anticipated major
restructure/increase in displaced employees, new industry, new
housing development or end of academic year), and
The job criteria used while the position was previously advertised for
permanent filling have been reviewed to ensure that they continue
to reflect the position accurately and in accordance with Section 3.2.
of this document, and
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There is no suitable eligibility list, and
There are no current suitable displaced staff available in NSW
Health or the NSW public sector, and
The position is one where there is an occupational shortage either
across the state or within the geographic area covered by the public
health organisation, and
A panel is convened to assess the potential employee against the
criteria for the position (including referee and criminal record
checks) and establish their merit for the position, and
It is in the public interest to have the position permanently filled.
3.6. Advertising In all other instances, a vacancy is to be advertised as widely and as

cost effectively as practicable having regard to the level of the position
and the likelihood of attracting high quality applicants.
While lower grade positions may attract a sufficient pool of suitable

applicants within the public health organisation, it may be necessary to
advertise higher grade positions more widely. As a general rule,
positions with a salary equivalent to or higher than Health Service
Manager Level 4, at a minimum, are to be advertised externally if the
position is to be filled permanently, or if the position is to be filled
temporarily for 12 months or more.
3.6.1 Electronic advertising Vacant positions have traditionally been advertised in the print media at
substantial cost. Public health organisations are encouraged to develop
Internet and other electronic media options for the purpose of
advertising vacancies. They should still ensure that a brief reference to
vacant positions appears in the print media referring potential applicants
to sources of additional information. Public health organisations are to
ensure that those without access to electronic media are not
disadvantaged.
Public health organisations must place all external advertisements onto

HealthJobs, the NSW job vacancy database.
3.6.2 Rolling advertisements Public health organisations may use ongoing or rolling advertisements
for positions in high demand, such as registered nurses and medical
officers. Rolling advertisements will allow for the speedy consideration
of applications (eg walk-in applications) in situations where positions
need to be urgently filled, while complying with the principles of merit
and equity.
3.6.3 Information to be made To attract a broad range of suitable candidates sufficient information is
available to applicants to be made available to accurately describe the position and its
selection criteria. Information must also be included about any checks,
pre-employment screening or tests that form part of the selection
process.
March 2005 16
The information is normally made available through an applicant’s
information package that should placed on the Department’s
HealthJobs website, and, as required, sent to applicants either
electronically or as hard copy.
Such information must include:

position title
classification
grade and remuneration
applicable award and/or employment conditions
location (ie. hospital and department)
duties of the position and selection criteria, including a reference to
Equal Employment Opportunity, Occupational Health and Safety,
Ethical Practices, and Ethnic Affairs Policies;
notice of temporary appointment and part-time or job-share
possibilities, if applicable,
a statement about criminal record checks and any pre-employment
screening that forms part of the selection process,
an enquiries contact,
an address for forwarding applications and
a closing date.
To ensure that the person eventually appointed to the position will have
the required qualifications or skills for the job, all applicants should also
be informed that
they will be required to provide suitable proof of their tertiary
qualifications prior to appointment, what form of proof of tertiary
qualification is acceptable and what should be supplied with the
application,
qualification claims made by the applicant may be verified with the
issuing institution, and
falsely claiming qualifications can lead to dismissal and/or
prosecution for any relevant offence.
(See also section 3.12, Verification of identity, tertiary qualifications,

registration, and other information.)
In line with the above, it is recommended that as part of their

application, applicants are also to sign, date and submit a document
that captures the following:
Name of position applied for and position / vacancy number
Relevant personal details (title, name, address)
Relevant qualification details (including name of qualification, the
year the qualification was awarded and institution from which it was
obtained), and
March 2005 17
A statement that certifies the above details are correct including that
the qualifications are genuine; acknowledges that the applicant
understands that making a false claim can lead to dismissal and/or
prosecution for any relevant offence and gives permission for the
public health organisation or its representative to verify the
qualifications with the issuing institution.
Public health organisations may also wish to provide additional

information on the position, the organisation or its location.
3.7. Eligibility lists An eligibility list may be established when a competitive selection
process has been held for an advertised vacant position. An eligibility
list is a list of applicants who are eligible for appointment to the position,
ranked in order of merit, as determined by the Chief Executive.
Such a list may apply not only to the position for which it was created,
but also for other vacant positions subject to the following:
the position descriptions, including selection criteria for the position,

are substantially the same, and
it is considered that the quality of the applicant pool would not vary
significantly during the period, and
the original advertisement specifies the period of time (not
exceeding 6 months, or 12 months for base grade/entry level
positions) for which applications will remain current.
Chief Executives do not have to use an eligibility list if, in the

circumstances, it seems fairer or more appropriate to conduct a fresh
selection process or take other administrative action.
If a vacancy is filled from an eligibility list, applicants who would have a

right of appeal should be advised.
3.7.1 Recurrent vacancies For the efficient management of the public health organisation, the
Chief Executive or delegate may also determine that a particular class
of positions experiencing recurring vacancies may use eligibility lists,
subject to the above considerations.
3.8. Use of recruitment In exceptional circumstances and/or where extensive advertising has
consultants not attracted suitably qualified applicants, the use of recruitment
consultants may be considered. In such cases, there should be
demonstrable benefits for the organisation that outweigh the cost of
recruitment. For example, consultants may be justifiable for some
positions that are critical to the agency, or require specialised or scarce
knowledge or skills.
Where Chief Executives consider the engagement of a recruitment

consultant necessary, the approval of the Department must be sought.
Information regarding the reasons for the engagement of a recruitment
consultant should be forwarded to the Director, Employee Relations,
Legal and Legislation for consideration.
Chief Executives are responsible for ensuring that the person with the
greatest merit is chosen for the position, regardless of the means of
March 2005 18
recruitment.
3.9. Convening a To ensure that the selection process is fair and impartial, a selection
selection committee committee is to be convened.
The composition of the committee will depend on the circumstances of

the position. The guiding principle is that the selection process must be
fair and impartial. Generally selection committees should have 3
members, with a minimum of 2 people for entry-level positions. It may
be appropriate to add a further member to the committee in some
circumstances: for example, if one of the applicants is known to be a
close relative of one of the committee members, an additional
committee member would act as a safety mechanism against (real or
perceived) conflict of interest. As a general rule, each committee should
include a male and a female member.
If the nature of the job, or the background of applicants, requires an

understanding or particular communities or EEO groups, the selection
committee should, where possible, include people from such groups.
Selection committees making selection decisions about designated
positions requiring the occupant to be an Aboriginal person or a Torres
Strait Islander, or to liaise with the Aboriginal or Torres Strait Island
community, must include an Aboriginal person or a Torres Strait
Islander.
One committee member must be independent, that is, a member who is

not a current employee of the public health organisation with the
vacancy, and preferably not a former employee.
Public health organisations must make every effort to identify an

independent representative with an understanding of the position
requirements from another public health organisation, or public sector
agency, or from outside the public sector.
However, in unusual circumstances, where public health organisations

have been unable to identify a suitable independent committee member
external to the organisation, then, at a minimum, that committee
member must be independent of the facility or the reporting structure
within which the position is advertised, and must be perceived as truly
independent by applicants.
Notwithstanding the above, where the advertised position has a salary

equivalent to or higher than the minimum for Health Service Manager
Level 4, the independent committee member must be external to the
public health organisation.
At least one member of the committee should be thoroughly familiar

with the vacant position, its duties, its environment, and the knowledge,
skills and capabilities required of the successful candidate.
As a minimum, the convenor of the committee must be trained in the

public health organisation recruitment and selection processes. It is
recommended that, as far as practical, all selection committee members
be appropriately trained.
March 2005 19
3.10. Culling Cullingiv is to be undertaken in a systematic, fair and consistent manner
by making an assessment of the available information against the
selection criteria.
All selection committee members should participate in the culling

process.
3.11. Information Only information that is directly relevant to the applicant’s suitability for
gathering appointment should be collected. All aspects of information gathering,
including all selection techniques used are to be undertaken in a
systematic, fair and consistent manner by making an assessment
against the selection criteria.
All personal information collected during the selection process must be

treated as confidential. All information that is relevant to the selection
process should be fully recorded.
3.11.1 Selection techniques The selection recommendations are to rely on information from a valid
selection strategy, which may involve more than one selection
technique. Such strategies may include structured interviews, work
samples, work tests, evidence of competencies, group exercises and
role plays, structured referee checks and assessment centres. (Refer
to Attachment 3. Table of Comparison of Selection Methods, Saville
and Holdworth (Aust.)
3.11.2 Psychological/physical If the public health organisation decides to include psychological testing
assessments as part of the selection strategy, then procedures must be developed to
guide the process. The public health organisation procedures must
comply with the Guidelines for use of Psychological Testsv published by
the Australian Psychological Society.
Pre-employment screening of applicants for security-related positions is

NSW Health policy (refer to PD2005_326, Pre-employment Screening
of Security Staff for further information).
If there is a specific physical or other requirement essential to achieving

the outcomes of the position (Refer Attachment 2. Model Job Demand
Checklist), it is appropriate to assess applicants against this
requirement, though health assessments must comply with the
requirements outlined in PD2005_186, Employment Health Assessment
Policy and Guidelines.
It is not appropriate to check general health or exclude applicants on

the basis of illness or disability that is not relevant to the demands of the
particular job.
3.11.3 Advice to be provided to Applicants should be advised of the names of the selection committee
applicants re the members, the interview format and any special aspect (eg tests) of the
selection process selection process prior to the interview. Consideration should also be
iv
Culling is a process of short-listing used to determine the applicant’s progress to the next stage of the selection process, usually the
interview. Culling is undertaken by the Selection Committee and results in the assessment of each application relative to the position
requirements and the selection criteria. A common understanding by the committee members of the standard required of applicants is
essential. There are many processes that can assist with culling including attaching a rating or score to each selection criteria.
v
Guidelines can be accessed at www.aps.psychsociety.com.au under the section on ethics
March 2005 20
given to applicants requiring special assistance to participate in the
selection process, eg wheelchair access to interview room, or signing
for hearing impaired applicants.
3.12. Verification of It is in the best interest of public health organisations to make every
identity, tertiary effort prior to appointment and preferably at interview to ensure, as far
qualifications, as possible, that the relevant information claimed by the preferred
registration, and applicant is authentic. Selection committees are to make all reasonable
efforts to verify the claims of the preferred applicant or applicants in
other information
relation to achievements, qualifications, employment history and other
significant matters.
3.12.1 Proof of identity Proof of identify should to be sighted by the convenor or the recruitment
consultant at the time of the interview. If qualifications are issued under
a different name, evidence of the name change must be provided.
(Refer Attachment 4 Model of Proof of Identity – Vetting of Applicants).
3.12.2 Verification of tertiary Where job applicants declare professional, academic or vocational
qualifications education and training (VET) qualifications (which include technical or
trade qualifications) as part of their claim to a position to meet a
criterion for the position, the public health organisation should verify
these qualifications prior to appointment, preferably at the time of the
interview.
If the professional, academic or VET qualification is a significant

determinant in the decision to appoint (for example, differentiating short
listed applicants), those qualifications should also be verified prior to
appointment.
When verifying attainment of professional, academic or VET

qualifications, the representative of the public health organisation
(convenor of the selection panel or, if applicable, the recruitment
consultant engaged by the employer), should sight original certificates.
If the original certificates are not available, the representative should

sight certified (by the educational institution) academic transcripts as
long as the transcript includes a statement that the requirements of the
course have been met.
If neither of the above is available, and the qualification is one that is

covered by a NSW health professional statutory board or other authority
responsible for the issuing of relevant licence, the public health
organisation representative should request that the applicant provide
the appropriate health professional statutory board or other relevant
licensing authority evidence to confirm the applicant is currently
registered.
If the public health organisation representative is in doubt about the

authenticity of the applicant’s claims and supporting evidence or is
unable to sight original certificates or transcripts, or the applicant is not
covered by a NSW health professional statutory board or other relevant
licensing authority, the representative should verify academic,
professional or VET qualifications with the issuing institution.
March 2005 21
It should be noted that NSW health professional statutory boards have
varying procedures regarding verification of qualifications and some are
more stringent than others. Attachment 6 (Health Professionals
Registration Boards) lists information about some health professional
registration boards.
Further information about qualification levels can be obtained from the

Australian Qualifications Framework www.aqf.edu.au.
Registered Training Organisations are organisations registered by state

education departments to deliver nationally recognised qualifications in
the VET sector ie Certificates I – IV, Diploma and Advanced Diploma.
Further information can be obtained from www.ntis.gov.au
3.12.3 Allied health professions A number of allied health professions are not represented by NSW
health professional statutory boards, for example, social work, speech
pathology, orthoptics, dietetics and occupational therapy. For these
professions, it is prudent that selection criteria include the requirement
that the allied health professional be eligible for membership at the
appropriate level (eg full, associate etc) of the relevant state or national
professional association. The status of the applicant’s eligibility for
membership should be checked directly with the relevant state or
national professional association. A list of allied health professional
associations is at attachment 5.
For allied health professions that are not represented by a NSW health
professional statutory board, it is recommended that in addition to the
requirements under “Verification of Tertiary Qualifications”, the
convenor of the committee ascertain with the relevant state or national
professional association, prior to appointment, whether it is aware of
any outstanding matters relating to the applicant’s eligibility for
professional membership. The relevant state or national professional
association can also advise whether interstate qualifications meet the
relevant NSW curriculum guidelines.
3.12.4 Overseas qualifications Overseas qualifications should be confirmed prior to appointment, and
preferably at interview. Overseas qualifications should be checked with
the relevant NSW health professional statutory board or a NSW or
national professional association that has processes in place to check
overseas qualifications. These bodies have a range of procedures for
checking qualifications, some more stringent than others.
For overseas qualifications not covered by NSW health professional

statutory board or a NSW or national professional association, or where
the public health organisation wants to implement a more stringent
process for checking overseas qualifications, public health
organisations should request the applicant to provide the original
certificate or transcript appropriately translated into English by an
officially accepted State translation body and certified as such.
March 2005 22
Where this is not possible, the applicant should be requested to provide
the original certificate or transcript appropriately translated into English
by an officially accepted Commonwealth translation body and certified
as such.
Where this is not possible, the applicant should be requested to provide

a photocopy of an original academic certificate or academic transcript if
the certificate is not available, signed and dated by persons approved to
provide statutory declarations witnessed overseas.
The NSW Community Relations Commission (www.crc.nsw.gov.au) and

the Commonwealth Department of Immigration and Multicultural and
Indigenous Affairs (www.immi.gov.au) are both officially accepted
translation bodies. These organisations also scrutinise the veracity of
the documents to be translated, unlike many private translation
services.
Persons approved to provide statutory declarations witnessed overseas

are:
Notaries public (officials, usually solicitors, authorised to certify
contracts and other such official documents) or
A person appointed to hold, or act in, the office in a country or place
outside Australia in an Australian Embassy, High Commission,
Legation or other post as:
o Australian Consul-General, Consul or Vice-Consul;
o Australian Trade Commissioner or Consular General;
o Australian Ambassador or High Commissioner;
o Australian Minister, Head of Mission, Commissioner, Charge
d’Affaires or Counsellor; or
o Australian Secretary or Attaché.
It is also recommended that the public health organisation use

additional means to test the competency of the applicant prior to
appointment if there is any doubt about the authenticity of the overseas
qualification.
3.12.5 Professional registration In addition to having appropriate qualifications, current registration with
the appropriate health professional statutory board is also required to
confer authority to practice in some professions. The registering
authority issues each health professional an authority to practice each
year. Prior to appointment and preferably at the time of the interview,
public health organisation representatives must verify that the applicant
is currently registered.
March 2005 23
The public health organisation representative should sight the current
registration card issued by the health professional statutory board. If the
appropriate statutory board does not issue a registration card or it is not
provided by the applicant, the public health organisation representative
should undertake other communication with the health professional
statutory board as necessary to confirm currency of registration.
In NSW, health professional statutory boards cover professions such as

podiatry, dental technicians, chiropractic, osteopathy, optometry,
nursing, physiotherapy, psychologists, optical dispensers, dentistry,
pharmacy and medical practitioners.
Further information about some of the health professional statutory

boards in listed in Attachment 6 (Health Professionals Registration
Boards).
The New South Wales Medical Board (www.nswmb.org.au) is required

to give notice of orders made or conditions imposed on a medical
practitioner to the practitioner's employer.
The Board sends a letter to the Chief Executive (CEO) of the public
health organisation to notify the employer of the suspension or
deregistration of NSW registered medical practitioners arising from, for
example, orders from the Medical Tribunal of NSW or the Professional
Standards Committee, or to notify the employer of any other actions
that affect the status of the medical practitioner’s registration. These
provisions extend to any place (including private) where a doctor is
accredited.
The Australian Medical Council is responsible for verifying

documentation for specialists. Further information is available from the
Australian Medical Council’s website www.amc.org.au/aondocs.asp
3.12.6 Record keeping and An auditable record of any verification of qualifications and registration
random checks of successful applicants should be kept. This would include a signed
and dated statement by the convenor on copies of the relevant
documents or any other communications undertaken to verify the claims
made for professional, academic or VET qualifications and currency of
registration if applicable. In the case of recruitment consultants, they
should be obliged under their terms of engagement to provide the public
health organisation with written evidence that the required checks have
been completed.
Copies of documentation verifying professional, academic or VET

qualifications, and registration should be kept on the recruitment file as
well as the successful candidate’s personnel file.
It is also recommended that random checks on qualifications be

conducted in other cases, for example, where the qualifications are
claimed but are not central to the requirements of the position.
March 2005 24
3.12.7 Credentialing Requirements for Credentialing Committees regarding selection of
committees clinical privileges for specified medical staff are outlined in Guidelines
for the Delineation of Clinical Privileges of Medical Staff (PD2005_497).
Further information about credentialing is available from the Australian
Council for Safety and Quality in Healthcare (www.ccpproject.com.au).
3.12.8 Referee checks Referee checks are to be used in arriving at the selection
recommendation and must be undertaken, at least, in relation to the
preferred applicant or applicants. They should be obtained from
referees with first hand knowledge of the applicant’s performance
relevant to the selection criteria, preferably supervisors/managers.
The applicant’s current supervisor must not be contacted without the

applicant’s consent.
3.13. Selection The selection recommendation is to be based on the integration of

recommendation information gathered and verified throughout the selection process.
Unless no applicant is considered capable of meeting the requirements
of the job, the selection committee is to recommend the most
meritorious applicant, based on a comparative assessment of the
applicants’ abilities, skills, knowledge, qualifications and potential
against the selection criteria.
The selection recommendations must be documented in a manner that

clearly explains the decision making process and be in a form that
allows it to be reviewed. The selection recommendation should not
merely state a score or rating of the highest ranked applicant.
If a selection committee is unable to reach a unanimous decision, the

committee member in disagreement should prepare a minority report
detailing areas of disagreement and provide an alternative
recommendation. The minority report should be submitted to the Chief
Executive or delegate along with the committee’s final report.
3.14. Selection decision The Chief Executive, or delegate, makes the final decision on
appointment based on the selection committee’s report and
recommendation.
If the selection decision by the Chief Executive or delegate overturns

the selection recommendation, then it must be documented in a manner
that clearly explains the decision making process, and be in a form
which allows it to be reviewed and/or defended if an appeal is lodged.
Unfavourable treatment based on age, sex, pregnancy, disability, race,

colour, ethnic or ethno-religious background, descent or nationality,
marital status, carer’s responsibilities, homosexuality or transgender
identity may constitute discrimination under the Anti-Discrimination Act
1977 (NSW).
In addition, employment, promotion or transfer cannot be refused on the

basis of the prospective employee being closely related to or having a
close personal relationship with another employee. (Refer to
PD2005_201, The management of employment, promotion and transfer
where employees are closely related or have a close personal
relationship for further information.)
March 2005 25
3.15. Post selection A Criminal Record Check is to be conducted for the selected applicant
3.15.1 Criminal record checks prior to an offer of employment being made. For details of the process
and any following action, refer to PD2005_109, Procedures for
Recruitment and Employment of Staff and Other Persons - Vetting and
Management of Allegations and Improper Conduct, and PD2005_177,
Policy and Procedure for Employment Screening of Staff and Other
Persons In Child Related Areas.
3.15.2 Declarations of health Prior to appointment, if not required earlier, the recommended applicant
conditions must be given an opportunity to declare any health condition that may
require the public health organisation to make reasonable adjustment.
(Refer to Attachment 7. Model Health Declaration Form).
3.15.3 Letters of appointment Letters of offer, letters of appointment or other contractual

documentation are to detail the start date and terms and conditions of
the position (eg reference to relevant Awards, commencing salary,
employment status, etc). If any specific conditions apply to the
appointment (eg a probationary period), these should also be stated.
In relation to qualifications for the position, the letter should:

Include a provision that permits an employer to terminate the
employment of an applicant who falsely claims qualifications or
provides false identification documentation,
Advise that random checks may be made with educational
institutions, and
Require appropriate proof of tertiary qualifications (as outlined in
“Verification of Tertiary Qualifications”) as a condition of
appointment if sighting of that proof has not been possible at
interview (for example telephone interview).
3.15.4 Sponsoring overseas Where public health organisations select an overseas trained doctor
medical practitioners for into a declared Area of Need position, and where the doctor is not a
employment in Australia permanent resident of Australia, he/she must obtain a Medical
Practitioner working visa prior to commencing employment.
Sponsorship by an Australian organisation is a requirement for the
Medical Practitioner visa.
For further information on the Area of Need program and related visa
requirements, refer to the Department’s Area of Need website at
http://www.health.nsw.gov.au/othp/ and the Department of Immigration
website at http://www.immi.gov.au/allforms/tmp/index.htm.
3.15.5 Advice and feedback to All applicants are to be advised of the outcome of their application in a
applicants timely manner.
Post-selection feedback is to be provided to unsuccessful applicants

upon request. Effective feedback can reduce the number of
unnecessary appeals by informing applicants of the reasons for the
selection decision.
3.15.6 Publication of All permanent appointments are to be published within the public health
permanent organisation in accordance with the Government and Related
appointments Employees Appeal Tribunal Act 1980.
3.15.7 Orientation Orientation should be provided to all new employees upon entry on duty
(refer to PD2005_187, Orientation Policy for NSW Health, for further
March 2005 26
information).
3.15.8 Retention of records In accordance with the General Disposal Authority (GDA12) –
Personnel Records issued by the State Records Authority of NSW,
vacancy/recruitment files are to be retained for 2 years after recruitment
has been finalised. However, unsuccessful applications may be
destroyed after 12 months, provided that all eligibility lists relevant to
the position have expired, and that all appeal processes regarding the
position have been completed.
3.16. Appeals process If, after exhausting all internal grievance and complaint mechanisms, an
eligible unsuccessful applicant remains aggrieved, the following
avenues are available for redress/assistance:
NSW Anti Discrimination Board
Human Rights and Equal Opportunity Commission [Federal]
Industrial Relations Commission of NSW
NSW Independent Commission Against Corruption (ICAC)
NSW Office of Employment Equity and Diversity (OEED) - formerly
NSW Office of the Director of Equal Employment Opportunity in Public Sector
Employment (ODEOPE)
NSW Ombudsman’s Office

Government and Related Employees Appeal Tribunal (GREAT)vi
In addition, employees are entitled to seek assistance on grievance and

complaint issues from their unions and professional associations at any
time.
vi
The appeals process under GREAT is designed to provide an independent mechanism of accountability. GREAT conducts an independent
inquiry into selection and promotion decisions. Under The Government and Related Employees Appeal Tribunal Act 1980, public health
organisation employees in receipt of remuneration up to the equivalent of the maximum for clerk grade 12 under the Crown Employees
(Administrative and Clerical Officers - Salaries) Award (currently $94,165pa) may appeal on the grounds that they believe they are more
entitled to the vacant position. The appeal is decided in relation to the selection criteria for the position. Public health organisation employees
may only appeal against recruitment and promotional decisions within their own Public health organisation. The decision of GREAT is final,
subject only to a right of appeal to the Supreme Court on questions relating to points of law.
March 2005 27
4. CHECKLIST FOR IMPLEMENTING BETTER PRACTICE FOR
RECRUITMENT AND SELECTION
This Checklist is provided to assist public health organisations develop or review existing procedures:
4.1. Procedures
Yes No
Does your public health organisation have recruitment and selection

procedure guidelines?
Were stakeholders involved in the development of the procedures?
Do the procedure guidelines

• clearly support merit-based selection and the principles of
equity?
• support non-discriminatory and ethical recruitment practices?
• (if relevant) articulate public health organisation processes
for the use of psychological/physical testing/assessment as a
selection tool?
Are procedures and processes “user-friendly”?
Are staff and managers aware of the policy and procedures for
recruitment and selection?
Is training in recruitment and selection processes mandatory for

managers/supervisors?
Are consistent recruitment and selection practices in place across the

public health organisation?
Does the public health organisation have an Aboriginal Employment

Strategy that has specific recruitment and selection strategies that are
integrated into the organisation’s recruitment and selection
procedures?
March 2005 28
4.2. Review of position description and selection criteria
Yes No
Do all positions have a current position description approved by the

Manager, Human Resources?
Are all position descriptions in the public health organisation produced

in a standard format and include in the selection criteria the skills,
knowledge, abilities, behaviour, attitude and expectations required to
perform the job?
Does the public health organisation conduct exit interviews and use
the information when reviewing position descriptions and selection
criteria?
Does a job demands checklist exist for appropriate positions to

identify potential risk areas associated with the job? (refer to
attachment 2.)
Are formal qualifications included in selection criteria only where they

are required by an industrial award/legislation?
4.3. Job evaluation
Yes No
Does the public health organisation have a methodology for analysis

and evaluation of positions?
4.4. Redeployment
Yes No
Are redeployment options explored for each vacancy in relation to

staff who are unable to return to the duties of their existing position
after long-term illness or injury?
Are redeployment options explored for each vacancy in accordance

with the Department of Health policy on managing displaced
employees prior to the positions being advertised?
March 2005 29
4.5. Advertising
Yes No
Does the public health organisation have an advertising strategy that

includes monitoring and evaluation of costs?
Is there a coordinated and standardised approach to advertising

within the public health organisation?
Does the public health organisation optimise access to advertised

positions through the use of Internet/Intranet and other electronic
facilities as well as the print media?
Are all external advertisements placed on HealthJobs, the NSW job

vacancy database?
Do public health organisation advertising and information packages

contain information relating to criminal record checks (particularly in
relation to vacancies for child related positions), any pre-employment
screening used as part of the selection process, and requirements in
relation to proof of relevant tertiary qualifications?
4.6. Eligibility lists
Yes No
Where the public health organisation uses eligibility lists, are these
limited to a maximum of 6 months, or 12 months for base grade/entry
level positions?
4.7. Use of recruitment consultants
Yes No
Does the public health organisation seek approval from the

Department of Health prior to engaging the services of a recruitment
consultant?
March 2005 30
Are the principles of merit and equity applied to recruitment through a
consultant?
4.8. Convening a selection committee
Yes No
Do all selection committees include an external independent person?
Are all convenors trained in the public health organisation recruitment

and selection processes?
When recruiting for designated Aboriginal positions does the public

health organisation have an Aboriginal person on the selection
committee?
4.9. Culling
Yes No
Do all members of the selection committee participate in the culling

process?
4.10. Information gathering
Yes No
Is all information gathering, including referee checks, conducted in

relation to only the selection criteria and the applicant’s
appropriateness to perform the position?
Do all members of the selection committee have input to interview and

question design?
Are applicants advised of the members of the Selection Committee,

interview format and any special aspect of the selection process prior
to the interview (eg tests, reading time for interview questions)?
4.11. Verification of identity, tertiary qualifications, registration, and other information
March 2005 31
Yes No
Are applicants required to provide proof of identity, professional

registration (if applicable) and tertiary qualifications (if applicable) at
the time of the interview?
Does the public health organisation keep an auditable record of any

verification of qualifications and registration of successful applicants
on file?
Are referee checks undertaken, as a minimum, in relation to the

preferred applicant)s)?
4.12. Selection recommendation
Do the recommendations contain a comparative analysis of each a

applicant’s performance against selection criteria?
4.13. Selection decision
Do the documentation and processes relating to the selection stand

up to scrutiny under appeal conditions?
4.14. Post selection
Does the convenor request a criminal record check and wait to

receive a clearance prior to making an offer?
Is the successful candidate given an opportunity to declare any health

conditions that may require adjustment by the public health
organisation?
Are all applicants advised in a timely manner of the outcome of their

application?
Are applicants advised that post-selection feedback is available?
Are all selection documents stored securely and committee members

advised about confidentiality?
March 2005 32
Are new appointments published appropriately ie internally within the
public health organisation?
Is orientation provided to all new appointees upon entry on duty?
Are all recruitment and selection records retained as required by State

Records Authority of NSW?
Does the convenor sight proof of current professional registration (if

applicable) and tertiary qualifications (if applicable) prior to
appointment (if they are not available at interview)?
Are random checks made on qualifications where those qualifications

are not central to the requirements of the position?
4.15. Appeals process
Is an internal grievance/appeals mechanism available for eligible

unsuccessful applicants?
March 2005 33
ATTACHMENT 1 – Recruitment and selection process model
The main features of the recruitment and selection process are displayed below.
Existence of a vacancy or
temporary vacancy Selection Strategy
Review position description, Culling

including selection criteria
Decision by CE/delegate whether or Information Gathering

not to fill the vacancy > Interview
Determination of method of filling the vacancy Information Verification
REDEPLOYMENT Selection Recommendation

(internal or external redeployment)
TRANSFER AT LEVEL Selection Decision

> Publication of Appointments
CLOSED MERIT SELECTION

(displaced employees with priority of
employment)
Post-Selection Action
MERIT SELECTION PROCESS
ADVERTISING
GRIEVANCES/APPEALS
RECRUITMENT PROCESS
Convene Selection Committee
March 2005 34
ATTACHMENT 2 – Model job demand checklist
The purpose of this form is to manage the risk associated with the position in relation to the occupant.
It may be use to provide information about the position to a Health Professional required to perform a
pre-employment medical assessment. Identification of possible risk can also assist with the
development of a training plan for the occupant to ensure the risks are minimised.
This form is to be completed by the manager/supervisor of the position being recruited to.
TASKS PERFORMED: (eg Client Assessments, Administration, Client Treatment, Liaison, Patient Care)
Position: Department: Facility:

FREQUENCY DEFINITIONS
Occasional – Activity exists up to 1/3 of the time when performing the task
Frequent – Activity exists between 1/3 and 2/3 of the time when performing the task.
Constant – Activity exists more than 2/3 of the time when performing the task.
Repetitive – Activity involves repetitive movements.
Frequency
O F C R N/
Demands Description A
Physical Demands of Job Tasks
Kneeling/Squatting Tasks involve flexion/bending at the knees and ankle,
possibly at the waist in order to work at low levels
Leg/Foot Movement Tasks involve use of the leg and or foot to operate
machinery
Hand/Arm Movement Tasks involve use of hands/arms – eg stacking, reaching,
typing, mopping, sweeping, sorting, and inspecting.
Bending/Twisting Tasks involve forward or backward bending or twisting at
the waist.
Standing Tasks involve standing in an upright position without moving
about
Driving Tasks involve operating any motor powered vehicle
Sitting Tasks involve remaining in a seated position during task
performance
Reaching Tasks involve reaching overhead with arms raised above
shoulder height or forward reaching with arms extended.
Walking/Running Tasks involve walking or running on even surfaces
Tasks involve walking on uneven surfaces
Tasks involve walking up steep slopes
Tasks involve walking down steep slopes
Tasks involve walking whilst pushing/pulling objects
Climbing Tasks involve climbing up or down stairs, ladders,
scaffolding, platforms, trees
Working at heights Tasks involve making use of ladders, foot stools,
scaffolding, etc. anything where the person stands on an
object other than the ground.
Lifting/Carrying Tasks involve raising/lowering or moving objects from one
level/position to another, usually holding an object within the
hands/arms
1. Light lifting/carrying (0-9 Kg)
2. Moderate lifting/carrying (10-15 Kg)
3. Heavy lifting/carrying (16 Kg and above)
March 2005 35
Frequency
O F C R N/
Demands Description A
Restraining Tasks involve restraining patients/clients/others
Pushing/Pulling Tasks involve pushing/pulling objects away from or towards
the body. Also includes striking or jerking.
Grasping Tasks involve gripping, holding, clasping with fingers or
hands.
Manual Dexterity Tasks involve fine finger movements – ie keyboard
operation, writing.
Sensory Demands of Job Tasks
Sight Tasks involve use of eyes (sight) an as integral part of task
performance – ie looking at screen/keyboard in computer
operation, working in dark environment, interpreting x-ray
film, etc.
Hearing Tasks involve working in a noisy area – eg boiler room,
workshop and/or operation of noisy machinery/equipment
Smell Tasks involve the use of the smell senses as an integral
part of the task performance – eg working with chemicals
Taste Tasks involve use of taste as an integral part of task
performance
Touch Tasks involve use of touch as an integral part of task
performance
Psychosocial Demands
Tasks involve interacting with distressed people
Tasks involve interacting with people with mental
illness/disability
Exposure to Chemical Hazards
Dust Tasks involve working with dust – eg sawdust
Gases Tasks involve working with gases
Fumes Tasks involve working with fumes – ie, which may cause
problems to health if inhaled.
Liquids Tasks involve working with liquids which may cause skin
irritations if contact is made with skin – eg dermatitis
Hazardous Substances Tasks involve handling hazardous substances including
storage and or transporting.
Working Environment
Lighting Tasks involve working in lighting that is considered
inadequate in relation to task performance – eg glare
Sunlight Exposure to sunlight
Temperature Tasks involve working in temperature extremes – eg
working in a cool room, working outdoors, boiler room
Confined Spaces Tasks involve working in confined spaces
Accident Risk
Surfaces Tasks involve working on slippery or uneven surfaces
Housekeeping Tasks involve working with obstacles within the area – bad
housekeeping
Heights Tasks involve working at heights below knee level and/or
above shoulder height.
Manual Handling Tasks involve manual handling tasks
Biological Hazards
Biological Products Tasks involve working with blood/blood products/body fluids
March 2005 36
NOTE: Please make a statement summarising significant physical/other demands required to
perform this job, eg. the job will involve frequent hand/arm movements and prolonged sitting.
Name: _____________________ Signature: ___________________ Date: _____________________
March 2005 37
ATTACHMENT 3 – Table of comparison of selection methods vii
Reliability Structured Reference Academic Ability Personality Work Assessment

Interview Checks Performance Tests Inventories Sample Centre
+ Low Tests
++ Moderate
+++ High
Economical ++ +++ +++ +++ +++ + +
Practical ++ ++ +++ +++ +++ ++ +
Acceptable ++ +++ +++ ++ ++ +++ +++
Validity ++ + + +++ ++ +++ +++
Transferable ? - - +++ ++ + ?
Saville and Holdworth suggest that selection methods have varying degrees of effectiveness and reliability in terms of economy, practicability,
acceptability and transferability. The analysis of reliability is outlined in the table above.
In terms of economy, work sample tests and assessment centres are not the most economical. However, in terms of validity it appears that ability
test, work sample tests and assessment centres provide the best results. All these factors are important ones in deciding which selection methods
will be most efficient and effective whether they are used in isolation or in combination with a range of techniques. In order to provide for better
prediction of future work performance of job applicants consideration should be given to the use of a broad range of selection methods and
techniques and to determine merit in addition to interviews.
vii
Saville and Holdworth (Aust.)
March 2005 39
ATTACHMENT 4 – Model proof of identity – vetting of applicants
NSW Health has a duty of care to provide a safe environment for all employees, patients and clients.
NSW Health is committed to preventing any form of abuse of patients and clients by staff and
ensuring that all staff actively seeks to protect children and other vulnerable persons from abuse and
harm.
The purpose of seeking proof of identity is to protect employee and clients of the public health
organisation from imposters that may pose a threat to this environment. The vetting for proof of
identity is a critical part of ensuring the safety of patient/clients.
The applicant is to provide the following documentation to support their true identity.
NAME OF APPLICANT:
Please indicate by ticking the appropriate box which documentation has been verified.
A passport (where possessed); OR where a person does not have a passport, photo proof of
identity certified in the manner required for obtaining an A Australian passport will suffice 100 points
Items as listed to value 100 points 100 points
Isolated Aborigine/Torres Strait Islander (Aboriginal/Torres Strait Islander applicants
must have at least one Aboriginal/Torres Strait Islander referee) 70 points
Citizenship Certificate 40 points
Birth Certificate 40 points
License issued under law (eg driver license, professional license to practice) 40 points
Public Service ID (photo) 40 points
Social Security Card (photo) 40 points
Tertiary Education ID (photo) 40 points
Employment ID (photo) 40 points
ID Card issued by employer (Name and Address) 35 points
ID issued by employer (Name Only) 35 points
Rates Notice 35 points
Credit/Debit Cards, Pass Books one only per institution) 25 points
Medicare Card 25 points
Membership card: 25 points
• Union or trade, professional bodies
• Educational institution
N.B. THE POINT SCORE OF DOCUMENTS PRODUCED MUST TOTAL AT LEAST 100 POINTS.
I, (PRINT NAME) verify that the above documents have

been
sighted.
Designation:
Signature: Date: __________________
March 2005 40
ATTACHMENT 5 – Allied health professional association
Organisation Address Phone / Fax

PO Box 4956
Australian Ph: (02) 6273 0199
KINGSTON ACT 2604
Association of Social
Fax: N/A
Workers Email: aaswnat@aasw.asn.au
Web: www.aasw.asn.au
PO Box 1169
Australian Institute of Ph: (03) 9419 3336
32 Bedford Street
Radiography
COLLINGWOOD VIC 3066 Fax: (03) 9416 0783
Email: air@a-i-r.com.au
Website: www.a-I-r.com.au
Locked Bag 409
Australian Ph: (02) 9748 1505
SILVERWATER BPC NSW 1811
Physiotherapy
Fax: (02) 9647 2244
Association Email: nsw.branch@physiotherapy.asn.au
Website: www.physiotherapy.asn.au
Suite 20 / 450 Elizabeth Street
Australian Podiatry Ph: (02) 9698 3751
SURRY HILLS NSW 2010
Association
Fax: (02) 9698 7116
Email: apoda@podiatry.asn.au
Website: www.podiatry.asn.au
Level 11, 257 Collins Street
Australian Ph (03) 8662 3300
MELBOURNE VIC
Psychological
Toll free:1800 333 497
Association Email: contactus@psychsociety.com.au
Fax: (03) 9063 6177
Website: www.psychsociety.com.au
Suite 6, 19-23 Hoddle Street
Audiological Society Ph: (03) 9416 4606
RICHMOND VIC 3121
of Australia
Fax: (03) 9416 4607
Email: info@audiology.asn.au
Website: www.audiology.asn.au
Unit 1, 8 Phipps Close
Dieticians Ph: (02) 6282 9555
DEAKIN ACT 2600
Association of
Fax: (02) 6282 9888
Australia (NSW) Email: nationaloffice@daa.asn.au
Website: www.daa.asn.au
Unit 20, 13 Avenue of the Americas
Occupational Ph: (02) 9648 3225
NEWINGTON NSW 2127
Therapy Australia
Fax: (02) 9737 0023
NSW Email: info@otnsw.com.au
Website: www.otnsw.com.au
March 2005 41
PO Box 1175
Orthoptic Ph: (03) 9521 9844
HAMPTON NORTH VIC 3188
Association of
Fax: (03) 9597 0990
Australia Email: admin@orthoptics.org.au
Website: www.orthoptics.org.au
Suite 3, 27-33 Raglan Street
Society of Hospital Ph: (03) 9690 6733
SOUTH MELBOURNE VIC 3205
Pharmacists of
Fax: (03) 9696 7634
Australia Email: shpa@shpa.org.au
Website: www.shpa.org.au
2nd floor, 11-19 Bank Place
Speech Pathology Ph: (03) 9642 4899
MELBOURNE VIC 3000
Australia
Ph (NSW Branch):
Email: office@speechpathologyaustralia.org.au
(02) 9743 0013
NSW Branch Email:
Fax: (03) 9642 4922
sppathnsw@email.cs.nsw.gov.au
Website: www.speechpathologyaustralia.org.au
March 2005 42
ATTACHMENT 6 – Health professionals registration boards
The Health Professional Registration Boards as a Branch of one of the Department's divisions
provides administrative support for the registration of a number of health professional groups.
The postal address for the following nine statutory Boards is:
Level 2 or PO Box K599

28 – 36 Foveaux Street Haymarket NSW 1238
Surry Hills NSW 2010
The information below is provided as a guide and it is recommended that Public health organisations
check current registration requirements directly with the relevant registration board. All registration
boards listed below require annual renewal of authority to practise.
Mutual Recognition
Under the provisions of the Mutual Recognition Act, 1992 a person who has a current authority to
practise in one State/Territory in an occupation recognised as equivalent to an occupation in another
State/Territory, is eligible to be registered and to carry on that equivalent occupation in that second
State or Territory. This right may be exercised provided that certain conditions, including lodgement of
a statutory declaration (written notice), are met. From 1st May 1998 the Mutual Recognition
arrangements have been extended to include New Zealand, under the Trans Tasman Mutual
Recognition Act 1997. Mutual Recognition provides an additional and alternative avenue for obtaining
registration.
CHIROPRACTIC REGISTRATION BOARD

Contact Phone: (02) 9219 0277 Fax: (02) 9281 2030
Details Email: chiroreg@doh.health.nsw.gov.au
Website: www.chiroreg.health.nsw.gov.au
Registration New graduates: NSW educational institutions send names of all new graduates to the
procedures Board which allows cross checking of documents supplied by applicant. The applicant
as at 4 must present an original letter from the educational institution, or certified photocopy of
June 2004 degree/award. Acceptable certification is by a Justice of the Peace (JP), solicitor or
public notary, certifying it as a true copy of the original.
Mutual recognition: Applicant must supply the original or certified copy of their current
authority to practice from the registering authority in that state, territory or New
Zealand. The Board seeks verification from all Australian registering authorities
regarding applicants’ previous or current registration status.
Other overseas qualifications: Applicants who do not have qualifications recognised by

the Board, including applicants for assessment under the skilled migration provisions,
and who meet certain criteria, may apply for registration after successfully completing
the Board’s competency examination.
Obtaining Phone, email or fax inquiry with as many details as possible to confirm identity. Board
registration can confirm if the person is registered or not. Nil fee.
verification
March 2005 43
DENTAL TECHNICIANS REGISTRATION BOARD
Contact Phone: (02) 9219 0233 Fax: (02) 9281 2030
Details Email: dtech@doh.health.nsw.gov.au
Website: www.dtechreg.health.nsw.gov.au
Registration Applicants are eligible for registration if they have completed an approved TAFE
procedures course (Australia wide) and provide evidence of completing a prescribed number of
as at 4 hours practical work. In addition, TAFE NSW conducts an examination for its students
June 2004 on behalf of the Board.
TAFE NSW notifies the Board of the exam results, whether passed or not. Identity
checking is conducted prior to the examination.
Mutual recognition: Requires an original or a photocopy of a current practicing

certificate certified by a JP, public notary or a solicitor.
Overseas qualification: The Board conducts a practical examination for interstate and
overseas trained applicants (an examination is not required for applicants under
mutual recognition).
registration can confirm if the person is registered or not. Nil fee.
verification
NURSES REGISTRATION BOARD

Contact Phone: (02) 9219 0222 or rural access number:
Details 1800 241 220 (mobile phones excluded)
Facsimile: (02) 9281 2030
Email: nursesreg@doh.health.nsw.gov.au
Website: www.nursesreg.nsw.gov.au
Registration In mid year, relevant universities send the Registration Board details of students likely
procedures to graduate. At the end of the year, the universities send the Registration Board letters
as at 4 listing students who have successfully completed approved courses. Registration is
June 2004 only finalised after sighting acceptable proof of identity and letter from the University
confirming completion of qualification.
Mutual recognition:
Nurses must supply a current practising certificate or a certified copy (endorsed,
signed and verified by a JP other authorised person). Faxed applications/documents
are not accepted. The Board contacts all state, territory and New Zealand regulatory
authorities to check qualifications, registration status and disciplinary matters.
Overseas qualifications: Original documents are preferred. Photocopies may be

accepted in some circumstances. A broad range of documentation may be required
including transcript of education, hospital certificates, the initial registration certificate,
documentary evidence of nursing experience, proof of identity documents, etc. Check
the website for detailed information.
Obtaining Phone or fax inquiry with applicant’s full name and registration number for the Board
registration to confirm that the person holds a current practising certificate. Nil fee. The Board will
verification not disclose any personal details or the registration number.
March 2005 44
OPTICAL DISPENSERS LICENCING BOARD
Contact Phone: (02) 9219 0211 Facsimile: (02) 9281 2030
Details E-mail: opticalreg@doh.health.nsw.gov.au
Website: www.opticalreg.health.nsw.gov.au
Registration The Board will accept photocopy of applicant’s diploma or certificate in optical
procedures dispensing, certified by a JP as a true copy of the original.
as at 4 Licensing of optical dispensers only occurs in NSW, WA and South Australia, as well
June 2004 as New Zealand. A qualification for a licence includes tertiary training, documentation
of a prescribed number of hours of practical experience via logbook and application to
the Board for a licence.
Mutual recognition: Only applicants from NSW, SA, WA and New Zealand are eligible
for consideration under mutual recognition. Applicants are required to produce
evidence of current registration in one jurisdiction and then provide this with an
application form and application fee to the registration authority in the state, territory or
country in which they wish to be registered. Evidence of current registration must
show the expiry date.
Overseas qualifications: Applicants must provide evidence of qualifications and proof

of identity. The Board may require a proficiency test to confirm practical skills.
registration can confirm if the person is registered or not. Nil fee. The Board will not disclose any
verification personal details or the registration number.
OPTOMETRISTS REGISTRATION BOARD

Details Email: optomreg@doh.health.nsw.gov.au
Website: www.optomreg.health.nsw.gov.au
Registration The University of NSW sends a letter to the Board confirming students who have
procedures graduated. Provisional registration is provided, followed by full registration after
as at 4 graduation. For other approved courses in Australia and New Zealand, the Board
June 2004 requires a copy of the graduate certificate certified by a JP, solicitor or public notary as
a true copy of the original.
Mutual recognition: Requires an original or a photocopy of a current practicing

certificate certified by a JP, public notary or a solicitor.
Overseas qualifications: Those with non-recognised qualifications are required to

undertake an examination.
OSTEOPATHS REGISTRATION BOARD

Details Email: osteoreg@doh.health.nsw.gov.au
Website: www.osteoreg.health.nsw.gov.au
Registration New graduates: UWS, RMIT and University of Victoria, as the recognised educational
March 2005 45
procedures institutions, provide the Board with a list of those eligible to graduate at year-end. The
as at 4 Board provide provisional registration, which is updated to registration when the Board
June 2004 received confirmation from the above of those students who have graduated.
Mutual recognition: Applicants must supply an original or a complete and accurate

copy of their authority to practice, certified as such by a JP, solicitor or public notary.
As at June 2004, mutual recognition is not applicable for applicants outside Australia.
Check with the Registration Board for current information.
Overseas qualifications: A Board examination is conducted for overseas applicants.
PHYSIOTHERAPISTS REGISTRATION BOARD

Details Email: physioreg@doh.health.nsw.gov.au
Website: www.physioreg.health.nsw.gov.au
Registration A number of educational institutions send the Registration Board lists of graduates for
procedures that year and these are used to verify applicants’ documentation. For graduates not on
as at 4 the lists, the Registration Board requires an original letter from the University stating
June 2004 that the requirements of the course have been met or an original or certified copy
stating that this is a true copy of the degree. A transcript of course may be accepted if
states the degree has been awarded.
Mutual recognition:
Requires an original or a photocopy of a current annual practising certificate which is
certified by a JP or a solicitor.
Overseas qualifications:
1) Holders of AECOP Final Certificate.
2) Based on recommendations of the Australian Council of Physiotherapy
Regulating Authorities Incorporated, which were prepared due to a national
shortage of physiotherapists, the Registration Board has developed criteria
governing the temporary registration of some overseas trained
physiotherapists meeting criteria determined by the Board. The process
includes the requirement that approval is granted for work at only the
nominated host health facility. Contact the Board for current requirements.
Obtaining Phone with registration number or surname. Board can confirm if the person is
registration registered or not – nil fee. The Board will not disclose any personal details or
verification registration number.
PODIATRISTS REGISTRATION BOARD

Details Email: podreg@doh.health.nsw.gov.au
Website: www.podreg.health.nsw.gov.au
Registration New graduates: NSW educational institutions send the Registration Board lists of
procedures graduates for that year and these are used to verify applicants’ documentation.
as at 4 Applicant must present original letter from issuing educational institution, or certified
June 2004 photocopy of degree/award. Certification accepted by JP, solicitor or public notary, as
a true copy of the original.
Mutual recognition: Applicant must arrange for a certificate of good standing to be
March 2005 46
forwarded to the Board by the registering authority in that state, territory or country.
The Board sends a fax broadcast to registering authorities in other jurisdictions
regarding applicants’ previous or current registration status.
Interstate or overseas qualification: The Australasian Podiatry Council

(http://www.apodc.com.au) is responsible for all applications for registration from those
with overseas qualifications. Assessment includes written, practical and oral
examinations.
PSYCHOLOGISTS REGISTRATION BOARD

Details Email: psychreg@doh.health.nsw.gov.au
Website: www.psychreg.health.nsw.gov.au
Registration A copy of the applicant’s academic qualifications must be sent directly from the
procedures academic institution to the Registration Board in a sealed envelope, as arranged by
as at 4 the applicant. The Board does not accept certified copies. When an applicant is
June 2004 enrolled in a higher degree, the board requires a letter from the University detailing
current enrolment including name of course and date of commencement of the course.
At the completion of coursework and placements of the course, the Board requires a
letter from the University signed by the Course Coordinator or Head of Department
confirming this requirement has been met.
Mutual recognition: Applicant must supply original or copy of their current practising
certificate from their jurisdiction. All attachments must be certified by a JP or a
solicitor.
Overseas qualifications: are assessed individually and the Board regularly seeks
advice from the Australian Psychological Society. Overseas applicants must provide
original degree transcripts, sent directly by the educational institution, as well as
evidence of the nature and duration of the practical / supervised experience held so
that an assessment can take place. Academic transcripts, if other than English, must
be accompanied by an English language translation.
Obtain Phone, email or fax inquiry with as many details as possible to confirm identity. Board
In addition, the following registering authorities in New South Wales are relevant to the Health
workforce:
NSW MEDICAL BOARD

Details Email: nswmb@nswmb.org.au
Website: http://www.nswmb.org.au
PHARMACY BOARD OF NSW

Details Email: info@pbnsw.org.au
Website: http://www.pbnsw.org.au/default.htm/
Please contact the Boards directly regarding registration for Medical Practitioners and Pharmacists.
March 2005 47
ATTACHMENT 7 – Model health declaration form
NSW Health is committed to supporting a person chosen on the basis of merit to carry out the inherent
job requirements and job demands of a position.
The purpose of this declaration is to allow you to identify a need for the public health organisation to
discuss options of reasonable adjustment that will assist you in your new position.
This declaration is to be completed prior to appointment.
I have read the inherent job requirements and job demands for the position and
where applicable these requirements have been explained to me. I have ticked the appropriate
statement below:
□ I am not aware of any health condition that might interfere with my ability to perform
the inherent job requirements and job demands of this position
□ I have a health condition that may require the employer to provide me with services or
facilities (adjustments) so that I can successfully carry out the inherent job
requirements and job demands of the position
□ I understand that adjustments to the workplace can be made to assist employees with
disabilities in carrying out the inherent job requirements and job demands of the
position. Any adjustments I need have been discussed with the public health organisation prior
to completing this health declaration
□ I no longer wish to be considered for this position
I am aware that any false or misleading statements may jeopardise my appointment or continued
employment.
Name: Signature: Date:
Position: Contact Number:
March 2005 48

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Policy Directive

Department of Health, NSW

Recruitment & Selection - Policy & Better Practice - Public Health

Updated March 2005

1. ABOUT THIS DOCUMENT 4

1.4 Updates and feedback 4

1.6 Related NSW Health policies 4

1.7 Related legislation 5

1.8 Additional references/resources 5

2. NSW HEALTH POLICY 7

2.1. Purpose and scope 7

2.2. NSW Health policy 8

2.4. Other definitions 10

3. BETTER PRACTICE FOR RECRUITMENT AND SELECTION 12

3.2. Review of position description and selection criteria 12

3.3. Job evaluation 13

3.5. Other appointments without advertising 14

3.7. Eligibility lists 18

3.8. Use of recruitment consultants 18

3.9. Convening a selection committee 19

3.11. Information gathering 20

3.12. Verification of identity, tertiary qualifications, registration, and other information 21

3.13. Selection recommendation 25

3.14. Selection decision 25

3.15. Post selection 26

3.16. Appeals process 27

4. CHECKLIST FOR IMPLEMENTING BETTER PRACTICE FOR RECRUITMENT AND

4.2. Review of position description and selection criteria 29

4.3. Job evaluation 29

4.7. Use of recruitment consultants 30

4.8. Convening a selection committee 31

4.10. Information gathering 31

4.11. Verification of identity, tertiary qualifications, registration, and other information 31

4.12. Selection recommendation 32

4.13. Selection decision 32

4.14. Post selection 32

4.15. Appeals process 33

ATTACHMENT 1 – Recruitment and selection process model 34

ATTACHMENT 2 – Model job demand checklist 35

ATTACHMENT 3 – Table of comparison of selection methods 39

ATTACHMENT 4 – Model proof of identity – vetting of applicants 40

ATTACHMENT 5 – Allied health professional association 41

ATTACHMENT 6 – Health professionals registration boards 43

ATTACHMENT 7 – Model health declaration form 48

1.1 NSW Health policy Copies may be obtained at

1.3 Version Reviewed and updated in March 2005.

1.5 Rescinds A Framework for Recruitment and Selection (PD2005_211)

Job Vacancy Requirements (PD2005_246)

Appointment of visiting practitioners – policy for implementation

Appointment of staff specialists – policy for implementation

Assessment Programs for Overseas Qualified Registered Nurses,

Employment Health Assessment Policy and Guidelines (PD2005_186)

Framework for Employment of Nurses (PD2005_525)

Management of Employment, Promotion and Transfer where

Managing Displaced Employees (PD2005_517)

Orientation Policy for NSW Health (PD2005_187)

Pre-employment Screening of Security Staff (PD2005_326)

Procedures for Recruitment and Employment of Staff and Other

Anti-Discrimination Act 1977 (NSW)

Child Protection (Prohibited Employment) Act 1998 (NSW)

Commission for Children and Young People Act 1998 (NSW)

Disability Discrimination Act 1992 (Commonwealth) and Disability