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Last updated: : 4 March 2009
Ongoing employment – Recruitment and related issues
Please note: This document is no longer current and is provided for reference purposes only.
Frequently Asked Questions
- What are the rules about advertising to supplement a Gazette notification?
- Can a person have concurrent employment in the APS?
- This faq has been deleted. Refer to the following page for information on redundancies and employment
- Does an excess employee have any special status in a selection process?
- Are there any special legislative provisions relevant to selection of staff on, or anticipating, maternity leave?
- What is the best selection process for a non-ongoing employment opportunity that may become ongoing?
- What is the practice when an agency decides that work performed by a non-ongoing employee should be performed by an ongoing employee?
- Can an employment decision be cancelled?
- What are the rules about providing feedback to unsuccessful applicants and releasing selection documentation?
- What rights of review are there in relation to selection exercises?
- What are the administrative law principles relevant to recruitment and selection?
- Does an unsuccessful election candidate have a right of return to the APS?
- What happens when the government implements administrative re-arrangements?
- This FAQ has been deleted
- Can a work area use one selection exercise to select for employment opportunities at different classifications?
- Can an agency use generic selection criteria for individual selection exercises or for bulk recruitment exercises across different work areas?
- Are there any limitations on who can be included on a selection committee?
- How long does an agency need to keep selection records?
- What limitations are there on assigning different duties to an employee?
- If an applicant declines an offer of employment do they stay on the order of merit?
