Embedding the APS Values: Case studies and other supporting material

Please note: These documents are for reference purposes only and are no longer considered by the APS Commission to be current. They may contain good practice advice and/or advice on the transitional arrangements between the 1922 and 1999 Public Service Acts.

globe Useful references

Case study 21:
Insolvency and Trustee Service Australia:
Recruitment and selection

Background

About half of the Insolvency and Trustee Service Australia's (ITSA's) workforce requires a professional qualification, generally in accounting.

ITSA reviewed and updated its recruitment framework in 2000 prompted by:

workforce planning considerations identified by the ITSA leadership team, including:
- providing the best possible pool of applicants for any vacancy
- addressing labour market difficulties, particularly for staff with accounting qualifications
- promoting ITSA as an employer of choice
- ensuring that selection is conducted across a broad range of capabilities that will position ITSA to meet future challenges
legislative changes-ensuring that all those involved in recruitment and selection understand and comply with the requirements of the Public Service Act 1999, including the merit principle and APS Values
continuous improvement-having efficient, streamlined processes that reflect best practice and achieve business outcomes.

ITSA's policy and procedures provide sound guidance on meeting legislative requirements without the development of unnecessary process.

Description

Responsibility for recruitment and selection lies with the managers in each regional ITSA branch office. To help managers, guidelines are available on the recruitment and selection of both ongoing and non-ongoing employees. Each guideline is a simple reference document that:

highlights key strategic and workforce planning considerations
reinforces the legislative basis of recruitment in the APS
outlines each stage of the process from planning to induction of a new employee.

The following documents and templates are also provided to managers and selection advisory committees (SACs):

a recruitment planner-to enable recruitment exercises to be properly mapped out before advertising
draft Gazette and press advertisements-to ensure that advertisements include key messages and promote ITSA as an employer
pro-forma selection documentation-to ensure that comprehensive information is provided to prospective applicants
template SAC report-to help selection committees and delegates, and provide a format and methodology that helps in presenting SAC recommendations
pro-forma unsuccessful letters-to ensure that all applicants receive information about the outcome of selection processes, review rights and an opportunity to seek feedback.

Documentation and templates are all available on ITSA's intranet, with links to APS legislation and other key resources.

All selection criteria for vacancies include ITSA's five generic capabilities. In addition, job-specific criteria outline the key knowledge or experience required for a particular position. The generic capabilities (think strategically, achieve results, develop productive working relationships, demonstrate personal drive and integrity, and communicate effectively) are based on the APS Senior Executive Leadership Capability Framework. They provide indicators that describe the behaviour that would demonstrate the capabilities at each classification level. Use of the generic capabilities ensures ITSA selects employees who demonstrate the professionalism, ability and flexibility to support a high-performing organisation. Indicators for the APS Values and Code of Conduct are included within one of the capabilities at each level and help to ensure that an assessment is made of how work is done as well as what is achieved.

ITSA has produced the pamphlet Working with ITSA for general distribution. It is designed to promote ITSA to potential applicants outside the APS (private sector and accounting graduates) by outlining some of the nonremuneration benefits offered, such as work life balance and the commitment to employee development.

Key APS Values

The APS is a public service in which employment decisions are based on merit. (s. 10(1)(b) of the PS Act)

The APS promotes equity in employment. (s. 10(1)(l) of the PS Act)

The APS provides a reasonable opportunity to all eligible members of the community to apply for APS employment. (s. 10(1)(m) of the PS Act)

The APS provides a fair system of review of decisions taken in respect of APS employees. (s. 10(1)(o) of the PS Act)

For more information please contact:

SANDRA HAYHOE
PHONE 02 8233 7897
sandra.hayhoe@itsa.gov.au