Headline Action 4: Recruitment and progression

Recruitment and progression

Modernise the APS recruitment and promotion processes to apply a rigorous understanding of merit.

Objective

Create a level playing field and a fair go for all APS employees. 

Outcomes

The merit principle is being applied in a manner that provides fair opportunities for all, irrespective of cultural or racial background.

There are no systemic barriers to recruitment and progression for anyone.

Lead

APSC in collaboration with others.

The APS Employment Principles support the APS to be a career-based public service which recognises the diversity of the Australian community and fosters diversity in the workplace. This is underpinned by a merit principle which requires an assessment of candidates' relative suitability against the essential job requirements. 

A contemporary and rigorous application of the merit principle requires taking a holistic view of candidates’ work-related qualities and transferable knowledge and skill. It needs to recognise the value of diverse experience, skills, thinking and worldviews, as they pertain to making our work better. 

The APSC will develop guidance on how this contemporary and rigorous application of the merit principle can be implemented in practice.

Recruitment and promotion processes need to reflect a thorough understanding of merit, providing opportunities for all that are fair and equitable, irrespective of cultural or racial background. Agencies need to make sure that their recruitment arrangements actually reflect this knowledge. Assessments of merit need to recognise a broader suite of skills, styles and characteristics including emotional intelligence, cross-cultural awareness and cultural intelligence, as they improve our work. 

The APSC will also explore with relevant agencies specific barriers that have been identified in employment screening during recruitment.

Across the APS, agencies also need to be able to demonstrate transparency of their processes and decision-making.