Document 1
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‘Regarding the Appointment of Aaron Dodd Director- Surveillance Australian chief Plant Protection
Office
I wish to know:
Position number and when it was gazetted.
The position number is 105208
Was advertised in APS Jobs as Director – Plant Health Policy on the 6th May 2022
Where was the job advertised?
Yes, the original role Director – Plant Health Policy was advertised
How many applicants were considered?
For the Director – Plant Health Policy there were 27 applications
How was the selection process done:
Selection panel, level of officers in panel, where were officers employed, were all officers from the
department?
A 3 person selection panel was formed, all 3 at the SES level from different Branches in DAWE.
Which criteria were used for the selection?
The Job description is attached.
Were any applicants who identified as CALD, Indigenous or disabled considered?
Yes
If a merit list were used:
Yes
how old was the merit list?
Advertised on the 6 th May 2022
For which position had the merit list been created?
Director – Plant Health Policy
May I receive a copy of the documentation the department follows to conduct its recruitment?’
Recruitment Policy attached
Document 2
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Director, Plant Health Policy
Job Reference
2022/2269
Classification
EL 2 - $132,153 - $153,543
Division
Australian Chief Plant Protection Office
Branch
Plant Health Policy
Section
Several
Location
Canberra, ACT - Canberra City, ACT 2601
Employment Status
Ongoing (permanent)
Hours
Full Time
Security Clearance
Negative Vetting 1
Who we are
The Australian Chief Plant Protection Officer (ACPPO) is the primary representative of, and an
advisor to, the Australian Government on all matters relating to the management, maintenance and
improvement of Australia’s plant health status and the systems that support it. The objective of the
ACPPO is to promote a shared vision for plant health that ensures Australia’s valuable plant
resources and production capacity is protected and enhanced. This in turn drives opportunities for
the Australian economy and Australia’s plant-based industries though production efficiencies,
reduced pest pressures and improved access to domestic and international markets.
The Plant Health Policy Branch provides a national focal point for plant biosecurity issues within
Australia and has responsibility for the national leadership in managing Australia's plant health.
The work of the branch underpins biosecurity and helps to open new, and maintain existing,
domestic and international markets for Australian plant industries. This is achieved by; providing
focus for national and international plant biosecurity activities; preparing for and coordinating
national responses to plant pests and exotic weeds; promoting reform of the plant biosecurity
system; improving plant health capacity and capabilities in near-neighbour countries and trading
partners; domestically improving national surveillance and diagnostic capability and capacity; and
assisting the department to meet national and international obligations and influencing plant health
policies.
The
National Policy and Implementation team designs, drives and delivers Australian
Government policies to manage endemic and established plant pest risks in relation to national
biosecurity and trade. The team is also responsible for delivering the Smart Fruit Fly Management
measure and the Building Resilience to Manage Fruit Fly package.
The
Plant Health Surveillance team coordinates surveillance policy, innovation and information
exchange to facilitate maintenance and enhancement of a robust, nationally integrated and
collaborative plant biosecurity surveillance system to meet national biosecurity outcomes.
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The Job
We are looking for people who are enthusiastic, highly motivated and organised to fill a Director,
National Policy and Implementation and Director, Plant Health Surveillance in the
Plant Health
Policy Branch. The successful applicants will undertake the following work:
• Providing high quality leadership to progress, effectively develop and implement national plant
health and surveillance policies and programs including:
o guiding, mentoring, supervising and motivating staff
o developing and managing budgets and high-level monitoring and reporting on Section
objectives
o liaising and negotiating to help ensure effective stakeholder engagement; and o providing a
high level of flexibility, judgement problem solving ability and organisational skills.
• Establishing and maintaining cooperative partnerships and relationships with stakeholders
within the plant biosecurity system.
• Coordinating a collaborative approach to plant health surveillance across the department.
• Managing delivery of improved plant biosecurity surveillance and analysis arrangements.
• Building international, national and departmental capability and capacity to support plant health
surveillance.
• Building and maintaining relationships with departmental senior executives, state/territory
departments of agriculture, Plant Health Australia and other internal and external stakeholders.
• Managing budgets and funding associated with the funding programs and other departmental
appropriation.
Please note This recruitment process will be used to fill two positions in the
Plant Health Policy
Branch. The merit pool established through this selection process is valid for a period of 18
months from the date the vacancy was advertised in the Public Service Gazette.
What we are looking for Knowledge and experience
The successful applicant will have:
• knowledge of the plant biosecurity system
• experience in strategic planning and working collaboratively across stakeholder groups to
achieve outcomes
• experience in project management and in managing programs
• experience in managing and leading a team.
Skills and capabilities
The successful applicant will have:
• demonstrated ability to manage and leading a team and achievement of team outcomes
• excellent communication skills and ability to consult, negotiate, and present information in a
clear, timely and effective manner through oral and written communication
• demonstrated ability to develop and manage a range of internal and external stakeholder
relationships, including collaborations to identify opportunities and achieve outcomes
• demonstrated high level organisational skills and the ability to consider problems from a range
of perspectives and respond to changing situations with flexibility and rapidness
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• demonstrated decision making and strategic leadership ability and the strong ability to prioritise
own work and that of team members to meet tight deadlines.
Desirable qualifications
Relevant qualifications and/or a professional experience in science, environmental studies,
law/policy or similar would be beneficial.
Eligibility and other requirements
Citizenship - To be eligible for employment with the Department of Agriculture, Water and the
Environment you must be an Australian citizen.
Security Clearance - This position requires a Baseline Vetting security clearance. You will be
required to obtain and maintain a clearance at this level.
Pre-employment Check - Your suitability for employment will be assessed through a pre-
employment screening process. This process includes a requirement to undergo and satisfy a
National Police Check, referee checks, character clearance and where required a pre-employment
medical assessment, specified mandatory qualification(s) validation and a probation period of 6
months.
MSIC and ASIC Licences – If the position requires unescorted access within an aviation or
maritime security zone, you will be required to obtain and maintain an Aviation Security
Identification Card (ASIC) or Maritime Security Identification Card (MSIC).
Requirement to be vaccinated under public health orders
It is a condition of your employment that:
1. if you are required to be vaccinated against COVID-19 under an applicable Australian law; or
2. if the Department is unable under an applicable Australian law to permit you to attend for
work (ie outside of your usual place of residence) unless you are vaccinated against COVID-
19,
then you must be up to date with your COVID-19 vaccinations (have received 2 doses minimum)
and you must also comply with all recommendations from public health authorities regarding any
additional vaccinations that ensure the effectiveness of the COVID-19 vaccine that you have
received. At present, all workers in the Northern Territory must be vaccinated including a booster
by 22 April 2022. Vaccination is also required for workers at all Queensland airports, Brisbane and
Cairns regional offices and Brisbane Gateway Facility.
The department may request, at any time, that you provide it with satisfactory evidence
demonstrating your compliance with the applicable Australian law.
For the purpose of this condition:
1. in order to be up to date with your COVID-19 vaccinations, you must have received a
minimum of two doses of a COVID-19 vaccine; and
2. an Australian law means a law of the Commonwealth, or any state or territory.
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If you do not comply with this condition, or provide satisfactory evidence to the Department
demonstrating your compliance with the applicable Australian law in accordance with any request
to do so, your engagement may not proceed or your employment may be terminated.
Statement of claims
Applicants are required to submit a current CV/resume and a statement of claims (
750 words
maximum) outlining why you are interested in this position and why you believe that you have the
skills, capabilities, knowledge and experience to be considered for this role. Please provide
examples which demonstrate your ability to perform the duties of the position.
The key areas, or points, listed above describe the particular skills, capabilities, knowledge, and
experience and where applicable the qualifications required to achieve the desired outcomes for
the role and your statement of claims against these is an essential part of the shortlisting process.
If shortlisted, applicants may be asked to attend an interview to provide further examples against
these key areas/points to demonstrate their ability to perform the duties of the position.
Applicants must demonstrate the ways in which they will be of value to the job and the
organisation. You must make sure that you adequately address each key area or point and cite
evidence of your suitability. Do not simply state that you meet the requirements - it is essential that
you provide examples from your current or past role(s) which demonstrate how you meet each of
the key areas or points. You should focus on how your experience, achievements and capabilities
will enable you to successfully undertake the responsibilities of the role(s).
Work Health and Safety Obligations
All workers (APS1-Secretary) have a duty to take reasonable care for their own health and safety
whilst at work, to ensure their acts or omissions do not adversely affect the health and safety of
other persons and to comply with any reasonable instruction given to comply with the Work Health
and Safety legislation.
All supervisors and managers (APS5-EL1) play a significant role by modelling safe work
behaviours and clearly setting the standard for acceptable behaviour in the workplace. Supervisors
and managers play a critical role in supporting ‘Officers’ to exercise due diligence and in consulting
with duty holders.
An Officer (EL2-Secretary) makes and participates in making decisions that affect the whole or a
substantial part of the department. Employees at the SES Band 2 and above classification are
considered to be Officers under the Work Health and Safety Act 2011 (Cth) with all EL 2 and above
required to complete officer due diligence training. Officers have a duty to be proactive and
continuously ensure that the department complies with relevant duties and obligations.
RecruitAbility
RecruitAbility applies to this vacancy. Under the RecruitAbility scheme you will be invited to
participate in further assessment activity for the vacancy if you choose to apply under the scheme;
declare you have a disability; and meet the minimum requirements for the position. For more
information see https://www.apsc.gov.au/recruitability.
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Contact
Name:
Bertie Hennecke
Phone number:
0466 465 161
Email address:
xxxxxx.xxxxxxxx@xxx.xxx.xx
Closing Date
Applications close:
11:00 pm (AEST) on
Sunday, 29 May 2022
Document 3
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RECRUITMENT POLICY
June 2017
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Table of Contents
PURPOSE ......................................................................................................................................... 1
SCOPE ………………………………………………………………………………………………………………………………………1
PRINCIPLES ...................................................................................................................................... 1
MERIT ………………………………………………………………………………………………………………………………………1
DEPARTMENT’S PRIORITY PLACEMENT REGISTER .......................................................................... 2
APS REDEPLOYMENT REGISTER ...................................................................................................... 2
VACANCIES NOTIFIED IN THE APS GAZETTE .................................................................................... 2
SELECTION ADVISORY COMMITTEE COMPOSITION ....................................................................... 2
RECOMMENDED TIME TO FILL A VACANCY .................................................................................... 3
REFEREE REPORTS ........................................................................................................................... 3
DOCUMENTING THE SELECTION PROCESS ...................................................................................... 3
PROVIDING FEEDBACK TO CANDIDATES ......................................................................................... 3
AFFIRMATIVE MEASURES FOR INDIGENOUS EMPLOYMENT .......................................................... 3
AFFIRMATIVE MEASURES FOR DISABILITY EMPLOYMENT .............................................................. 4
JOINT MANAGEMENT AGREEMENTS .............................................................................................. 4
ENGAGEMENT OF NON-ONGOING EMPLOYEES ............................................................................. 4
ORDER OF MERIT ............................................................................................................................. 4
DELEGATIONS .................................................................................................................................. 5
DEFINITIONS .................................................................................................................................... 5
RELATED DOCUMENTS .................................................................................................................... 6
CONTACTS ....................................................................................................................................... 6
CONSULTATION ............................................................................................................................... 6
REVIEW RIGHTS ............................................................................................................................... 7
REVISION HISTORY .......................................................................................................................... 7
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PURPOSE
1.
The purpose of this policy is to provide direction to managers and employees on recruitment
and selection processes which must comply with legislative requirements.
2.
This policy has passed through the Department’s staff consultation process. It is a stand-alone
policy that must be followed by managers.
SCOPE
3.
This policy applies to all employees covered by the
Department of the Environment and Energy
Enterprise Agreement 2016-2019 (the Agreement), including Parks Australia and the
Australian Antarctic Division (AAD).
4.
Recruitment and selection processes may vary between operational elements of the
Department to meet local needs. Where local procedures differ from those accompanying
this policy, they must be documented and endorsed by the relevant SES manager and must
meet the standard set in this policy.
5.
This policy applies to all non-SES recruitment and selection processes.
6.
The legislative provisions contained in the PS Act and its supporting instruments will take
precedence over this policy.
PRINCIPLES
7.
This policy has been developed in accordance with the APS Values and Employment Principles,
as well as in the spirit of the following key concepts:
meeting the differing needs and requirements of employees, managers and work groups
work, health and safety obligations placed on both the employer and employees
managers having regard to the reasonableness of a direction and employees
understanding the need to follow a reasonable direction
managers giving due consideration to requests, including investigating and discussing
alternatives and employees being open to discussing those alternatives.
MERIT
8.
All recruitment decisions in the Department must be based on either competitive or individual
merit. A recruitment decision relating to engagement or promotion must be based on
competitive merit as set out in section 10A(2) of the Act, which says that a decision relating to
engagement or promotion is based on merit if:
all eligible members of the community are given a reasonable opportunity to apply to
perform the relevant duties
an assessment is made of the relative suitability of the candidate/s to perform the
relevant duties, using a competitive selection process
the assessment is based on the relationship between a candidate’s work-related qualities
and the work-related qualities genuinely required to perform the relevant duties
the assessment focuses on the relative capacity of the candidate/s to achieve outcomes
related to the relevant duties
the assessment is the primary consideration in making the decision.
9.
The application of merit in APS engagement and promotion decisions, as well as certain
exceptions to the operation of merit in some cases, is further explained in Part 3 of the
Commissioner’s Directions.
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DEPARTMENT’S PRIORITY PLACEMENT REGISTER
10.
The purpose of the register is to facilitate the permanent placement within the Department of
ongoing departmental employees who are potentially excess or formally declared as excess
employees. Before an ongoing vacant position can be advertised in the APS Gazette, the
register must be checked for any excess or potentially excess employees. If an employee at
the same classification level as the vacancy is identified, they must be genuinely considered
for assignment to the position. This must occur prior to and in isolation from the proposed
advertisement. Managers will be advised if a qualifying employee is identified on the register.
APS REDEPLOYMENT REGISTER
11.
The APS Redeployment Policy supports the redeployment of excess employees across the APS.
Prior to filling an ongoing vacancy in the APS Gazette, the Recruitment Section will conduct a
search of the register for any employees at the level of the vacancy.
12.
Any candidates on the register must be considered in isolation by the manager before a
recruitment process commences. The Recruitment Section will provide advice to the manager
about this process.
VACANCIES NOTIFIED IN THE APS GAZETTE
13.
All vacancies notified in the APS Gazette will appear on the Department’s external website and
should be placed on ‘Latest Job Vacancies’ on the intranet by the relevant line area. AAD
vacancies advertised in the APS Gazette are published on AAD’s external website and internal
vacancies are placed on AAD’s intranet.
14.
If the intended outcome of a recruitment process is an ongoing engagement or a promotion, a
competitive merit based selection process open to all eligible members of the community is
required.
SELECTION ADVISORY COMMITTEE COMPOSITION
15.
The composition and number of members of a selection committee should be agreed to by
the delegate prior to commencing a recruitment activity. It is generally recommended that, for
a vacancy which has been notified in the APS Gazette, a selection committee will comprise
three members:
Chair – generally the manager of the advertised position
second member – a departmental employee from the same or another work area
independent member – a departmental employee from another division.
The Department prefers the Chair of the selection committee to be substantively one level
above the level of the advertised position, but in some cases the delegate may agree the Chair
can be at the same substantive level as the advertised position. Other members may be acting
at the level of the advertised position. At least one member of the committee should be
accredited through the Department’s online accreditation system and the selection
committee should also reflect a gender mix.
16.
The selection committee must comply with the following fundamental requirements for
recruitment processes:
all employment decisions will be transparent and conform to the merit principle
decision makers will act without patronage, favouritism, bias or unlawful discrimination
the selection process will have close regard to the principles of workplace diversity and
natural justice
assessments will be against work level standards and the Department’s core capability
framework
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members of the selection committee must declare any conflict of interest that arises
during the selection process e.g. a personal relationship with an applicant.
RECOMMENDED TIME TO FILL A VACANCY
17.
The time between the closing date of APS Gazette advertising and delegate approval of the
selection committee’s report is expected to be no more than 40 calendar days.
REFEREE REPORTS
18.
Referee reports must be sought for all candidates who are considered potentially suitable for
a position in the Department. The Department does not have a preference for written or
verbal references, but obtaining verbal references allows the selection committee to explore
issues further. Verbal references must be transcribed and approved by the referee either by
signing the report or by email.
19.
If a referee report contains adverse comments about a candidate, the report must be
provided to the candidate. The referee must be advised that the adverse report has been
provided to the candidate and the candidate must be given the opportunity to respond to
adverse comments.
20.
Selection committee members who are asked to provide a referee report for a candidate are
required to complete and submit a written referee report prior to commencing the short-
listing process.
21.
Recruitment and selection policies and processes must comply with the Privacy Act 1988. It is
usual practice when applying for a position in the Department for an applicant to include their
current manager as a referee. The applicant would therefore be expecting, or giving implied
consent to, the Department contacting the manager to discuss their work performance in
relation to the selection criteria for the position. If the Department wishes to seek a referee
report from someone other than the person the applicant has nominated, they will notify the
applicant before seeking the report in accordance to Schedule 3, clause 10 of
the Privacy Act
1988.
DOCUMENTING THE SELECTION PROCESS
22.
Selection committees are required to prepare a selection report, using the departmental
template, which records the selection process and makes a recommendation to the delegate
about the preferred candidate(s).
PROVIDING FEEDBACK TO CANDIDATES
23.
It is expected that the selection committee will provide feedback to all candidates on request;
and particularly to candidates who have been interviewed. This allows for a demonstration of
transparency in the selection process and provides an opportunity for candidates to evaluate
their performance in the selection process.
AFFIRMATIVE MEASURES FOR INDIGENOUS EMPLOYMENT
24.
The Department recognises the importance of improving employment outcomes for
Indigenous Australians, and ensuring that the diversity of the APS workforce reflects that of
the Australian community. The Department continues to support the recruitment of
Aboriginal and Torres Strait Islander people by encouraging the use of the affirmative
measures contained in the Commissioner’s Directions.
25.
In approving the notification of a vacancy in the APS Gazette, the delegate may decide to
identify the vacancy as being open only to Aboriginals or Torres Strait Islanders within the
meaning of the
Racial Discrimination Act 1975. The delegate must ensure that, in all other
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respects, a decision to fill the vacancy is made in a way that meets the requirements of this
policy.
26.
The delegate must ensure that the selection process for an affirmative measures vacancy only
applies to applicants who:
are of Aboriginal and/or Torres Strait Islander descent and
identify as Aboriginal and/or Torres Strait Islander and
are accepted by their community as being Aboriginal and/or Torres Strait Islander.
AFFIRMATIVE MEASURES FOR DISABILITY EMPLOYMENT
27.
The Department recognises the importance of improving employment outcomes for persons
with a disability, and to ensure that the diversity of the APS workforce reflects that of the
Australian community.
28.
In approving a vacancy the delegate may decide to identify the vacancy as being open only to
persons who have a disability, or a particular type of disability.
29.
The delegate can approve the engagement or promotion of a person with disability where a
Disability Employment Service provider has assessed that person as being unable to compete
on merit.
JOINT MANAGEMENT AGREEMENTS
30.
The Director of National Parks jointly manages Uluru-Kata Tjuta, Booderee, and Kakadu
National Parks with Traditional Owners. The joint management arrangements require the
Director to consult with the relevant Traditional Owners on decisions about recruitment and
selection activities.
ENGAGEMENT OF NON-ONGOING EMPLOYEES
31.
Managers are encouraged to fill vacancies through the reassignment of duties of an ongoing
employee before considering the engagement of non-ongoing employees. This aligns with the
PS Act which says the usual basis for engagement is as an ongoing APS employee.
32.
A non-ongoing APS employee can be engaged for an initial period of eighteen months or less.
33.
This is applied to all non-ongoing employment, including identified and affirmative measures
positions.
34.
The initial period of eighteen months can be extended to a maximum term of three years,
based on the employee’s performance. The Recruitment Section/AAD HR and the
Performance Team will provide advice to the manager about this process.
ORDER OF MERIT
35.
An advertised vacancy can be used to fill similar vacancies if all of the below apply:
the same employment category is applied (ongoing or non-ongoing)
the positions have similar duties
the positions are at the same classification
the positions are performed in similar locations.
36.
On a case by case basis, the use of merit lists across agencies is possible where the above
criteria have been met; and the gaining and losing Agency Head and the applicant agree to the
recruitment.
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DELEGATIONS
37.
The Secretary has exercised authority to delegate certain powers under the Act relating to
recruitment and selection activities to certain managers. The complete list o
f Human
Resources Delegations is available on the intranet.
38.
There may also be local policies in place from time to time that differ between divisions in
relation to the exercise of delegations for recruitment and selection activities. Managers and
delegates should make sure they are aware of these arrangements by contacting their
Corporate Support Unit or the Recruitment Team.
DEFINITIONS
39.
For the purposes of this policy, the following definitions apply:
AAD
Australian Antarctic Division
APS
Australian Public Service
APS Gazette
The weekly electronic publication of APS vacancies produced by the Australian
Public Service Commission
Assignment
The allocation of duties and location to a departmental employee (s25 PS Act)
Assignments can be ongoing (RoD) or non-ongoing (TRoD), and can be at level,
to a higher level (on a temporary basis only) or to a lower level.
Once a person is engaged, delegates have the authority to assign and reassign
duties to that employee and the location at which those duties are to be carried
out. A promotion decision is put into effect by assignment of duties to a higher
classification and may only occur where the selected candidate is an APS
employee and the job was advertised as ongoing.
Delegate
Person to whom the Secretary has delegated authority to make a decision on
his behalf.
Commissioner’s Australian Public Service Commissioner's Directions 2016
Directions
Department
Means Department of the Environment and Energy
Disability
Means intellectual and/or physical disability.
Engagement
Employment of a person from outside of the APS (s22 PS Act) or a person who
has been a non-ongoing employee and won an ongoing position in the
Department.
Merit based
Merit is the basis of all selection decisions in the APS. It is defined in section
decisions
10A(2) of the Act and is explained in paras 8 and 9 of this policy.
Ongoing
Refers to either an employee (someone who is employed for an unlimited
period) or a position (available for employment for an unlimited period).
Ongoing positions or vacancies are also identified as permanent positions.
Natural justice
A person’s right to expect that any administrative decision is taken by an
unbiased delegate based on open and fair decision-making processes with the
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opportunity to respond to any statements that are inconsistent with their own
declarations.
Non-ongoing
Refers to either an employee (someone who is employed for a limited period)
or a position (available for employment for a limited period). Non-ongoing
positions or vacancies are also identified as temporary.
PS Act
Public Service Act 1999
Procedural
Requirement that delegates will act without bias or self-interest and base
fairness
decisions on compelling evidence and those who may be adversely affected by
evidence presented by others are given an opportunity to be heard.
Promotion
Assignment to duties at a higher level as the result of a competitive selection
process (s25, s26 PS Act) after advertising in the APS Gazette.
Where an employee has been promoted from another APS agency, the PS
Regulations (Reg 3.8) specify that the date of effect (the start date) shall be four
weeks from notification of the promotion in the APS Employment Gazette, or
an agreed earlier time.
Regulations
Public Service Regulations 1999
RoD
Reassignment of duties on an ongoing basis to the same or lower classification
level (s25 PS Act).
Substantive
The classification level that an employee has either been engaged as or
level
promoted to.
TRoD
Temporary reassignment of duties to a higher, same or lower classification level
for a limited period (s25 PS Act).
Transparency
Requirement that a clear and fair process that all candidates know about has
been followed and documented providing sufficient soundly based evidence for
a fair decision(s) to be made.
RELATED DOCUMENTS
40.
This policy should be read in conjunction with the Agreement and:
the
Public Service Act 1999
the
Public Service Regulations 1999
the
Public Service Commissioner’s Directions 2016
the
Fair Work Act 2009
APS Redeployment Policy
departmental recruitment guidelines published on th
e intranet.
CONTACTS
41.
Enquiries about this policy should be directed to
the Recruitment Section in Canberra or, for
AAD employees, the AAD HR area.
CONSULTATION
42.
The Department will consult with employees, particularly any affected employees, in relation
to any proposed change to this policy. Any proposed change will be tabled at the
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Departmental Consultative Committee for their consideration. The Department undertakes to
give prompt and genuine consideration to any matters raised during the consultation period.
REVIEW RIGHTS
43.
In accordance with section 33 of the PS Act and Part 5 of the
Public Service Regulations 1999,
an employee is entitled to request an internal review of certain decisions/actions that relate
to their employment, noting that not all decisions/actions are reviewable under the PS Act
and Public Service Regulations 1999. The request for review must be made within 120 days of
the decision being made or the action occurring.
REVISION HISTORY
Date
Version Description
Author
Approved by
28/10/2015 0.1
Draft
Angela Dodgson
September
0.2
Draft for consideration
Workforce Strategies David Williams
2016
by employees
Section
Assistant Secretary
People Strategies
Branch
June 2017
0.3
Final following
Workforce Strategies Abby Whiting
consultation with
Section
Acting Assistant
employees
Secretary
People Strategies
Branch
7
Document Outline