Recruitment and selection for classified teacher positions
Queensland Teachers' Journal, Vol 127 No 1, 11 February 2022, page no.24
The new Department of Education Recruitment and Selection Procedure, which became effective on 24 January, has implications for all those involved in recruitment and selection processes for classified positions
The procedure, which applies to all departmental employees and candidates applying for classified positionswithin the Department of Education, outlines the responsibilities and processes for the consistent application of recruitment and selection standards and directives.
The recruitment and selection of public service employees must be in accordance with the merit principles and criteria prescribed in sections 27 and 28 of the Public Service Act 2008 (PS Act), which apply to all permanent, temporary and casual
recruitment and selection decisions.
The focus on integrity in recruitment and selection processes means that those serving on promotion panels not only need to have an in-depth understanding of this procedure, but also the relevant legislation, directives, policies and procedures, such as:
- Recruitment and Selection (Directive 12/20)
- Recruitment of Classified Teacher Positions (School Leaders and Heads of Program) Procedure
- Relocation of Classified Teachers (School Leaders and Heads of Program) Procedure.
Transfer at Level Procedure
The new procedure outlines very clearly that all employees involved in recruitment and selection decisions have an obligation to put the public interest first by selecting the most meritorious candidate for appointment in a fair and unbiased way. Selection processes must be free of discrimination, conflict of interest and bias, and must consider inclusion and diversity at each stage of the process. Recruitment and selection decisions must not be influenced by self-interest, private affiliations or the likelihood of personal gain or loss.
The procedure also makes it very clear that a vacancy can be filled in a variety of ways, including the transfer (relocation) of an existing employee. Recruitment and selection is the last approach to managing a vacancy, and is only used after all other vacancy management approaches are considered.
The QTU runs specific promotional panel training around the state through the Queensland Teachers’ Education Centre (QTEC). Dates for these sessions will be available on the QTU website or by emailing firstname.lastname@example.org
QTU promotion panel nominees
QTU promotion selection panel nominees on recruitment panels ensure that panels comply with the set procedures. Their focus is on ensuring all applicants are treated consistently, ethically and fairly by the selection process, provideing applicants with the confidence that the process has operated as intended.
All panels for permanent (and most temporary) classified teacher vacancies must have an endorsed QTU promotion panel nominee.
How to source a QTU promotion panel nominee
Regional offices should have an up-to-date list of QTU promotion panel representatives for the region. The QTU updates these lists four times a year after each QTU State Council.
QTU promotion panel nominees for principal positions are selected by the relevant officer of the QTU and are sourced by DoE regional offices.
QTU promotion panel nominees for all other classified teacher vacancies (e.g. deputy principal, guidance officer, head of program) are selected by the panel chair. If the panel chair is unable to obtain an up-to-date list from their regional office, they can email email@example.com and a list will usually be provided the same day.
If a panel chair is having trouble finding a relevant QTU representative, they should ring 3512 9000 or email firstname.lastname@example.org
Who can be a QTU promotion panel nominee?
To become a QTU promotion panel nominee, a member must fill out a “Form G” nomination form (see the onsert included with this Journal or visit https://www.qtu.asn.au/nomination-forms) and undertake QTU promotion panel training.
It should be noted that just because a person has completed the QTU promotion panel training it does not mean they are an endorsed panel nominee as they also need to fill in the Form G nomination form.
School-based Union Representatives cannot be considered a QTU promotion panel nominee unless they have completed the Form G nomination form and attended the promotion panel training.
It is important to note that a QTU promotion panel nominee cannot be the panel chair and QTU nominee on a panel at the same time.
Paige Bousen (Assistant Secretary – Education Leaders) is the QTU contact regarding QTU promotion panel nominees.
Adverse referee reports
Referee reports are used to provide information to assist the panel’s assessment of the candidates for a promotional position and/or to validate the panel’s assessment. They are not a selection tool.
A referee has the following responsibilities.
- To provide an honest account of a candidate’s performance and conduct relevant to the role they have applied for (preferably within the previous two years).
- To provide information about the applicant’s knowledge, skills and ability against particular criteria, as well as general information relating to their performance and conduct.
- To provide information (if applicable) relating to a candidate’s work behaviour and performance, including any knowledge about performance assessments and serious disciplinary action.
As stated in the Recruitment and Selection Directive 12/20, referees who are existing public service employees must remember that the omission of relevant information or the provision of untruthful information by a referee to the referee’s own agency or to another agency may result in a discipline process being commenced.
Clause 9.1 of the Recruitment and Selection Direction 12/20 deals with adverse information that may affect the selection outcome. This clause outlines that when adverse information is considered by the panel and it adversely affects the proposed selection outcome, i.e. recommendation for appointment, the information must be put to the candidate for response.
Any response from the candidate must be documented and considered by the panel before it makes its final recommendation. It is important to note that the panel only has to give the applicant the chance to respond to the information if it adversely affects the selection outcome.