To view or download this policy as a PDF click Employee and Employment Related Policies Documents

Purpose

• Ensuring that the most competent and suitable people are recruited to Central Desert Regional Council (Council) positions,
• Ensuring all appointments are based on merit having regard to the applicant’s ability, knowledge, experience and skills relative to the position,
• Eliminating any form of direct or indirect negative discrimination from Council’s recruitment practices,
• Promotion of job opportunities and career advancement for Community residents and Community based staff.

Scope

This policy applies to the recruitment and selection of all employees with the exception of the Chief Executive Officer.

Definition and Terms

Chief Executive Officer: means the most senior executive officer in the Council as appointed pursuant to the Northern Territory Local Government Act.

Employee: means all employees of the Council, except the Chief Executive Officer. This policy applies to the recruitment of Directors and managers.

Legislation and Reference

Local Government Act 2019
NT Work Health and Safety (National Uniform Legislation) Act 2011
Fair Work Act 2009
Relevant Award/s
Central Desert Regional Council Enterprise Agreement
Anti-Discrimination Act 1992

Policy Statement

Responsibilities

It is the responsibility of the Chief Executive Officer to ensure that:

• Recruitment and selection guidelines and procedures are developed and maintained;
• All managers are aware of their responsibilities in the recruitment and selection process;
• Managers are given continuous support and guidance in regards to recruitment and selection issues.

It is the responsibility of Directors/Managers and supervisors to ensure that:

• They are familiar with the recruitment policies and procedures, and that they follow them accordingly at all times;
• They seek advice from People and Culture as required;
• Staffing levels for their department are determined and authorised;
• Vacant roles are filled in a timely manner;
• All roles have current position descriptions, which specify roles and responsibilities and selection criteria.

It is the responsibility of People and Culture to ensure that:

• Advice is provided in an accurate and timely manner;
• Issues are escalated in a timely manner;
• Recruitment actions are prioritised accordingly;
• Staff are advised of any unanticipated delays in the process;
• All staff follow the recruitment and selection policies and procedures.

General Provisions

• All Council positions will be advertised with the exception of short-term relief/temporary casuals.
• All positions within the Council must be in accordance with the Organisational Chart approved by the Chief Executive Officer.
• Expressions of interest will be invited for vacant positions to internal staff only if deemed suitable.
• The recruitment panel shall declare in writing real or perceived conflict of interest prior to shortlisting.
• No undertakings shall be given to candidates, prospective candidates, or anyone else in relation to their prospects of obtaining employment, other than those whose applications have been assessed as successful by the Chief Executive Officer (CEO) through the correct recruitment and selection processes.
• An employment offer is only valid and can only be made after the selection report is signed off by the CEO
• In all cases, recruitment of staff must have documented proof of merit-based selection.
• It is unlawful to discriminate in any recruitment and selection process, and all panel members must be aware of any inherent bias and manage bias in a fair and equitable way.

Breach of Policy

Staff found to be in breach of this policy may face disciplinary action that may include termination of employment.

Review History