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1. Purpose

To ensure that persons appointed to the Canberra Institute of Technology meet the Institute's strategic and operational, business and human resource requirements.

2. Scope

This policy applies to all 涩里番managers with delegations under the ACT Public Sector Management ACT 1994, with respect to the permanent appointment of staff to classifications other than Executive classifications.

The policy amplifies the principles set out in the ACT Public Sector Management Act 1994 and Public Sector Management Standards 2006 and aims to guide managers on processes and considerations when permanently appointing new members of staff to the Institute.

The appointment of an individual can be complex when the applicant: is a returned soldier; is from interstate; has a police record; has qualifications from an overseas institution; or is not an Australian citizen.  If any of these circumstances present, the manager should contact 涩里番Human Resources for advice.

3. Principles

3.1 The selection of an individual for permanent appointment to the ACT Public Service will be based on merit having regard to experience, skills, abilities, personal qualities and potential for development as relevant to the job to be performed.

3.2 The selection process is to be free of favouritism, discrimination and prejudice

3.3 In appointing an individual, the manager must also be satisfied that the applicant was eligible to apply for the position and that he/she holds qualifications that are mandatory for the position.

3.4 An appointee may be a person from the Commonwealth or a state or territory public service or be a non-public servant.  Permanent ACT Public Servants are transferred or promoted to the Institute, not appointed.

3.5 Appointment to the Public Service is a commitment to long-term employment.  An appointment should not be offered when the staffing need is not permanent.

3.6 A decision to appoint an individual is not subject to appeal by other applicants, but may be reviewed for procedural fairness under processes set out in the relevant Agreement.  Applicants may make application to external bodies such as the Fair Work Commission for redress where they believe the process does not meet the principles of procedural fairness.

3.7 In all but exceptional circumstances, appointment of general staff to the ACT Public Service is usually subject to a 6-month probationary period, regardless of the classification of the appointee.  Appointment of teaching staff to the ACT Public Service is usually subject to a 12 months probationary period.

3.8 A person may be appointed without probation where the person being appointed has passed all pre-appointment checks and where the appointment is considered to be in the public interest, or where the person was engaged in prescribed employment for not less than 12 months or as otherwise permitted under the Public Sector Management Act.

3.9 Confirmation of an individual's appointment shall not be made before the manager is satisfied of the individual's conduct, efficiency, medical fitness and good character.

3.10 An individual is usually appointed to the bottom salary point applicable to the classification. However, the Selection Committee may recommend, and managers approve, appointment with a salary above the base salary in line with Clause C5 of the general staff Agreement or Clause 39 of the teaching staff Agreement.

3.11 Eligible temporary staff may be permanently appointed to a position without an additional selection process under streamlined selection procedures (refer to the Streamlining Policy).

4. Documentation

Authority Source

1. Fair Work Act 2009
2. ACT Public Sector Management Act 1994
3. ACT Public Sector Management Standards 2006
4. ACT Public Sector Canberra Institute of Technology (Teaching Staff) Enterprise Agreement 2013-2017 or its successor
5. ACT Public Sector Canberra Institute of Technology Enterprise Agreement 2013-2017 or its successor

Related Documents

1. 涩里番Human Resource Delegations Manual
2. Temporary Employment Policy
3. Probation Policy
4. Pre-employment Checks Policy
5. Streamlining Policy

Supporting Guide

1. Appointment Procedure

5. Definitions

The Agreement - The ACT Public Sector Canberra Institute of Technology (Teaching Staff) Enterprise Agreement 2013-2017 , or the ACT Public Sector Canberra Institute of Technology Enterprise Agreement 2013-2017, or their successors

Good Character - The applicant is honest, trustworthy and reliable as assessed through referees’ comments and an appropriate police check.  A police record need not necessarily exclude an individual from appointment, depending upon the nature of the offence and the requirements of the subject position - see Pre-employment Checks Policy.

In Principle Approval - The authorisation of the manager to proceed with pre-appointment checks and an offer of appointment to the applicant as recommended by the selection committee.  At this stage, salary and commencement dates may still be negotiated.

Instrument of Appointment - Formal exercise of appointment power by the manager, following necessary pre-appointment checks, and an offer of appointment having been made and accepted.  At this point, salary and commencement dates must have been finalised.

Medical Fitness - The applicant is likely to perform duty in the subject position for a period of at least three years without significant sick leave - to be assessed by the Government Medical Officer before or early in an officer's service.

Probation - A period of structured performance assessment, usually lasting 6 months for general staff and 12 months for teaching staff during which the supervisor provides feedback on the appointee’s work performance, diligence and efficiency with a view to confirmation of appointment.

6. Policy Contact Officer

Manager, Safety and Employment Relations.

Contact 涩里番Student Services on (02) 6207 3188 or email infoline@cit.edu.au for further information.