If a case manager recommends an employee for a role, the hiring manager must complete a suitability assessment. See the Supporting employees affected by workplace change directive.
The hiring manager must complete the suitability assessment within 7 working days. The assessment will consider if the employee has the knowledge, skills, and abilities to perform the duties required or the ability to learn the duties required.
This should include:
- meeting the employee to discuss their experience and suitability
- discussing the employee’s suitability with their case manager
- discussing the employee’s suitability with their referees.
The employee should provide examples of their work that demonstrates their skills.
A representative from the employee’s home agency should be involved in the assessment process (in addition to the case manager) to ensure it’s fair and has considered all the relevant information.
If there is disagreement between the hiring manager, case manager and the employee’s home agency representative about the employee’s suitability, the chief human resources officers (releasing and receiving agencies) are responsible for resolving the matter.
Provide an outcome
The hiring manager has 2 working days to notify the case manager and the employee of the outcome.
If the employee is suitable for the role, the case manager will provide the employee with a transfer or secondment (at level) direction, or a redeployment or secondment (to a lower level) offer. The employee can decline a transfer or secondment (at level) direction once without having to show unreasonableness. See the Supporting employees affected by workplace change directive.
If the employee is unsuitable for the role, the hiring manager must provide the case manager and the employee a suitability assessment report, including constructive feedback to help with future referrals and applications.