Senior executive service employment arrangements guideline

Purpose

The purpose of this guideline is to provide chief executives with procedures about the arrangements for employing, seconding, transferring, redeploying, or mobilising persons within the senior executive service (SES) by the entity’s chief executive (CE) in accordance with the Public Sector Act 2022 (the Act) under:

• Chapter 5: Public service chief executives and senior executives — s.188 and s.189
• Chapter 4: Public service employment framework — s.160 and s.161
• Chapter 3: Public sector arrangements — s.82.

The Public Sector Governance Council (the Council) fixes the number and level of senior executive roles for each entity (s.249 of the Act).

The CE of an entity may employ senior executives under s.188(1) of the Act subject to Public Sector Commissioner (the Commissioner) approval as required by the directive on Senior executive service – employment conditions as provided for under s.188(2).

Public notification of employment is mandatory for certain employment decisions: see Recruitment and selection Directive.

This guideline should be read in conjunction with relevant directives dealing with Recruitment and selection and the Senior executive service – employment conditions and the Act.

Following approval of employment, secondments, transfers, redeployments and mobility arrangements, chief executives of entities must inform the Commissioner using standard documentation and by updating employment information utilising the Executive leadership information system (ELIS) as appropriate.

Commencement

Effective from 16 January 2026.

Legislative provisions

Sections 8, 9, 82, 160 , 161, 188, 189, 249 of the Act.

Application

Public service entities (referred to as entity or entities) as provided for under section 9 of the Act and public sector entities as provided for under section 8 of the Act where a mobility arrangement is proposed that includes a public sector entity.

For employments at a higher classification level (promotion), at current level or external to government under section 188 — to an advertised vacancy.

Note: Forms A and D — only for use by entities who do not have access to ELIS.

Step 1: The CE of the entity is responsible for:

1. Managing the recruitment and selection process
   1. if the CE is a member of the selection panel, submit a conflict of interest declaration to the Commissioner for consideration prior to the shortlisting of applicants with the following documentation:
      • conflict of interest forms for each panel member, and
      • full applicant list.
2. Undertaking any pre-employment checks considered necessary by the CE.
3. Recommending a person or an officer to fill the vacancy.
4. If approval of the Commissioner is required under a directive, preparing and submitting signed and completed documentation to the Commissioner for consideration of the person recommended by the entity CE. Documentation must include:
   1. selection report
   2. candidate information (provided via ELIS or Forms A and D)
   3. confirmation of the outcome of any pre-employment checks deemed necessary by the CE (if undertaken)
   4. evidence to support remuneration above minimum package point (if required in accordance with 11.5 of the Directive on Senior executive service - employment conditions), and
   5. confirmation the selection process complies with:
      • relevant directives
      • provisions in the Act including equity considerations and employment principles.
5. This arrangement does not require approval from the Commissioner, if:
   • remuneration will be at the minimum package point, and/or
   • CE not a member of the selection panel.
6. Informing the Commissioner of the employment by updating ELIS or providing Forms A and D, within five working days of the commencement of the arrangement.

Step 2: If Commissioner approval is required, the Commissioner is responsible for:

2. Review and consideration of the conflicts of interest documentation and advising if the Commissioner has a conflict of interest for this process.
3. Approving or not approving the recommendation for employment within five working days of receipt of all required documentation and information.
4. If the recommendation is approved, providing the CE of the entity with confirmation.
5. If the recommendation is not approved, providing the CE of the entity with reasons for not approving the recommendation and, where appropriate initiate further consultation with the relevant CE.

Step 3: The CE of the entity is responsible for:

3. Preparation of, and, prior to commencing in the role or within five working days following approval by the Commissioner, execution of the contract of employment between the recommended senior executive and the entity CE.
4. Updating employment information via ELIS within five working days of the contract being executed or providing to sesteam@psc.qld.gov.au.
5. Arranging public notification of the appointment within one month of the decision.

For employments at a higher classification level (promotion), from a fixed term contract to SES (including transition from a converted role), or external to government under section 188 — to a non-advertised vacancy.

Note: Forms A and D — only for use by entities who do not have access to ELIS.
Note: Form B — for officers transitioning from fixed term contracts where entities do not have access to ELIS.

Conditions for employment of officers for direct employment to non-advertised senior executive roles

Officers may be considered by the Commissioner for approval as a ‘direct employment’ to an approved senior executive role provided that:

• the CE submits a recommendation with supporting information sufficient to satisfy the Commissioner that direct employment is justified; and
• the officer was previously found suitable for employment through an advertised assessment process at or above the classification level of the proposed role; and/or
• the officer has met and/or exceeded expectations of the role over a period of no less than 24 months at equivalent level role(s) to satisfy suitability for employment.

Step 1: The CE of the entity is responsible for:

1. Managing the selection process in accordance with the Recruitment and Selection Directive, including the requirement to document the decision to not advertise the role.
2. Undertaking any pre-employment checks considered necessary by the CE.
3. Preparing and submitting signed and completed documentation to the Commissioner for consideration of the person recommended by the entity CE. Documentation must include:
   1. a business case supporting the request for employment including the documented reasons not to advertise the role
   2. candidate information (provided via ELIS or Forms A or B and D)
   3. confirmation of the outcome of any pre-employment checks deemed necessary by the CE (if undertaken)
   4. all conflict of interest considerations
   5. evidence to support remuneration above minimum package point (if required in accordance with 11.5 of the Directive on Senior executive service - employment conditions), and
   6. confirmation the selection process complies with:
      • relevant directives
      • provisions in the Act including equity considerations and employment principles.

Step 2: The Commissioner is responsible for:

2. Approving or not approving the recommendation for direct employment within five working days of receipt of all required documentation and information.
3. If the recommendation is approved, providing the CE of the entity with confirmation.
4. If the recommendation is not approved, providing the CE of the entity with reasons for not approving the recommendation and, where appropriate initiate further consultation with the relevant CE.

Step 3: The CE of the entity is responsible for:

3. Preparation of, and, prior to commencing in the role or within five working days following approval by the Commissioner, execution of the contract of employment between the recommended senior executive and the entity CE.
4. Updating employment information via ELIS within five working days of the contract being executed or providing to sesteam@psc.qld.gov.au.

For officers moving from a s.155 contract of employment

The expiry date of the SES contract of employment must be equal to, or greater than, the expiry date of the current fixed term contract of employment, up to a maximum of five years.

Should an officer employed under a s.155 contract of employment be offered an SES contract of employment and reject that offer, the entity’s CE may terminate the s.155 contract of employment in accordance with that contract’s termination provisions.

Officers engaged on s.155 contracts (with or without reversion) who reject the offer to transition from a s.155 contract to an SES contract may, if the CE agrees, remain on their s.155 contract until its end date. Any further contract offered must be an SES contract.

In the situation of termination of a s.155 contract of employment and the officer has reversionary rights under the Act, the officer will revert to their former classification level as a permanent officer.

Depending on the circumstances upon reversion, the officer may require placement and be managed in accordance with the directive relating to supporting employees affected by workplace change and the associated directive relating to early retirement, redundancy and retrenchment.

For employment of an officer via transfer or redeployment under section 161 — to a non-advertised vacancy.

Note: Forms C and D — only for use by entities who do not have access to ELIS.

Step 1: The CE of the entity is responsible for:

1. Recommending the transfer or redeployment of an officer to fill the vacancy.
2. Consulting with the relevant other CE.
3. For senior executives being redeployed to a lower level, the relevant CE must also gain the written consent of the senior executive.
4. Undertaking any pre-employment checks deemed necessary by the CE.
5. Preparing documentation for the arrangement that must include evidence the process has been appropriately conducted and documented in accordance with relevant legislative and directive requirements.
6. The implementation of this arrangement does not require approval from the Commissioner, if the transfer or redeployment is to the same classification level and work value range, however, the CE of the receiving entity must inform the Commissioner by updating ELIS or providing Forms C and D, within five working days of the commencement of the arrangement.
7. If approval of the Commissioner is required, preparing and submitting signed and completed documentation for consideration of remuneration above the minimum of the work value range or a variation to the TFR, within the appointed classification level. Documentation must include:
   • a business case supporting the request to maintain officer’s existing package point
   • evidence of officer’s current remuneration.

Step 2: If Commissioner approval is required, the Commissioner is responsible for:

2. Approving or not approving the recommendation for employment within five working days of receipt of all required documentation.
3. If the recommendation is approved, providing the CE of the entity with confirmation.
4. If the recommendation is not approved, providing the CE of the entity with reasons for not approving the recommendation and, where appropriate initiate further consultation with the relevant CE.

Step 3: The CE of the entity is responsible for:

3. Preparation of, and, prior to commencing in the role or within five working days following approval by the Commissioner (if required), execution of the contract of employment between the recommended senior executive and the entity CE.
4. Updating employment information via ELIS within five working days of the contract being executed or providing to sesteam@psc.qld.gov.au.
5. Arranging public notification of the appointment within one month of the decision (if required).

For employment of an officer via secondment under section 160 or mobility arrangement under section 82 — to an advertised or non-advertised vacancy.

Note: Forms C and D — only for use by entities who do not have access to ELIS.

Workforce mobility can be used as a strategic workforce planning approach that benefits employees, and their home and host entities, contributing to a more agile, capable, and connected public sector.

The Workforce mobility directive provides the framework that public sector entities must consider when considering and supporting workforce mobility.

Step 1: The CE of the entity is responsible for:

1. Managing the recruitment and selection process if appropriate.
2. Undertaking any pre-employment checks deemed necessary by the CE.
3. Recommending a person or an officer to fill the vacancy.
4. Consulting with the relevant other CE.
5. Gaining the written consent of the senior executive for senior executives being seconded to a lower level or senior executives entering a mobility arrangement.
6. Preparing documentation for the arrangement that must include evidence the process has been appropriately conducted and documented in accordance with relevant legislative and directive requirements.
7. Section 189 of the Act should be referenced in the employment documentation when an officer is seconded or mobilized to an SES position and requires authority to act in the position.
8. Secondment arrangements do not require approval from the Commissioner, if remuneration at the minimum package point.
9. The CE of the receiving entity must inform the Commissioner of the arrangement by updating ELIS or providing Forms C and D, within five working days of the commencement of the arrangement.
10. If approval of the Commissioner is required, preparing and submitting signed and completed documentation for consideration of remuneration above the minimum of the work value range of the role. Documentation must include:
    1. a business case supporting the request to remunerate above the minimum package point.

Step 2: If Commissioner approval is required, the Commissioner is responsible for:

2. Approving or not approving the recommendation for employment within five working days of receipt of all required documentation.
3. If the recommendation is approved, providing the CE of the entity with confirmation.
4. If the recommendation is not approved, providing the CE of the entity with reasons for not approving the recommendation and, where appropriate initiate further consultation with the relevant CE.

Step 3: The CE of the entity is responsible for:

3. Preparation of, and, prior to commencing in the role or within five working days following approval by the Commissioner (if required), execution of the agreement between the recommended senior executive and the entity CE.
4. Updating employment information via ELIS within five working days of the contract being executed or providing to sesteam@psc.qld.gov.au.
5. Arranging public notification of the appointment within one month of the decision (if advertised).