Establish a selection panel

Your chairperson is responsible for governing the selection process and ensuring the most meritorious candidate is recommended for appointment.

They must ensure the panel:

• chooses the most appropriate assessments
• understand and applies the merit principle
• understands and addresses unconscious biases
• identifies, manages and discloses conflicts of interest
• completes all required pre-employment checks including referee checks.

They must prepare the selection documents for the delegate and provide feedback to any unsuccessful candidates.

The panel chair has equal weight in assessment of applicants to other panel members.

Nominate at least 2 panel members. You can nominate more, but for every additional panel member you’ll add time and cost to your selection process.

Inform your panel members of your selection criteria: the skills required for the role, the skills your team lacks, the technical skills needed, the leadership competencies desired. Ensure your panel members understand what candidates must demonstrate during each stage of the assessment process to consider them for the role.

Conflicts of interest

Panel members must declare any actual, potential, or perceived conflicts of interest or absence of a conflict of interest before you begin. For example, if a panel member personally knows, has a relationship with, or is related to, a candidate.

With proper management of the conflict, it may be appropriate for the panel member to continue. In some situations, they may need to remove themselves.

See Do I need to disclose and manage a conflict of interest for more.

Your delegate to approve cannot be a member of the panel.

They must:

• confirm any conflicts of interest are resolved in the public interest
• ensure your selection documents meet legislative and policy requirements
• ensure you’ve completed the required pre-employment checks
• confirm or decline your appointment recommendation
• confirm your appointment is within budget and full-time employee caps.