Recruitment

The following information is provided to support applicants and managers on recruitment activities within the Northern Territory Public Sector (NTPS). Use the diagram at the bottom of this page to skip to between the information you seek.

In the Northern Territory Public Sector, selection is based on the merit principle. The Merit Selection Guide was developed by the Office of the Commissioner for Public Employment to encourage a fair, consistent and equitable process that is both flexible and speedy in its application.

This site will provide information for managers and applicants on the Government's recruitment process.

To use this diagram below; select the relevant rectangular icon from the diagram and you will be redirected to the relevant information.

What is merit?

The Northern Territory Public Sector (NTPS) uses merit to select people to vacancies.

Merit is defined in the Public Sector Employment and Management Act as "the capacity of the person to perform particular duties, having regard to the person's knowledge, skills, qualifications and experience and the potential for future development of the person in employment in the Public Sector."

The Merit Selection Guide provides guidance for those who are charged with the responsibility of selection to vacancies in the Northern Territory Public Sector. It is a set of principle-based guidelines designed to help managers and supervisors to get the selection process right. It allows for flexible, practical approaches to merit based selection.

The "Merit Principle – Good Practice Guidelines", supplement the Merit Selection Guide and provides a valuable reference for specific information about selection processes.

Merit assessment

Merit is determined through a fair and transparent assessment process based on the stated principles of merit, natural justice, human resource management and conduct. These guiding principles are found in the Public Sector Employment and Management Act, its Regulations and Employment Instructions.

The assessment process is chosen to suit the circumstances of the vacancy and the business environment in which it operates and, in most cases, is carried out by a panel. The panel is responsible for conducting an assessment process which ensures the most meritorious outcome and which will withstand scrutiny.

The merit assessment process generally includes the following steps:

• applicants, taking into account the responsibilities of the job, provide written information about their qualifications, skills, knowledge and experience to demonstrate their claims against the selection criteria contained in the job description;
• the panel considers applications and obtains as much other information about applicants as they require to make an informed assessment;
• when the panel has gathered sufficient information, they evaluate the evidence to determine who, in their judgement, has established the greatest capacity to do the job.

Responsibilities

Who is responsible for what

  Each agency has its own recruitment policy and procedure that is consistent with the Public Sector Employment and Management Act. The information below is general information and staff should refer to their own agency guidelines for responsibilities relevant to their operating environment.

Role of the manager

• reviewing the vacancy and deciding on the way a job will be filled;
• prepare the advertisement;
• nominate the selection panel;
• ensure the selection process is undertaken in a short time frame; and
• induction and on-going support.

Role of the Selection Advisory Panel

• ensure the selection process is undertaken in an efficient time frame;
• consider applications, assess and select the best person for the job;
• prepare a recommendation signed by all members;
• retain documentation until the process is complete; and
• provide feedback to all applicants.

Role of the agency human resources specialist

• establish specific agency guidelines for the recruitment process;
• monitor the application of the merit principle and selection processes

Role of DBE

• monitor the selection process time frame;
• ensure administrative requirements are followed;
• place the advertisement;.
• receive and acknowledge applications; and
• despatch of all letters and correspondence to do with the process.