Talent Acquisition Scheme

The design and delivery of assessments, including pre- and post-assessments, for the recruitment and selection of executives and non-executives in the NSW public sector.

Executive search for ongoing and term employment in senior executive roles. This includes NSW Public Service senior executives, NSW Health senior executives, NSW Police Force senior executives, NSW Transport senior executives and other statutory senior executives.

Non-executive recruitment for ongoing and term employment across the sector. This includes mass recruitment.

To provide and administer approved psychometric assessment tools. This includes:

• cognitive ability
• skills based
• personality
• emotional intelligence assessments.

It allows the customer to engage a supplier to provide and administer approved recruitment technologies.

This FAQ provides a brief introduction to some of the key factors to be considered when recruiting to roles under the Government Sector Employment Act 2013 (GSE Act).

Where can I find information about recruitment requirements under the GSE Act?

The Public Service Commission (PSC) recruitment and selection guide is an online resource that helps recruiters and hiring managers in the NSW Public Service to make informed recruitment and selection decisions. It provides information about the legal framework that governs recruitment in the NSW Public Service and is organised around the following areas:

• filling a role
• planning a recruitment and selection process
• attracting candidates
• assessing candidates
• deciding and appointing.

What is the NSW Public Sector Capability Framework?

The NSW Public Sector Capability Framework describes the capabilities and associated behaviours that are expected of all NSW public sector employees (executive and non-executive), at every level and in every organisation.

The framework is a foundation for the full range of workforce management and development activities: role design and description, recruitment, performance management, learning and development and strategic workforce planning.

What is a capability-based assessment?

Capabilities are the transferable knowledge (theoretical or practical understanding of a subject), skills (proficiencies developed through training, experience or practice) and abilities (qualities of being able to do something) relevant to a role. Each capability has 5 levels that show a progressive increase in complexity.

Capability-based assessments are used to assess candidates against the capabilities, knowledge and experience as described in the role description. This means the assessments are designed for the capability level needed to perform the role.

Using multiple assessment methods helps provide a full picture of a candidate’s strengths and development needs and increases the reliability and validity of the assessment process.

Examples of capability-based assessment include interviews, psychometric assessments and work sample activities. While the review of an application and resume and referee checks are a core part of all processes, they are not considered to be capability-based assessments.

Is there a suggested format for depicting how capability-based assessments have been used to assess candidates against the NSW Public Sector Capability Framework?

The recruitment and selection guide provides a capability-based assessment matrix template (DOCX) that can be used to assist in the development of an assessment plan for the role. An example is below.

Using the matrix ensures that recruitment requirements are met by:

• clearly identifying the standards or levels required for capabilities, experience, knowledge and other
  attributes
• mapping out the capabilities to be assessed and the methods to be used
• identifying that each of the focus capabilities is assessed in at least 2 capability-based assessment
  activities.

View selecting fit-for-purpose assessments on the PSC website.

How can I compare candidates’ assessment results against the NSW Public Sector Capability Framework?

A table similar to the example below is a concise way to compare candidates’ assessment results against the NSW Public Sector Capability Framework.

In addition, it is important that a description of the successful candidate(s) compared to other shortlisted candidates is included in the final selection report.

This helps to differentiate between candidates when more than one meets the requirements for the role. It also provides transparency in the selection of the person best suited to the requirements of the role and the needs of the agency.

Below is the full list of capabilities and the level required for this role. The capabilities in bold are the focus capabilities for this role.

Table 2. Example of comparing candidate assessment results

What is the difference between a comparative assessment and a suitability assessment?

Most assessment processes require the use of a comparative assessment. This process must include the following:

• screening for essential requirements such as a qualification or licence
• reviewing an application and resume
• at least 3 capability-based assessments, one of which is an interview
• referee checks
• more than one assessor

A comparative assessment is used to employ a person in ongoing employment (including for promotion) or temporary or term employment, to convert temporary or term employment to ongoing employment, or to place a person in a talent pool.

A suitability assessment is used to employ a person in temporary or term employment for up to 12 months. This process must include the following:

• screening for essential requirements such as a qualification or licence
• reviewing a resume
• at least 2 capability-based assessments, one of which is an interview
• referee checks.

Are they  any requirements for advertising?

Almost all jobs in the NSW Public Service must be advertised on the I work for NSW public website to meet the legal requirement for external advertising. Other advertising or talent searches can be done in addition to advertising on I Work for NSW.

View attracting candidates on the PSC website.

Where can I find information on diversity and inclusion in the workforce?

Information about diversity and inclusion in the workforce is available on the Public Service Commission website:

• an outline of what diversity and inclusion means and why it matters
• the Public Service Commission’s initiatives to build a diverse and inclusive workforce that’s truly reflective of the diversity of NSW
• a link to the Premier’s Priorities, which include a priority for public sector diversity.

What does ‘workplace adjustment’ mean?

The Recruitment and selection guide refers to the Anti-Discrimination Act 1977 (ADA), under which employers are obliged to provide services and facilities to accommodate an individual’s disability unless having to provide them would result in unjustifiable hardship. The ADA sets out what constitutes unjustifiable hardship. These services and facilities are often called ‘workplace adjustments’ in this context.

A workplace adjustment is a change to a work process, procedure or environment that allows a candidate or employee to:

• perform the inherent or essential requirements of their job safely in the workplace
• have equal opportunity in recruitment processes, promotion and ongoing development
• experience equitable terms and conditions of employment
• maximise productivity.

View workplace adjustment on the PSC website.

What is the executive structure in the NSW government sector?

i. Public service

The GSE Act established the executive structure for the NSW Public Service known as the Public Service senior executive (PSSE) with an emphasis on capabilities, performance, development and mobility. The structure for the PSSE comprises the following 4 broad senior executive bands under the Government Sector Employment (Senior Executive Bands) Determination 2014:

• Band 4 – department secretaries
• Band 3 – deputy secretaries and agency heads
• Band 2 – executive directors
• Band 1 – directors

The GSE Act provides for 2 different kinds of employment for PSSEs, namely, ongoing employment and term employment.

Ongoing employment is employment that continues until the executive resigns or has their employment terminated by the employer.

Term employment is employment for a specified period or for the duration of a specified task, unless the executive resigns or has their employment terminated by the employer before the term end date.

The GSE Act also provides for the remuneration package of a PSSE to be within the range determined by the Statutory and Other Offices Remuneration Tribunal for the band in which the executive is employed. The most up-to-date remuneration ranges can be found in the Public Service senior executive determination available on the NSW Remunerations Tribunal website.

The employment arrangements are set out in the following legislation:

• Government Sector Employment Act 2013
• Government Sector Employment Regulation 2014
• Government Sector Employment (General) Rules 2014.

ii. Other services

The employment model for executives in the NSW Health Service, NSW Transport Service and NSW Police Force has been aligned with the model that applies to PSSEs under the GSE Act.

The alignment means that the executives in the NSW Health Service, NSW Transport Service and NSW Police Force share the benefits of the GSE Act reforms designed to create a more agile, mobile executive with enhanced career opportunities, and will be able to deliver better front-line services to the people of NSW.

Executive employment arrangements for the other services align to the employment arrangements of PSSEs to the extent provided for in the legislation that governs their employment.

NSW Health Service:

• Health Services Act 1997
• Government Sector Employment (Health Service Senior Executive) Rules 2016
• Government Sector Employment Regulation 2014

NSW Transport Service:

• Transport Administration Act 1988
• Government Sector Employment (Transport Service Senior Executive) Rules 2017
• Government Sector Employment Regulation 2014

NSW Police Force:

• Police Act 1990
• Police Regulation 2015
• Government Sector Employment (NSW Police Force) Rules 2017
• Government Sector Employment Regulation 2014

Are executives employed under a contract of employment?

Under the aligned employment model for executives in the NSW Public Service and other services (see question before) all executives are employed under a written model contract of employment signed by the executive and their employer. The contract of employment applies to ongoing employment and term employment.

The contract identifies the key conditions of employment such as the band in which the executive is employed, the role to which the executive has been assigned and the executive’s total remuneration package. The contract also covers the executive’s entitlement to leave and compensation should the contract be terminated and any agreed part-time work arrangement.

The model contracts of employment for ongoing employment and term employment are as prescribed by the relevant GSE Rules:

• Public service: Schedules 1, 2 and 3 of the Government Sector Employment (General) Rules 2014
• NSW Health Service: Schedule 1 of the Government Sector Employment (Health Service Senior Executive) Rules 2016
• NSW Transport Service: Schedule 1 of Government Sector Employment (Transport Service Senior Executive) Rules 2017
• NSW Transport Service: Schedules 1, 2 and 3 of the Government Sector Employment (NSW Police Force) Rules 2017