Ongoing employment – Recruitment and related issues

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Frequently Asked Questions

What are the rules about advertising to supplement a Gazette notification?
Can a person have concurrent employment in the APS?
What are the limitations on engagement following redundancy?
Does an excess employee have any special status in a selection process?
Are there any special legislative provisions relevant to selection of staff on, or anticipating, maternity leave?
What is the best selection process for a non-ongoing employment opportunity that may become ongoing?
What is the practice when an agency decides that work performed by a non-ongoing employee should be performed by an ongoing employee?
Can an employment decision be cancelled?
What are the rules about providing feedback to unsuccessful applicants and releasing selection documentation?
What rights of review are there in relation to selection exercises?
What are the administrative law principles relevant to recruitment and selection?
Does an unsuccessful election candidate have a right of return to the APS?
What happens when the government implements administrative re-arrangements?
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Can a work area use one selection exercise to select for employment opportunities at different classifications?
Can an agency use generic selection criteria for individual selection exercises or for bulk recruitment exercises across different work areas?
Are there any limitations on who can be included on a selection committee?
How long does an agency need to keep selection records?
What limitations are there on assigning different duties to an employee?
If an applicant declines an offer of employment do they stay on the order of merit?