13Merit principles to be applied in employment decisions

13 Merit principles to be applied in employment decisions

13 Merit principles to be applied in employment decisions

(cf rule 16 GSE (General) Rules 2014)

(1) This rule applies to any of the following decisions (an employment decision):

(a) the employment of a person as a Health executive in ongoing or term employment and the assignment under section 121D of the Health Services Act 1997 of the person to an executive role,

(b) the conversion to ongoing employment of a Health executive’s term employment.

(2) Any employment decision relating to an executive role is to be based on an assessment of the capabilities, experience and knowledge of the person concerned against the pre-established standards for the role to determine the person best suited to the requirements of the role and the needs of the relevant division of the NSW Health Service.

(3) Without limiting subrule (2), the following principles apply in relation to employment decisions:

(a) any recruitment action (whether for ongoing employment or term employment) is to take into account:

(i) long and short term capability needs to meet the objectives of the relevant division of the NSW Health Service, and

(ii) existing workforce capabilities,

(b) pre-established standards for an executive role are to be expressed as levels against each capability or other requirements for the role,

(c) any assessment for an executive role is to include appropriate methods to assess different requirements,

(d) except in the case where a development opportunity is being provided, a person may be employed in an executive role only if the person meets the pre-established standards for the role or type of role,

(e) any employment decision is to be made on balance taking into account all the results provided by the assessment process.