8Merit principles to be applied in employment decisions

8 Merit principles to be applied in employment decisions

8 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 relevant persons in any kind of employment and the assignment under section 36 or 81D of the Police Act 1990 of relevant persons to roles,

(b) the conversion to ongoing employment of a relevant person’s temporary or term employment,

(c) the transfer or secondment of an employee to the NSW Police Force from another government sector agency.

(2) Any employment decision relating to an executive role or a non-executive role in the NSW Police Force is to be based on an assessment of the capabilities, experience and knowledge of the relevant 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 NSW Police Force.

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

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

(i) long and short term capability needs to meet the objectives of the NSW Police Force, and

(ii) existing workforce capabilities,

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

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

(d) except in the case where a development opportunity is being provided, a relevant person may be employed in a 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.