Developing Selection Criteria

Tool 4: Developing Selection Criteria

What is the main goal?

In writing selection criteria, the goal is to specify the skills, knowledge, behaviours that are required to achieve the objectives and accountabilities identified in the position description.

Selection criteria should take into consideration the ACTPS Values and Signature Behaviours, ACTPSShared Capability Framework and the potential of the applicant to develop

Where possible, Directorates should use the better practice method of using four selection criteria and asking applicants to restrict their responses to two pages.

Key expressions in selection criteria

The selection committee uses the selection criteria to assess both the suitability and relative strengths of applicants, and ensure consistency in short-listing, interviewing and reference checking. Therefore, it is critical that there is a shared understanding of the terms used in the selection criteria.

· Background in: usually relates to an educational qualification or an area of specialisation

· Awareness of: familiar with the matter without any detailed knowledge

· Knowledge of: familiarity gained from actual experience or learning

· Understanding of: more than knowledge, comprehension of the significance of a topic

· Experience in: practical skills acquired by performing the work, rather than theoretical knowledge or a belief in ability to perform the task

· Ability to acquire: demonstrate potential to acquire the skills, knowledge and abilities by comparing them to relevant tasks or responsibilities undertaken in previous positions or through study

· Capacity to: able or qualified to perform a task, may draw on transferable skills

· Detailed/sound knowledge of: thoroughly conversant with facts, principles and procedures and how to apply these to the job

· Commitment to: proven implementation and review of policies, principles and procedures

· Demonstrated experience: successfully performed the duty or used the skill in the past at the level required for the position. Actual experience rather than potential to perform the duty is required. Note: Using demonstrated experience precludes those who have not previously acquired experience working at the level you are recruiting to in a similar environment

Points to consider when developing selection criteria:

P Ensure criteria are clearly defined and precisely related to the job

P Ensure criteria give consideration the ACTPS Values and Signature Behaviours

P Where possible, keep the number of selection criteria to maximum of 4 and request a maximum two page application

P Detail the organisational specific knowledge, skills and experience required, for example: Douse: ‘demonstrated ability to provide policy advice’

P Exercise care in the selection of adjectives to describe the extent to which a particular attribute is required (for example, ‘knowledge of...’, ‘extensive experience in ...’)

P Ensure criteria are measurable so applicants can be assessed on how well they meet the criteria

P List any job requirements such as qualifications, experience, licenses and checks (for example, driver’s license, working with vulnerable people check, medical check, etc) directly following the list of selection criteria

Don’t

O Be ambiguous or group unrelated competencies together

O Make generic references to the skills required for the job – be specific

O Use discriminatory language such as age, gender, marital status etc

O Overstate the qualifications or training required

O Use exclusionary language that will limit skills and experience to a type of person who might have them, for example: Don't use: ‘minimum of 5 years supervisory experience’, or ‘mature person with supervisory experience’.

O Include a selection criteria requiring awareness of, or commitment to, key organisational values (e.g. workplace diversity, workplace health and safety, participative management and the ACTPS code of conduct). Key organisational values should be covered in the position description as inherent requirements of the position.

ACT Public Service Recruitment Guidelines, Tool 4: Developing Selection Criteria