Source: https://www.legislation.gov.au/Details/F2014C01208
Timestamp: 2020-01-17 16:11:10
Document Index: 412089291

Matched Legal Cases: ['art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 9', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2', 'art 2']

Details: F2014C01208
- F2014C01208
Directions/Other as amended, taking into account amendments up to Australian Public Service Commissioner’s Amendment (Notification of Decisions and Other Measures) Direction 2014
Australian Public Service Commissioner’s Amendment (Notification of Decisions and Other Measures) Direction 2014 - F2014L01426
F2014C01208
Chapter 1—APS Values
Chapter 2—Recruitment and selection
Chapter 3—Workplace diversity
Chapter 4—Performance management
Chapter 5—Safe workplaces
Chapter 6—Agency Head handling of suspected Code of Conduct breaches
Chapter 7—Other employment matters
Chapter 8—Delegation
Schedule 1—Re-engagement of election candidates
Schedule 2—Comparison with Parliamentary Service classifications
made under subsection 11(1), 11A(1) and (2) and 15(4) of the
Compilation start date: 1 November 2014
Includes amendments up to: Australian Public Service Commissioner’s Amendment (Notification of Decisions and Other Measures) Direction 2014
This is a compilation of the Australian Public Service Commissioner’s Directions 2013 as in force on 1 November 2014. It includes any commenced amendment affecting the legislation to that date.
This compilation was prepared on 3 November 2014.
Chapter 1A—Preliminary 1
1A.1...... Name............................................................................................................................. 1
1A.2...... Definitions—the Dictionary.......................................................................................... 1
Chapter 1—APS Values 2
1.1......... Purpose of Chapter 1..................................................................................................... 4
1.2......... Committed to Service: The APS is professional, objective, innovative and efficient, and works collaboratively to achieve the best results for the Australian community and the Government............................... 4
1.3......... Ethical: The APS demonstrates leadership, is trustworthy, and acts with integrity, in all that it does 4
1.4......... Respectful: The APS respects all people, including their rights and their heritage......... 5
1.5......... Accountable: The APS is open and accountable to the Australian community under the law and within the framework of Ministerial responsibility............................................................................................... 5
1.6......... Impartial: The APS is apolitical and provides the Government with advice that is frank, honest, timely and based on the best available evidence................................................................................................... 6
1.7......... Promoting the APS Values—Agency Heads................................................................ 6
1.8......... Promoting the APS Values—SES employees............................................................... 6
Chapter 2—Recruitment and selection 7
Part 2.1—Engagement and promotion—standard provisions 8
2.1......... Purpose of Part 2.1........................................................................................................ 9
2.2......... Meaning of promotion.................................................................................................. 9
2.3......... Meaning of vacancy...................................................................................................... 9
2.4......... Meaning of Senior Executive Service (SES) vacancy................................................... 9
2.5......... Meaning of similar vacancy.......................................................................................... 9
2.6......... Meaning of work‑related qualities.............................................................................. 10
Division 2—Merit in engagement and promotion—application of APS Employment Principle 10A(1)(c) 11
2.7......... How an Agency Head upholds APS Employment Principle 10A(1)(c)...................... 11
2.8......... Merit‑based selection process for engagement or promotion....................................... 11
2.9......... Notification of vacancy in the Public Service Gazette before 5 November 2013......... 12
2.9A Notification of vacancy in the Public Service Gazette on or after 5 November 2013........ 13
2.10....... Additional requirements for SES engagement or promotion decisions........................ 14
Part 2.2—Engagement and promotion—exceptions to standard provisions 15
2.11....... Purpose of Part 2.2...................................................................................................... 15
2.12....... Engagement on a short‑term, irregular or intermittent basis......................................... 15
2.13....... Engagement of non‑ongoing APS employee as ongoing employee in exceptional circumstances 16
2.14....... Engagement of ongoing SES employee as non‑ongoing SES employee..................... 16
2.15....... Affirmative measure—Indigenous employment.......................................................... 17
2.16....... Affirmative measure—intellectual disability................................................................ 17
2.17....... Affirmative measure—engagement of person with disability unable to participate in competitive selection process.................................................................................................................................... 17
2.17A.... Affirmative measure—RecruitAbility Scheme............................................................ 18
2.18....... Engagement of person from state or territory jurisdiction............................................ 18
2.19....... Re‑engagement of election candidates......................................................................... 18
2.20....... Promotion on completion of an appointment to a statutory office................................ 19
2.21....... Engagement of non‑APS employee following a machinery of government change.... 19
2.22....... Engagement of an ongoing Parliamentary Service employee as an ongoing APS employee 19
2.23....... Re‑engagement of a former APS employee................................................................. 19
Part 2.3—Assignment of duties and movement of employees between agencies 21
2.24....... Minimum requirements for decisions relating to assignment of duties at or below classification 21
2.25....... Minimum requirements for decisions relating to the temporary assignment of higher duties 21
2.26....... Assignment from non‑SES classification to SES classification................................... 22
2.27....... Moves between agencies............................................................................................. 22
2.27A.... Movement of ongoing APS employee to another Agency during an inquiry into a suspected breach of the Code of Conduct....................................................................................................................... 23
Part 2.4—Gazettal of employment decisions and date of effect of promotions 24
2.28....... Purpose of Part 2.4...................................................................................................... 24
2.29....... Decisions that must be notified in the Gazette............................................................. 24
2.30....... Cancellation decisions that must be notified in the Gazette.......................................... 26
2.31....... Date of effect of promotions........................................................................................ 26
Chapter 3—Workplace diversity 29
3.1......... How an Agency Head upholds APS Employment Principle 10A(1)(f) (non‑discrimination) 29
3.2......... How an Agency Head upholds APS Employment Principle 10A(1)(g) (diversity).... 29
3.3 Measures for workplace diversity programs............................................................... 30
3.4......... Workplace diversity program to be published............................................................. 30
3.5......... Evaluation and assessment of effectiveness and outcomes of workplace diversity program 30
3.6......... Review of workplace diversity program...................................................................... 31
Chapter 4—Performance management 32
4.1......... How an Agency Head upholds APS Employment Principle 10A(1)(d)..................... 32
4.2......... Initiating Code of Conduct proceedings in relation to performance matters................. 32
Chapter 5—Safe workplaces 33
5.1......... Providing a safe workplace......................................................................................... 33
Chapter 6—Agency Head handling of suspected Code of Conduct breaches 34
6.1......... Purpose of Chapter 6................................................................................................... 34
6.2......... Application to former APS employees........................................................................ 34
Division 2—Basic procedural requirements 35
6.3......... Employee must be informed that a determination is being considered......................... 35
6.4......... Employee must be informed before a sanction is imposed.......................................... 35
6.5......... Person making determination to be independent and unbiased.................................... 35
6.6......... Determination process to be informal.......................................................................... 35
6.7......... Record of determination and sanctions........................................................................ 35
Chapter 7—Other employment matters 37
7.1......... Restrictions on engaging redundancy benefit recipients.............................................. 37
7.2......... Termination of employment of non‑ongoing APS employees..................................... 39
7.3......... Incentive to retire—SES employee.............................................................................. 39
7.4......... Matters relating to leave without pay........................................................................... 39
7.5......... Transitional—Prime Minister’s Public Service Amendment Directions 2005 (No. 1). 40
7.6......... Collection of employment‑related data......................................................................... 41
Chapter 8—Delegation 42
8.1......... Delegation by the Commissioner................................................................................. 42
8.2......... Delegation by Agency Head........................................................................................ 42
Chapter 9—Transitional provisions 44
Part 9.1—Transitional provisions relating to the Australian Public Service Commissioner’s Amendment (Notification of Decisions and Other Measures) Direction 2014 44
9.1......... Decision to terminate employment of ongoing APS employee.................................... 44
9.2......... Decision to cancel termination decision....................................................................... 44
9.3......... Retirement by SES employee with payment of incentive............................................. 44
Schedule 1—Re‑engagement of election candidates 46
1............ Entitlement to return to APS employment................................................................... 46
Schedule 2—Comparison with Parliamentary Service classifications 48
1............ Meaning of comparable classification or lower.......................................................... 48
2............ Meaning of higher classification................................................................................. 48
c) re‑assignment of duties
(a) engaging effectively with the community and working actively to provide responsive, client‑focussed service delivery;
An Agency Head must take steps to integrate the APS Values into the Agency’s culture and decision‑making processes and support APS employees to take decisions based on the APS Values. An Agency Head must also consistently reflect the APS Values in his or her behaviour.
Having regard to an individual’s duties and responsibilities, an SES employee must take steps to integrate the APS Values into the Agency’s culture and decision‑making processes, guide APS employees to take decisions based on the APS Values, and consistently reflect the APS Values in his or her behaviour.
The introductory phrase to these Employment Principles states that the APS is a career‑based public service. Implicit in this is the expectation that an Agency Head will put in place measures to ensure that the Agency is staffed on a basis that sustains core knowledge, expertise, and standards of professionalism and behaviour.
Part 2.1 provides the minimum requirements Agency Heads must meet in upholding this Principle in decisions relating to most promotions and most ongoing and long‑term non‑ongoing engagements. It defines the relevant terms, including the meaning of work‑related qualities that may be taken into account in assessing the relative suitability of candidates to perform the relevant duties. It outlines the requirements of a merit‑based competitive selection process, including the requirement to notify a vacancy in the Public Service Gazette, and provides additional requirements for a selection process to fill a Senior Executive Service (SES) vacancy.
Part 2.2 provides directions on the minimum requirements Agency Heads must meet in relation to engagement or promotion decisions in short‑term engagements and in other circumstances where APS Employment Principle 10A(1)(c) is modified.
Part 2.1—Engagement and promotion—standard provisions
This Part determines the scope or application of APS Employment Principle 10A(1)(c), in circumstances relating to most promotions and most ongoing and long‑term non‑ongoing engagements. It reads:
(a) to determine the scope or application of APS Employment Principle 10A(1)(c), relating to engagement and promotion decisions based on merit, in circumstances relating to most promotions and most ongoing and long‑term non‑ongoing engagements; and
(b) it is the same category of employment (ongoing or non‑ongoing); and
2.6 Meaning of work‑related qualities
For these Directions, work‑related qualities that may be taken into account in making an assessment of candidates’ suitability to perform duties in accordance with paragraph 10A(2)(c) of the Act include the following:
Division 2—Merit in engagement and promotion—application of APS Employment Principle 10A(1)(c)
Note: This Division sets standards for merit‑based selection and requires a vacancy, or a similar vacancy, to have been notified in the Gazette within the previous 12 months.
2.8 Merit‑based selection process for engagement or promotion
(i) the vacancy was notified before 5 November 2013 in accordance with clause 2.9, and:
(A) an offer of engagement or promotion was made to the person before 5 November 2013; or
(B) the Commissioner is satisfied that, in the circumstances, it is not appropriate to require a re-notification of the vacancy in accordance with clause 2.9A; or
(ii) the vacancy is notified on or after 5 November 2013 in accordance with clause 2.9A;
Note 2: The Regulations (regulations 3.4 and 3.5) provide for matters regarding the engagement of non‑ongoing employees.
2.9 Notification of vacancy in the Public Service Gazette before 5 November 2013
(1) Subject to this clause, a selection process for a decision to fill a vacancy to which subparagraph 2.8(1)(b)(i) applies meets the requirements of this Division only if:
Note: The Department of Finance and Deregulation has issued a policy on non‑campaign recruitment advertising.
(3) If the Agency Head decides that, for reasons of cost or operational efficiency, a vacancy at a non‑SES classification should be filled by a person who is already an APS employee, the vacancy may, with the agreement of the Commissioner, be notified in the Public Service Gazette as open only to persons who are APS employees at the time of the notification.
the vacancy must be re‑notified in the Public Service Gazette with the changed eligibility provision.
(b) was, at the time of the relevant Public Service Gazette notification, a non‑ongoing APS employee or non‑ongoing Parliamentary Service employee.
2.9A Notification of vacancy in the Public Service Gazette on or after 5 November 2013
(1) Subject to this clause, a selection process for a decision to fill a vacancy to which subparagraph 2.8(1)(b)(ii) applies meets the requirements of this Division only if:
(b) the vacancy was notified with a closing date for applications of at least 7 calendar days after the notification (unless otherwise approved by the Commissioner).
Restricting applications to APS employees
(2) Subject to subclauses (3), (4), (5), (6), and (7), the vacancy must be notified in the Public Service Gazette as open only to persons who are APS employees.
(3) An Agency Head may seek the Commissioner’s approval to advertise a vacancy or a class of vacancies in the Public Service Gazette as open to all eligible members of the community.
(4) If the Commissioner is satisfied that there are special circumstances, the Commissioner may give approval.
(5) Where the Commissioner approves a request, and where the vacancy has previously been advertised as open only to APS employees, the vacancy must be re-notified in the Public Service Gazette with the changed eligibility requirement.
(6) Where the Commissioner approves a request, the vacancy may also be advertised externally (for example on a recruitment website).
(7) External advertising must take place within 4 weeks of the Gazette notification that sought applications from eligible members of the community.
Note: The Department of Finance has issued a policy on non-campaign recruitment advertising.
(8) An Agency participating in a multiple Agency selection process must ensure that there is adequate notification of the vacancy under its own Agency name in the Public Service Gazette (for example a heading followed by a link to multiple Agency notification).
APS employees who are eligible applicants
(9) In this clause APS employee means a person who is an ongoing APS employee or an ongoing Parliamentary Service employee at the time of the relevant Public Service Gazette notification.
(10) An applicant for a vacancy who was an APS employee at the time of Public Service Gazette notification, but ceases to be one during the selection process, ceases to be an eligible applicant for the vacancy.
Note: Clauses 2.9 and 2.9A require the decision to be made within 12 months after the vacancy notification in the Public Service Gazette on which the selection process was based, including in relation to the same, or similar, vacancies. In relation to SES engagement or promotion decisions, the Commissioner must have endorsed the certification of that process before any engagement or promotion action may proceed.
Part 2.2—Engagement and promotion—exceptions to standard provisions
· engagement on a short‑term, irregular or intermittent basis
· engagement of non‑ongoing APS employee as ongoing employee in exceptional circumstances
· engagement of ongoing SES employee as non‑ongoing SES employee
· re‑engagement of election candidates
· engagement of non‑APS employee following a machinery of government change
· re‑engagement of a former APS employee.
2.12 Engagement on a short‑term, irregular or intermittent basis
(1) An Agency Head may engage a person to perform duties as a non‑ongoing APS employee without complying with Part 2.1 if:
(2) An Agency Head may engage a person to perform duties as a non‑ongoing APS employee without complying with Part 2.1 if the engagement is for duties that are irregular or intermittent.
(3) An Agency Head must ensure as far as practicable that a vacancy in the Agency to which this clause applies is brought to the notice of the community in a way that gives eligible members of the community a reasonable opportunity to apply for it, for example by advertising and providing access to non-ongoing APS employment registers.
(4) As a minimum requirement, the Agency Head must be satisfied that the person to be engaged has the work‑related qualities genuinely required to perform the relevant duties.
Note: The Regulations (regulations 3.4 and 3.5) provide for matters regarding the engagement of non‑ongoing APS employees.
2.13 Engagement of non‑ongoing APS employee as ongoing employee in exceptional circumstances
(1) An Agency Head may, in writing, ask the Commissioner to authorise the engagement by the Agency Head of a non‑ongoing APS employee as an ongoing APS employee without complying with Part 2.1, if the Agency Head is satisfied that:
(b) the person to be engaged as an ongoing APS employee has the work‑related qualities genuinely required to perform the relevant duties; and
(c) the engagement as an ongoing APS employee is at the person’s classification (or equivalent) as a non‑ongoing APS employee; and
(d) the original engagement of the person as a non‑ongoing APS employee, or an extension of the engagement of the person as a non‑ongoing APS employee, complied with all aspects of Part 2.1; and
2.14 Engagement of ongoing SES employee as non‑ongoing SES employee
An Agency Head may engage a person who is an ongoing SES employee to perform duties as a non‑ongoing SES employee without complying with Part 2.1 if:
(b) the person resigns as an ongoing SES employee in order to commence the engagement as a non‑ongoing SES employee for a specified term or specified task; and
(c) the engagement as a non‑ongoing SES employee for a specified term or specified task is at the same classification as the person’s current SES classification or at a lower SES classification.
Note: Engagement of non‑ongoing SES employees is subject to the provisions of the Regulations (regulation 3.4).
(1) In notifying a vacancy in accordance with clause 2.9 or 2.9A, an Agency Head may, consistently with Commonwealth law, identify a vacancy as open only to Aboriginals or Torres Strait Islanders within the meaning of the Racial Discrimination Act 1975.
(1) In notifying a vacancy in accordance with clause 2.9 or 2.9A, an Agency Head may, consistently with Commonwealth law, identify a vacancy as open only to persons with intellectual disability.
Note: If the engagement is to be as a non‑ongoing APS employee for a specified term, or for the duration of a specified task, the requirements of regulation 3.5 of the Regulations apply to the engagement, including requirements relating to the grounds for the engagement and the term of the engagement.
(1) In notifying a vacancy in accordance with clause 2.9 or 2.9A, an Agency Head may specify that the RecruitAbility Scheme applies in relation to the filling of that vacancy.
An Agency Head may engage a person as a non‑ongoing APS employee for a specified term without complying with Part 2.1 if:
(b) the Agency Head has entered into an agreement with the State or Territory, or the authority of the State or Territory, to engage the person as a non‑ongoing employee for a specified term.
2.19 Re‑engagement of election candidates
(d) the Agency Head is satisfied that the employee has the necessary work‑related qualities to perform duties at the APS classification to which the employee is to be promoted.
2.21 Engagement of non‑APS employee following a machinery of government change
2.23 Re‑engagement of a former APS employee
(1) The relevant Agency Head may engage a former APS employee as an ongoing or non‑ongoing APS employee without complying with Part 2.1 if the Agency Head is satisfied that it is appropriate because:
(2) An engagement under this clause must be on the same basis (ongoing or non‑ongoing) as the person’s former employment and must be at the same or a lower classification.
Part 2.3—Assignment of duties and movement of employees between agencies
The Agency Head must ensure that decisions relating to the ongoing or temporary assignment of duties to an employee under section 25 of the Act at or below the employee’s classification level (including where this involves a movement from another APS Agency):
(a) are based on an assessment of the employee’s work‑related qualities and the work‑related qualities genuinely required to perform the relevant duties; and
2.26 Assignment from non‑SES classification to SES classification
(2) For subsection 26 (2) of the Act, a written agreement between an Agency Head and an ongoing APS employee for the employee to move to the Agency Head’s Agency (the new Agency) from another Agency (the original Agency) has effect subject to this clause and clause 2.27A.
(5) If paragraph (4)(a) applies to the agreement, and the new Agency Head and the APS employee agree to vary the period of the move, then:
Part 2.4—Gazettal of employment decisions and date of effect of promotions
(i) the termination of the employment of an ongoing APS employee on the ground mentioned in paragraph 29(3)(g) of the Act (breach of the Code of Conduct).
(f) a termination notified under paragraph 2.29(1)(i).
(1) Subject to clause 2.27A, this clause applies to a decision (a promotion decision) to:
The non‑discrimination and diversity principles in employment
It is expected that an Agency workplace diversity program will include measures directed at eliminating employment‑related disadvantages in the Agency on the basis of:
· being a member of a group that, from time to time, is identified as having an employment‑related disadvantage.
3.1 How an Agency Head upholds APS Employment Principle 10A(1)(f) (non‑discrimination)
In upholding and promoting APS Employment Principle 10A(1)(f), an Agency Head must put in place measures in the Agency directed at ensuring that all relevant anti‑discrimination laws are complied with.
Note: This requirement is in addition to the Agency Head’s duty to give the Commissioner information for the Commissioner to prepare an annual report—see s 44 of the Act.
(d) requires employees to participate constructively in agency‑based performance management processes and practices;
The purpose of this Chapter is to set out the basic procedural requirements that must be complied with by the procedures established by an Agency Head under subsection 15(3) of the Act for:
(2) Subparagraph 6.3(a)(ii) and clause 6.4 do not apply in relation to a former APS employee.
(a) where an employee has periods of full‑time and part‑time service, and the period of part‑time service falls last (so that the person’s redundancy benefit is calculated on the basis of the part‑time weekly salary), the weekly salary to be used is the full‑time equivalent of that part‑time weekly salary; and
(6) An Agency Head may engage a redundancy benefit recipient as an APS employee, or under section 74 of the Act to perform duties overseas as an employee, only if the Agency Head considers that the engagement is essential for the Agency’s operations, having regard to the nature of the duties to be performed and the work‑related qualities of the person.
(ii) a non‑ongoing SES employee; and
(i) as a non‑ongoing APS employee (at a non‑SES classification) for a specified term of more than 6 months; or
(ii) as a non‑ongoing APS employee (at a non‑SES classification) for the duration of a specified task where it is estimated that the duration of the task is likely to be more than 6 months; or
(c) consult with the Commissioner before extending the engagement (at a non‑SES classification) of a non‑ongoing employee who is a redundancy benefit recipient, where the total term of engagement will exceed 6 months.
7.2 Termination of employment of non‑ongoing APS employees
(1) This clause sets out procedures applicable to the termination of the employment of a non‑ongoing APS employee.
(2) If an employment arrangement sets out procedures applicable to the termination of the employment of the non‑ongoing APS employee, the procedures apply to the termination of the employment unless the procedures:
Note 1: The engagement of a non‑ongoing APS employee may be terminated on the grounds of a breach of the APS Code of Conduct only in accordance with procedures established by an Agency Head under subsection 15 (3) of the Act.
Note: A notice given to an SES employee under subsection 37 (1) of the Act must be in writing and must state that the employee will become entitled to a payment of a specified amount if the employee retires within a period specified in the notice.
(a) an Agency Head granted an application by an APS employee under subclause 2.1(1) of the Prime Minister’s Public Service Directions 1999, as in force before the commencement of the Prime Minister’s Public Service Amendment Directions 2005 (No. 1) on 19 October 2005, for leave without pay to undertake or continue employment in a full‑time statutory appointment; and
Schedule 1—Re‑engagement of election candidates
(a) engaged on the same basis (ongoing or non‑ongoing) as the person’s employment before resigning and at the same classification;
(3) The continuity of the service of the person is taken not to have been broken by the period between the person’s resignation and the person’s re‑engagement as an APS employee, but that period does not count as service for the purposes of:
(4) If the Commissioner is satisfied that it is appropriate to do so (for example because the Agency in which the person was employed at the time of resignation is no longer responsible for those duties, or no longer exists), the Commissioner may declare that the person is taken to be a former APS employee of a specified Agency for the purposes of this Schedule.
work‑related qualities—see clause 2.6.
13 Mar 2013 (F2013L00448)
1 July 2013 (c 2 and F2013L00484)
28 June 2013 (F2013L01212)
1 July 2013 (c 2)
Australian Public Service Commissioner’s Amendment Direction 2013 (No. 2)
4 Nov 2013 (F2013L01879)
5 Nov 2013 (s 2)
28 Oct 2014 (F2014L01426)
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