Source: https://www.legislation.gov.au/Details/F2016L01430
Timestamp: 2018-12-17 14:44:08
Document Index: 421876794

Matched Legal Cases: ['art 2', 'art 3', 'art 4', 'art 5', 'art 6', 'art 7', 'art 2', 'art 3', 'art 4', 'art 5', 'art 6', 'art 7', 'art 8', 'art 5', 'art 5', 'art 3', 'art 2']

Details: F2016L01430
- F2016L01430
This direction prescribes standards with which Agency Heads and Australian Public Service employees must comply in order to meet their obligations under the Public Service Act 1999.
Made 13 Sep 2016
Part 2—APS Values
Part 3—Recruitment and selection
Part 4—Working in the APS
Part 5—Handling suspected breaches of the Code of Conduct
Part 6—Other employment matters
Part 7—Delegation
I, John Lloyd PSM, Australian Public Service Commissioner, make the following directions.
6............ Meaning of promotion.................................................................................................. 3
7............ Meaning of vacancy...................................................................................................... 3
8............ Meaning of Senior Executive Service (SES) vacancy..................................................... 3
9............ Meaning of similar vacancy.......................................................................................... 4
10.......... Meaning of work‑related qualities................................................................................ 4
Part 2—APS Values 5
11.......... Overview....................................................................................................................... 5
12.......... APS to incorporate and uphold APS values.................................................................. 5
13.......... 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............................... 5
14.......... Ethical: The APS demonstrates leadership, is trustworthy, and acts with integrity, in all that it does 6
15.......... Respectful: The APS respects all people, including their rights and their heritage......... 6
16.......... Accountable: The APS is open and accountable to the Australian community under the law and within the framework of Ministerial responsibility............................................................................................... 6
17.......... Impartial: The APS is apolitical and provides the Government with advice that is frank, honest, timely and based on the best available evidence................................................................................................... 7
Part 3—Recruitment and selection 8
Division 1—Upholding APS Employment Principle 10A(1)(c) 8
Subdivision A—Introduction 8
18.......... How an Agency Head upholds APS Employment Principle 10A(1)(c)........................ 8
Subdivision B—Merit‑based selection processes 8
19.......... Merit‑based selection process for engagement or promotion......................................... 8
20.......... Notification of vacancy in the Public Service Gazette.................................................... 9
21.......... Additional requirements for SES engagement or promotion decisions........................ 10
Subdivision C—Engagement and promotion in certain circumstances 10
22.......... Engagement on a short‑term, irregular or intermittent basis......................................... 10
23.......... Engagement of person from state or territory jurisdiction............................................ 11
24.......... Engagement of ongoing APS employee as non‑ongoing APS employee.................... 11
25.......... Engagement of non‑ongoing APS employee as ongoing employee in exceptional circumstances 11
26.......... Affirmative measure—Indigenous employment.......................................................... 12
27.......... Affirmative measure—disability.................................................................................. 12
28.......... Affirmative measure—RecruitAbility Scheme............................................................ 13
29.......... Promotion after appointment to a statutory office........................................................ 13
30.......... Engagement of non‑APS employee following a machinery of government change.... 14
31.......... Engagement of an ongoing Parliamentary Service employee as an ongoing APS employee 14
32.......... Re‑engagement of election candidates......................................................................... 14
33.......... Re‑engagement of a former APS employee................................................................. 15
Division 2—Gazettal of certain employment decisions and promotions 17
34.......... Gazettal of employment decisions............................................................................... 17
35.......... Gazettal when decisions previously notified are cancelled........................................... 18
36.......... When promotion decisions take effect......................................................................... 18
Part 4—Working in the APS 21
Division 1—Movement of APS employees between agencies 21
37.......... Moves between agencies not associated with promotion............................................. 21
38.......... Moves between agencies on promotion....................................................................... 22
Division 2—Performance management 23
39.......... Achieving effective performance................................................................................. 23
40.......... Managing performance in cases of a potential breach of the Code of Conduct............ 23
Part 5—Handling suspected breaches of the Code of Conduct 24
41.......... Purpose....................................................................................................................... 24
42.......... Application to former APS employees........................................................................ 24
Division 2—Basic procedural requirements 25
43.......... Employee must be informed that a determination is being considered......................... 25
44.......... Employee must be informed before a sanction is imposed.......................................... 25
45.......... Person making determination to be independent and unbiased.................................... 25
46.......... Determination process to be informal.......................................................................... 25
47.......... Record of determination and sanctions........................................................................ 25
Part 6—Other employment matters 27
48.......... Restrictions on engaging a person who has received a redundancy benefit................. 27
49.......... Matters relating to leave without pay........................................................................... 28
50.......... Collection of employment‑related data......................................................................... 28
Part 7—Delegation 30
51.......... Delegation by the Commissioner................................................................................. 30
52.......... Delegation by Agency Head........................................................................................ 30
Part 8—Application and transitional provisions 31
Division 1—Application and transitional provisions relating to this instrument 31
53.......... Definitions................................................................................................................... 31
54.......... Application—Gazettal of certain employment decisions and promotions.................... 31
55.......... Transitional—use of merit lists.................................................................................... 31
56.......... Transitional—vacancies notified before commencement............................................. 31
57.......... Transitional—engagement on a short‑term, irregular or intermittent basis................... 31
58.......... Transitional—managing effective performance........................................................... 31
59.......... Savings—delegations.................................................................................................. 32
Division 2—Amendments made by the Prime Minister’s Public Service Amendment Directions 2005 (No. 1) 33
60.......... Transitional—Prime Minister’s Public Service Amendment Directions 2005 (No. 1). 33
Schedule 1—Repeals 34
Australian Public Service Commissioner’s Directions 2013 34
This instrument is the Australian Public Service Commissioner’s Directions 2016.
This instrument is made under subsections 11(1), 11A(1) and (2) and 15(6) of the Public Service Act 1999.
(f) Classification Rules;
(g) Code of Conduct;
(h) non‑ongoing APS employee;
(i) ongoing APS employee;
(j) SES employee.
disability employment service provider means an organisation that facilitates access to employment for persons with disability.
(a) a fair work instrument (within the meaning of the Fair Work Act 2009);
(b) a transitional instrument (within the meaning of the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009);
Independent Selection Advisory Committee has the same meaning as in the Regulations.
merit: see subsection 10A(2) of the Act.
PRC review means review by a Promotion Review Committee under Part 5 of the Regulations.
promotion, for an ongoing APS employee, see section 6.
Promotion Review Committee or PRC has the same meaning as in the Regulations.
Note: The Public Service Gazette may be accessed at https://www.apsjobs.gov.au.
redundancy benefit: see subsection 48(2).
SES vacancy: see section 8.
similar vacancy: see section 9.
Torres Strait Regional Authority means the Authority established by section 142 of the Aboriginal and Torres Strait Islander Act 2005.
vacancy: see section 7.
work‑related qualities: see section 10.
6 Meaning of promotion
In this instrument, a reference to a promotion is a reference to the ongoing assignment of duties to an ongoing APS employee at a classification that is higher than the employee’s current classification, in the same or another Agency, other than:
(a) the allocation of a higher classification within the same broadband in the same Agency; or
(b) the allocation of an operational classification to a trainee.
In this instrument, a vacancy exists in an Agency when a decision has been made that:
8 Meaning of Senior Executive Service (SES) vacancy
In this instrument, SES vacancy means a vacancy at a SES classification as set out in the Classification Rules.
9 Meaning of similar vacancy
In this instrument, a vacancy is a similar vacancy to a notified vacancy if:
(i) it is in the same Agency;
(iv) the Agency Head of the Agency in which the notified vacancy existed, another Agency Head and a candidate who applied for the notified vacancy agree, in writing, that the vacancy is a similar vacancy in relation to the candidate;
(v) if the notified vacancy relates to a function that was moved to another Agency after the notification by a machinery of government change—it is in the Agency to which the function was moved; and
10 Meaning of work‑related qualities
In this instrument, 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:
The APS Values, and these Directions, set out standards and outcomes that are required of APS employees and Agency Heads.
Each of the APS Values is of equal importance.
12 APS to incorporate and uphold APS values
(1) The APS must incorporate and uphold the APS Values.
(2) The following provisions determine the scope or application of the APS Values.
13 Committed to Service:
Having regard to an individual’s duties and responsibilities, upholding the APS Value in subsection 10(1) of the Act requires the following:
(a) engaging effectively with the community and providing responsive, client‑focussed service delivery;
(e) managing data to enhance evidence‑based policy advice, ensuring information is readily available to the community;
(f) supporting collaboration and teamwork, both within an Agency and with other agencies and the wider community;
(g) promoting continuous improvement and managing change effectively;
(i) pursuing and supporting training and development to improve capability;
(j) being responsive to Ministers, including being knowledgeable about the Government’s policies and understanding the relevant issues and options, the Government’s objectives and the environment in which it operates.
14 Ethical:
Having regard to an individual’s duties and responsibilities, upholding the APS Value in subsection 10(2) of the Act requires the following:
(g) providing leadership in policy development, implementation, program management and regulation;
(h) supporting systems that give APS employees appropriate opportunities to develop and demonstrate leadership qualities.
15 Respectful:
Having regard to an individual’s duties and responsibilities, upholding the APS Value in subsection 10(3) of the Act requires the following:
16 Accountable:
Having regard to an individual’s duties and responsibilities, upholding the APS Value in subsection 10(4) of the Act requires the following:
17 Impartial:
(a) serving the Government of the day with high quality professional support, irrespective of which political party is in power and of personal political beliefs;
Division 1—Upholding APS Employment Principle 10A(1)(c)
18 How an Agency Head upholds APS Employment Principle 10A(1)(c)
An Agency Head upholds APS Employment Principle 10A(1)(c) when deciding whether to engage or promote a person in the Agency if the Agency Head ensures that the decision is based on a selection process that meets:
(a) the requirements of Subdivision B (which requires merit‑based selection processes); or
(b) the requirements of a provision set out in Subdivision C (which sets out circumstances in which merit‑based selection processes are modified or do not apply).
Note: Paragraph 10A(1)(c) of the Act requires decisions relating to engagement and promotion to be based on merit.
Subdivision B—Merit‑based selection processes
Note: Regulations 3.4 and 3.5 of the Regulations provide for matters regarding the engagement of non‑ongoing employees.
Note: Paragraph (b)—matters within the control of the applicant include the applicant’s ability to start by a particular date, willingness to relocate or to meet other reasonable Agency requirements.
20 Notification of vacancy in the Public Service Gazette
(1) Subject to this section, a selection process for a decision to fill a vacancy meets the requirements of this Subdivision only if:
(a) the vacancy, or a similar vacancy, in the Agency was notified in the Public Service Gazette within a period of 12 months before the written decision to engage or promote the successful applicant; and
(d) in the case of a vacancy which required approval by the Commissioner under subsection (2) before it could be notified—the Agency Head obtained that approval before the vacancy, or a class of vacancies including the vacancy, was notified.
(4) Subsection (3) does not apply in relation to a vacancy at the APS Level 1 classification or a training classification, and these must be notified as open to all eligible members of the community.
(5) An Agency participating in a multiple Agency selection process must ensure as far as practicable that a specified vacancy 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.
(6) A vacancy notified in the Public Service Gazette as open to all eligible members of the community must, if also advertised externally, be advertised within 4 weeks before or 4 weeks after the Gazette notification.
(7) A vacancy notified in the Public Service Gazette as open only to persons who are APS employees must, if it is later advertised externally as open to all eligible members of the community, be re‑notified in the Public Service Gazette as open to all eligible members of the community.
(b) was, at the time of the relevant Public Service Gazette notification, a non‑ongoing APS employee or non‑ongoing Parliamentary Service employee (within the meaning of the Parliamentary Service Act 1999).
A selection process for an SES vacancy meets the requirements of this Subdivision if, in addition to the requirements of sections 19 and 20, the following apply:
(b) if a representative of the Commissioner participated in the selection process—the representative certified that the selection process complied with the Act and this instrument.
Subdivision C—Engagement and promotion in certain circumstances
22 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 if:
(2) An Agency Head may extend or further extend an engagement mentioned in paragraph (1)(a) if:
(c) the Agency Head is satisfied that:
(3) The Agency Head must ensure as far as practicable that such a vacancy 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.
Example: A vacancy may be brought to the notice of the community by being advertised or access being provided to non‑ongoing APS employment registers.
Note: Regulations 3.4 and 3.5 of the Regulations provide for matters regarding the engagement of non‑ongoing APS employees.
23 Engagement of person from state or territory jurisdiction
An Agency Head may engage a person as a non‑ongoing APS employee for a specified term if:
24 Engagement of ongoing APS employee as non‑ongoing APS employee
An Agency Head may engage a person who is an ongoing APS employee to perform duties as a non‑ongoing APS employee if:
(b) the person resigns as an ongoing APS employee to start the engagement; and
25 Engagement of non‑ongoing APS employee as ongoing employee in exceptional circumstances
(1) The Commissioner may authorise the engagement by an Agency Head of a non‑ongoing APS employee as an ongoing APS employee if:
(a) the Agency Head requests, in writing, such an authorisation in respect of the non‑ongoing APS employee; and
(2) An Agency Head may only make a request in respect of a non‑ongoing APS employee if the Agency Head is satisfied that:
(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 the requirements of Subdivision B; and
(1) An Agency Head may, consistently with Commonwealth law, identify a vacancy as open only to Aboriginal and/or Torres Strait Islander persons.
(2) The Agency Head must ensure that for such a vacancy:
(i) the selection process for the vacancy otherwise satisfies the requirements of Subdivision B; or
(ii) section 22 is satisfied.
(1) An Agency Head may, consistently with Commonwealth law, identify a vacancy as open only to persons who have a disability or a particular type of disability.
(a) eligible applicants are only persons described in subsection (1); and
(i) the selection process for the vacancy otherwise satisfies the requirements of Subdivision B;
(ii) section 22 is satisfied;
28 Affirmative measure—RecruitAbility Scheme
(1) An Agency Head may:
(a) notify a vacancy under section 20; and
(b) specify that the RecruitAbility Scheme applies to the selection process for that vacancy.
Note: The RecruitAbility Scheme is an affirmative measure to make arrangements for people with disability to be considered for engagement or promotion.
(2) The Agency Head must ensure that for such a vacancy the selection process otherwise satisfies the requirements of Subdivision B.
(3) To avoid doubt, paragraph (1)(b) does not require that the successful applicant be a person who applied in accordance with the RecruitAbility Scheme.
29 Promotion after appointment to a statutory office
(1) An Agency Head may, in writing, request the Commissioner to authorise the promotion of an ongoing APS employee if the following apply:
(b) the employee’s appointment to the statutory office:
(i) has not expired; or
(ii) expired no more than 3 months before the Commissioner was asked to authorise the promotion;
(2) The Commissioner may authorise the promotion, and in deciding whether to do so may also take into account:
(a) how long the employee was appointed to the statutory office; and
30 Engagement of non‑APS employee following a machinery of government change
The requirements of this section are met if the Commissioner acts under paragraph 72(1)(c) or (d) of the Act to engage a person, or determine that a person becomes engaged, in a specified Agency.
31 Engagement of an ongoing Parliamentary Service employee as an ongoing APS employee
Example: A comparable classification or lower for a person whose Parliamentary Service Group classification is level 5 is APS Group classification level 1, 2, 3, 4 or 5.
32 Re‑engagement of election candidates
Person may apply to be re‑engaged as an APS employee
(1) An Agency Head may engage a person as an APS employee if:
(a) the person is a former APS employee in the Agency, whose employment ended because he or she resigned to contest:
(c) the person applies to the Agency Head to be engaged as an APS employee within the applicable timeframe mentioned in subsection (2); and
(2) A person mentioned in paragraph (1)(a) must apply to the relevant Agency Head:
(c) if the Commissioner has made a declaration under subsection (3)—as soon as practicable after receiving notice of the declaration.
(3) If the Commissioner is satisfied that it is appropriate to do so, the Commissioner may declare that the person is taken to be a former APS employee of a specified Agency for the purposes of paragraph (2)(c).
Example: The Commissioner may make a declaration if the Agency in which the person was employed no longer exists or is no longer responsible for duties that were previously carried out by the employee.
Basis on which person may be re‑engaged as an APS employee
(4) If the Agency Head engages the person as an APS employee, the person must be:
(5) The person’s continuity of service 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:
33 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 if:
(a) the Agency Head is satisfied that the person’s former employment should not have ended; or
Division 2—Gazettal of certain employment decisions and promotions
34 Gazettal of employment decisions
(1) An Agency Head must notify the following employment decisions in the Public Service Gazette:
(a) the promotion of an ongoing APS employee;
(b) the promotion of an ongoing APS employee, following the decision of a Promotion Review Committee under subparagraph 5.18(1)(b)(ii) of the Regulations that has not been notified under paragraph (a);
(d) the engagement of an ongoing Parliamentary Service employee as an ongoing APS employee at a higher classification than the person’s current classification as a Parliamentary Service employee;
(e) 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).
(3) For an employment decision to engage or promote a person that is made on the basis that the person is required to satisfy an eligibility requirement, the 3 month period mentioned in subsection (2) is taken to commence at the time the eligibility requirement is met.
(4) A notification must include the employee’s name unless the Agency Head decides that the name should not be included because of the person’s work‑related or personal circumstances.
(5) If a notification does not include the employee’s name and relates to a promotion that is subject to review, the Agency must:
Notification relating to a former ongoing Parliamentary Service employee
(6) If an employment decision is made to engage a person at a higher classification than the person’s current classification as a Parliamentary Service employee, the notification must include a statement to the following effect:
35 Gazettal when decisions previously notified are cancelled
(1) An Agency Head must notify a decision (a cancellation decision) to cancel the following employment decisions in the Public Service Gazette:
(a) a promotion notified under paragraph 34(1)(a) (in a case where the cancellation decision is made by the Agency Head);
(b) a promotion notified under paragraph 34(1)(a) or (b) (in a case where the cancellation decision is the result of a decision of a Promotion Review Committee);
(c) an engagement, promotion or assignment of duties notified under paragraph 34(1)(c);
(d) the engagement of an ongoing Parliamentary Service employee as an ongoing APS employee under paragraph 34(1)(d);
(e) a termination notified under paragraph 34(1)(e).
(a) if a date of effect has been agreed by the relevant parties and is after the Agency Head is notified that the application has lapsed—on that date; or
an application for review is made but the Merit Protection Commissioner decides under subregulation 5.10(1) of the Regulations that it is unnecessary to appoint a PRC to consider the application
(a) if a date of effect has been agreed by the relevant parties and is after the Agency Head is notified of the decision of the Merit Protection Commissioner—on that date; or
(a) if a date of effect has been agreed by the relevant parties and is after the Agency Head is notified of the PRC’s decision—on that date; or
(4) This section is subject to section 38.
Division 1—Movement of APS employees between agencies
37 Moves between agencies not associated with promotion
(a) an Agency Head enters into a written agreement with an ongoing APS employee for the employee to move to the Agency Head’s Agency (the new Agency) from another Agency (the original Agency); and
(b) the movement between APS Agencies is not associated with a promotion.
Note: For the power to enter into agreements of this kind, see section 26 of the Act.
(i) if a date of effect has been agreed by the APS employee and the 2 Agency Heads—on the agreed date of effect; and
(ii) if a date of effect has not been agreed—4 weeks after the APS employee informs the original Agency Head in writing; and
(i) if the original Agency Head has approved it in writing—on the date of effect specified in the approval; and
(ii) if the original Agency Head has not approved it in writing—on the date the APS employee begins duties in the new Agency. The move has the effect of an ongoing move to the new Agency at the APS employee’s existing classification.
(3) In the case of an agreed temporary move, an agreement between the new Agency Head and the APS employee to vary the period of the move:
(a) if approved by the original Agency Head in writing—has effect according to its terms; and
(b) if not approved by the original Agency Head in writing—has no effect.
Movement in cases of a suspected breach of the Code of Conduct
(a) an APS employee is suspected of having breached the Code of Conduct and is formally advised of the suspected breach in accordance with procedures established under subsection 15(3), 41B(3) or 50A(2) of the Act; and
then, unless the APS employee’s current Agency Head and the new Agency Head agree otherwise, a move by the APS employee does not take effect until the matter to which the suspected breach relates is resolved.
(5) For the purposes of subsection (4), the matter to which the suspected breach relates is taken to be resolved when:
38 Moves between agencies on promotion
(a) a decision is taken to promote an APS employee; and
(b) the APS employee is suspected of having breached the Code of Conduct and is formally advised of the suspected breach in accordance with procedures established under subsection 15(3), 41B(3) or 50A(2) of the Act; and
(c) the matter to which the suspected breach relates is not resolved before the APS employee moves to take up the promotion;
then, unless the APS employee’s current Agency Head and the new Agency Head agree otherwise, the APS employee’s promotion does not take effect until the matter to which the suspected breach relates is resolved.
(2) For the purposes of subsection (1), the matter to which the suspected breach relates is taken to be resolved when:
Division 2—Performance management
39 Achieving effective performance
An Agency Head upholds APS Employment Principle 10A(1)(d) by ensuring that:
(a) the Agency has performance management policies and processes that support a culture of high performance; and
(b) performance by APS employees in the Agency is effectively managed; and
(c) each APS employee in the Agency is given a clear statement of the performance and behaviour expected of the employee, and an opportunity to discuss his or her duties; and
(d) each APS employee in the Agency is required to participate constructively in performance management processes; and
(e) fair and effective measures are in place to address underperformance by an APS employee in the Agency.
40 Managing performance in cases of a potential breach of the Code of Conduct
An Agency Head must have regard to any relevant standards and guidance issued by the Commissioner if:
(a) an APS employee in the Agency has engaged in conduct that:
(b) the Agency Head is considering whether to initiate an inquiry under procedures established by the Agency Head under subsection 15(3) of the Act.
Note: See also Part 5.
For the purposes of paragraph 15(4)(a) of the Act, this Part sets out the basic procedural requirements with which procedures established by an Agency Head under subsection 15(3) of the Act must comply.
Note 1: Subsection 15(3) of the Act requires an Agency Head to establish written procedures for determining:
(a) whether an APS employee, or a former APS employee, in the Agency has breached the Code of Conduct; and
(b) what sanction, if any, should be imposed on an APS employee for a breach of the Code of Conduct.
Note 2: See also section 40.
42 Application to former APS employees
In Division 2 (other than subparagraph 43(a)(ii) and section 44), a reference to an APS employee in an Agency includes a reference to a former APS employee who is suspected of having breached the Code of Conduct while an employee in the Agency.
43 Employee must be informed that a determination is being considered
(a) inform the APS employee of:
(ii) the sanctions that may be imposed on the APS employee under subsection 15(1) of the Act; and
(b) give the APS employee a reasonable opportunity to make a statement in relation to the suspected breach.
44 Employee must be informed before a sanction is imposed
(b) give the APS employee a reasonable opportunity to make a statement in relation to sanctions under consideration.
45 Person making determination to be independent and unbiased
46 Determination process to be informal
47 Record of determination and sanctions
(c) any sanctions imposed as a result of a determination that the APS employee breached the Code of Conduct; and
(d) if a statement of reasons was given to the APS employee—the statement of reasons.
48 Restrictions on engaging a person who has received a redundancy benefit
Note: Subparagraph (a)(ii)—for work‑related qualities, see section 10.
49 Matters relating to leave without pay
Note 1: The right of return under subsection (2) applies in relation to leave without pay whether granted before or after the commencement of these provisions.
50 Collection of employment‑related data
(1) An Agency Head must ensure that there are measures in place to collect information from each employee in the Agency, including information relating to the following matters, and to give information that is collected to the Commissioner:
Note 2: Information collected using the measures mentioned in subsection (1) will be included in the Australian Public Service Employment Database.
Note 3: In collecting information using the measures mentioned in subsection (1), an Agency Head will have regard to the specifications in relation to the collection of information that are set out in the APSED Manual published on the website of the Australian Public Service Commission.
(2) In seeking information relating to the matters in paragraphs (1)(a) to (j), an Agency Head must allow APS employees to provide a response of “choose not to give this information”.
51 Delegation by the Commissioner
(1) The Commissioner may delegate, in writing, any of the Commissioner’s powers or functions under this instrument (other than under this section) to:
(2) A person (the first delegate) to whom powers or functions are delegated under subsection (1) may, in writing, delegate any of those powers or functions to another person (the second delegate).
(3) However, if the first delegate is subject to directions about the exercise of a power or function delegated under subsection (2), the first delegate must give corresponding directions to the second delegate.
(4) A person exercising powers or functions under a delegation under this section must comply with any directions given by the Commissioner.
52 Delegation by Agency Head
(1) An Agency Head may delegate, in writing, any of the Agency Head’s powers or functions under this instrument (other than under this section) to a person.
(2) However, an Agency Head cannot delegate powers or functions to an outsider, being a person other than:
(b) a person appointed to an office by the Governor‑General, or by a Minister, under a law of the Commonwealth;
without the prior written consent of the Commissioner.
(3) A person (the first delegate) to whom powers or functions are delegated under subsection (1) may, in writing delegate any of the powers or functions to another person (the second delegate).
(4) However, if the first delegate is subject to directions about the exercise of a power or function delegated under subsection (3), the first delegate must give corresponding directions to the second delegate.
(5) A person exercising powers or functions under a delegation under this section must comply with any directions of the Agency Head who delegated the power or function.
Division 1—Application and transitional provisions relating to this instrument
old law means the Australian Public Service Commissioner’s Directions 2013, as in force immediately before the day this instrument commences.
54 Application—Gazettal of certain employment decisions and promotions
Division 2 of Part 3 of this instrument applies in respect of:
(b) an employment decision made before commencement but not notified under Part 2.4 of the old law on commencement.
55 Transitional—use of merit lists
For the purposes of paragraph 20(1)(a) of this instrument, a vacancy is taken to be a similar vacancy if the vacancy:
(b) otherwise satisfies the requirements of section 9 of this instrument.
56 Transitional—vacancies notified before commencement
Despite the repeal of the old law by Schedule 2, the old law continues to apply in relation to a vacancy if, immediately before commencement:
57 Transitional—engagement on a short‑term, irregular or intermittent basis
If a person was, immediately before commencement, engaged to perform duties as a non‑ongoing APS employee under clause 2.12 of the old law, then:
(a) the person is taken to be engaged to perform duties as a non‑ongoing APS employee under section 22 of this instrument; and
(b) section 22 of this instrument applies in respect of that engagement.
58 Transitional—managing effective performance
Despite the repeal of the old law by Schedule 2, the old law continues to apply in relation to performance management taken in respect of an APS employee if:
(a) immediately before commencement, performance management was being taken in respect of the APS employee in accordance with the Act, the Regulations and the requirements of Chapter 4 of the old law; and
59 Savings—delegations
(1) A delegation by the Commissioner, as in force under clause 8.1 of the old law immediately before commencement, continues in force on and after commencement as if it had been made under section 51 of this instrument.
Delegation by an Agency Head
(2) A delegation by an Agency Head, as in force under clause 8.2 of the old law immediately before commencement, continues in force on and after commencement as if it had been made under section 52 of this instrument.
Division 2—Amendments made by the Prime Minister’s Public Service Amendment Directions 2005 (No. 1)
60 Transitional—Prime Minister’s Public Service Amendment Directions 2005 (No. 1)
(b) the period of leave has not expired on the day this instrument commences.
(2) The grant of leave without pay is not affected by the amendments made by the Prime Minister’s Public Service Amendment Directions 2005 (No. 1) or by the repeal of the Prime Minister’s Public Service Directions 1999.