Selection Panels

Report
Selection Panel Procedures
for School Teachers 2013
Training for conveners and members of selection panels
Updated November 2013
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Key Documents
This training is based on two key departmental
documents:
1. Promotion and Transfer Procedures for School
Teachers 2013
2. Selection Panel Procedures for School Teachers 2013
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Session Outline
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A quick overview of filling vacant positions
Types of merit selection
Filling a vacancy via advertisement
Selection panels
Responsibilities of panel members
The selection process
Filling a vacancy through the pool process
Checklist
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Overview of classroom teacher appointments
a vacancy arises
Principal submits codes via OMSEE
Step 1
Staffing Services match for incentive transfers and Aboriginal employment applicants
…match
appointment is
made
Step 2
…no match
…and last vacancy filled
through central appointment
…and last vacancy filled
through local choice
fill position through local
choice
fill position through central
appointment
or if position cannot be filled
through central appointment
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Overview of appointments for executive staff
(excluding principals)
a vacancy arises
Step 1
Staffing Services match for incentive transfers
…match
appointment is
made
Step 2
…no match
…and last vacancy at that
level* filled through central
appointment
…and last vacancy at that
level* filled through local
choice
advertise
fill position through central
appointment
* ‘Level’ for an executive vacancy means any executive level
(excluding principal)
PUBLIC SCHOOLS NSW
or if position cannot be filled
through central appointment
WWW.SCHOOLS.NSW.EDU.AU
Overview of appointments for principals
a vacancy arises
Step 1
Staffing Services match for incentive transfers
…match
appointment is
made
Step 2
…no match
…and last vacancy at
principal level filled through
central appointment
…and last vacancy at
principal level filled through
local choice
advertise
fill position through central
appointment
or if position cannot be filled
through central appointment
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Types of Merit Selection
1. Classroom teacher, executive and principal positions
filled through advertisement
2. Classroom teacher vacancies filled from the pool of
interested applicants from:
 Nominated transfer list
 Employment list
 Graduate recruitment list
 Service transfer list
 Resumption of duty list
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Method of Filling a Vacancy via
Advertisement
1. Staffing Services sends an email confirmation to the
principal (or director in the case of a principal
position) indicating that a selection panel can be
formed to fill the vacancy
2. No action can be taken to form a selection panel until
this confirmation is received
3. The principal (or director) can delegate the role of
convener to another executive (or principal) who
must be at a higher level to the position being filled
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Staffing Services advice to Convener
• The requisition (advertisement) for the position is
submitted on the jobs.nsw system. This application is
accessed through the DEC portal and is called ‘jobs.nsw
(eRecruitment)’
• The requisition (advertisement) must be submitted
within four weeks of receiving the email confirmation to
form a selection panel. If it is not submitted, the
position will be rematched and eligible applicants
considered for appointment to the vacant position
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Staffing Services advice to Convener
• The panel convener must provide shortlisted applicants
with at least three working days notice of their
interviews
• With the jobs.nsw (eRecruitment) system there is no
page length restriction on written applications, as there
was with the previous [email protected] system
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Staffing Services advice to Convener
• The DEC Careers page advises applicants that: “Previous
page limits for teacher, executive and principal
applications no longer apply. However, applicants need
to ensure they address the selection criteria in a concise
and relevant manner”.
http://www.dec.nsw.gov.au/about-us/careers-centre
• Panels need to keep in mind that there is no page length
restriction when considering written applications for
shortlisting
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Advertised Positions:
An Overview of Stages in the Process
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The position is cleared to be advertised by Staffing
The principal forms the selection panel
The panel determines the selection criteria and writes
the advertisement, which the convener submits for
publication
The panel short lists applicants for interview, including
the first two referee checks
Staffing approval required prior to the interviews being
conducted
Interviews are conducted
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Advertised Positions:
An Overview of Stages in the Process
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The panel reaches a decision on recommended and
eligible applicants, including the third referee check
Recommendations and report writing are contributed
to by all panel members
Staffing approval required for recommended applicant
report and eligibility report prior to feedback being
provided to any applicants
Feedback to applicants is provided by the convener
only
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Selection Panels
The role of the selection panel is to:
• weigh up the evidence supporting each applicant’s
claim for the position against the selection criteria
• make recommendations as to the most suitable
applicant against the selection criteria to fill the
vacant position after assessing information from all
stages of the selection process:
- application
- referees’ comments
- interview
• determine an eligibility list, if appropriate
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Panel Composition:
Classroom Teacher Positions
• Principal of the school or nominee (panel convener)
• Teacher representative elected by and from the
Teaching Service staff at the school (See page 6 of the
Selection Panel Procedures for election guidelines)
• School Parents & Citizens’ Association will be given the
option to participate (representative to be nominated
within 10 working days)
• Local Aboriginal Education Consultative Group and/or
local ethnic community, where applicable, will be given
the option to participate (representative to be
nominated within 10 working days)
• There should be a gender balance, where possible
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Panel Composition (cont.)
Where teachers at the school have decided not to elect a
teacher representative, or where a teacher
representative is not available for any reason, the panel
composition is :
• Principal of the school or nominee (panel convener)
• School Parents & Citizens’ Association representative
will be given the option to participate. If the school’s
Parents and Citizens’ Association is not able to
participate, the Director, Public Schools NSW, or their
nominee who will be a member of the Teaching Service,
will be a member of the panel
• Local Aboriginal Education Consultative Group and /or
local ethnic community, where applicable, will be given
the option to participate
Note: there must be at least a two person panel
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Panel Composition:
Executive Positions
• Principal of the school or nominee (panel convener)
• Teacher representative elected by and from the
Teaching Service staff at the school
• School Parents & Citizens’ Association representative
• Panel member nominated by the Director, Public
Schools NSW at the same or higher level as the vacant
position
• Local Aboriginal Education Consultative Group and /or
local ethnic community representative, where
applicable
• Note: there must be at least one male and one female
on the panel
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Panel Composition (cont.)
Where teachers at the school have decided not to elect a
teacher representative, or where a teacher
representative is not available for any reason, the panel
composition is:
• Principal of the school or nominee (panel convener)
• School Parents & Citizens’ Association representative
nominated by the school parent organisation and, if one
exists, endorsed by the president of the school council
• Panel member nominated by the Director, Public
Schools NSW at the same or higher level as the vacant
position
• Local Aboriginal Education Consultative Group and /or
local ethnic community representative, where
applicable
• Note: there must be at least one male and one female
on the panel
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Panel Composition:
Principal Positions
• Director, Public Schools NSW, or nominee (selection
panel convener)
• Teacher representative elected by and from the Teaching
Service staff at the school
• School Parents & Citizens’ Association representative
• Another principal (same or higher level) nominated by
Director, Staffing Services in consultation with the NSW
Secondary Principals Council or the NSW Primary
Principals Association
• Local Aboriginal Education Consultative Group and /or
local ethnic community representative, where applicable
• Note: There must be at least one male and one female on
the panel
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Panel Composition (cont.)
Where teachers at the school have decided not to elect a
teacher representative, or where a teacher
representative is not available for any reason, the panel
composition is:
• Director, Public Schools NSW or nominee (selection
panel convener)
• School Parents & Citizens’ Association representative
• Another principal (same or higher level) nominated by
Director, Staffing Services in consultation with the NSW
Secondary Principals Council or the NSW Primary
Principals Association
• Local Aboriginal Education Consultative Group and /or
local ethnic community representative, where
applicable
• Note: there must be at least one male and one female
on the panel
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Additional Selection Panel
Members
• The Director, Staffing Services (or nominee) may
approve the inclusion of an additional panel member
where there are specific needs relevant to the position
or where the position is for a special education teacher
or a school counsellor
• The Director, Staffing Services (or nominee) will
approve the inclusion of an additional panel member
in schools with significant Aboriginal or language
background other than English enrolments
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Schools with significant Aboriginal
Enrolments: 20% of enrolments or 20
or more students
• The additional panel member is a representative of the
local NSW AECG or the local Aboriginal community
• The selection of the Aboriginal panel member will usually
involve consultation with the local AECG or, where such a
group does not exist, with the local Aboriginal
community or communities
• The Aboriginal Community Liaison Officer(s) may be able
to assist in arranging for the nomination of a suitable
person
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Schools with significant Language
Background Other than English
enrolments: 60% or more
• The additional panel member represents the local
ethnic community or communities
• The selection of this panel member will usually involve
consultation with the local ethnic community(ies)
• If necessary, the Multicultural/ESL Consultant(s) or
Community Liaison Officer(s) may be able to assist in
arranging for the nomination of a suitable person
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members
• Conveners must provide each panel member with a copy
of the Responsibilities of Selection Panel Members (see
the procedures document) at the time of forming the
selection panel
• Panel members need to be well informed about the
department’s selection procedures and are equal
participants in discussion, assessment and decision
making at all stages of the process
• Panel members must select applicants based on how
well their skills, knowledge and experience match the
position criteria
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members (cont.)
• The confidentiality of all stages of the selection process
must be observed during and after the selection
process
• No information at all to anyone outside the panel
• Only the convener gives feedback
• The convener must disband the panel if there is any
suggestion of malpractice, prejudice or unfair
questioning
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members (cont.)
• Conveners will ask all panel members to declare the
extent of any prior personal knowledge of, involvement
with, or interest in, any of the applicants before
undertaking the short listing process
• The convener will also make a self declaration
• Prior knowledge of an applicant does not necessarily
exclude participation in the selection process
• If any panel member does declare an interest, then the
panel needs to make an assessment as to whether the
panel member has undue positive or negative views
about the applicant such that they would unduly
influence panel deliberations
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members (cont.)
• If any panel member believes that another panel
member, including the convener, has a conflict of
interest which could prejudice the outcome, this must
be immediately referred to the Director, Staffing
Services, who will decide if the membership of the panel
should be changed
• Each panel member is involved at all stages of the
selection process
• If a panel member is not able to be involved in any part
of the process, he/she must notify the convener as soon
as possible
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members (cont.)
• If an alternative time cannot be arranged, the convener
must seek advice from the Director, Staffing Services
• When contacting referees, a minimum of the convener
and one other panel member, nominated by the panel,
can jointly contact the referees and report back to the
rest of the panel
• All applicants must be treated with respect and assessed
impartially and thoroughly
• Equal Employment Opportunity principles must be
observed in all aspects of the selection process
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members (cont.)
• All questions must be consistent, fair and based on the
selection criteria
• As all applicants are different, it is possible to verify,
test and explore different aspects of the selection
criteria for each applicant, so applicants and referees
could be asked different questions to clarify different
aspects of the criteria
• Comments made on the Selection Panel Report must
clearly discriminate between the applicants in terms
of the selection criteria for the position
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Responsibilities of Panel Members (cont.)
• The convener must confirm on the submitted report
that all panel members endorse the comments written
and that they understand the confidentiality
requirements of the selection process
• If there is a dissenting view within the panel, a minority
report is to be submitted to the Director, Staffing
Services by email at the same time as the Selection
Panel Report is submitted. There may be more than one
minority report
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
The Selection Process
This section looks at:
1. Preparing the advertisement
2. The short listing process
3. Consulting referees
4. The interview
5. Reaching a decision
6. Documentation
7. Providing feedback
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Preparing the Advertisement
All panel members must participate in writing the
advertisement, which needs to accurately describe the role
of the position
Position Information: includes a concise outline of the
relevant features of the school and position: student
enrolment and composition (should be included in the first
sentence); special focus programs; school priorities
Selection criteria:
• Classroom teacher positions consist of the specific
selection criteria for the vacant position
• Executive and principal positions must address both the
general selection criteria and the specific criteria for the
position – there are different general criteria relating to
executive and principal positions
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Specific Selection Criteria
Specific selection criteria should:
• Include subject/teaching areas as applicable
• Include only requirements inherent to the skills and
knowledge that are essential to do the job
• Be written in plain, concise, accessible language
• Be examined to ensure they are not narrowly worded or
indirectly discriminatory
• Adhere to all EEO principles
• Begin with the words In addition to the general
selection criteria, … for executive and principal positions
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Specific Selection Criteria (cont.)
Specific selection criteria should:
• Add to and avoid repeating aspects included in the
general selection criteria for executive and principal
positions
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Contact Information
• The convener needs to supply the name and telephone
number of a contact person to whom enquiries regarding
the position should be directed. This is usually, but not
necessarily, the panel convener
• If not the convener, the contact person should be briefed
on the information to be provided to ensure consistency,
e.g. the size of the school and its distinctive features;
patterns of enrolment
• All applicants who make contact should be provided with
the same documentation electronically - as a minimum,
the school plan and the annual school report
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Consulting Referees
• Each applicant is required to advise his or her
principal, director or senior manager that they are
submitting an application
• The function of a referee is to provide accurate advice
to the selection panel on the applicant’s professional
competence for specific positions
• All questions of referees are based on the selection
criteria
• Referees may be asked different questions as it is
necessary to verify, test and explore different issues
with regard to the selection criteria for each applicant
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Consulting Referees (cont.)
• As part of the short listing process, the selection panel
will contact two referees of applicants who are being
actively considered by the panel to proceed to interview
• The panel convener and at least one other panel
member nominated by the panel will contact the
referees
• One of the referees contacted must be the applicant’s
current principal, director or senior manager/supervisor,
and the panel convener will confirm with that person
that:


They are aware that an application has been submitted,
and
The applicant is performing his/her duties satisfactorily
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Consulting Referees (cont.)
• For applicants in classroom teacher and executive
positions, one referee must be the applicant’s current
principal
• For applicants in principal positions, one referee must
be the applicant’s current director, public schools
• For applicants in non school based positions, one
referee must be the applicant’s current network
director, state office director or senior regional
manager
• For external applicants applying for advertised
positions, one of the referees should be the applicant’s
current (or most recent) supervisor
Note: for teachers who are not currently permanently
employed by the Department, it will not always be
possible for them to have a principal as referee
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
The Short Listing Process
• Following the closing date, the selection process should
be completed within seven working days
• The purpose of short listing is to determine which
applicants will be:
 invited to interview because they meet all the
criteria for the position
 excluded because they do not meet all the selection
criteria for the position
 excluded because they are clearly not competitive
when compared with other applicants against the
selection criteria
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
The Interview
• Interviews should be held outside school hours wherever
possible and should minimise disruption to students. It is
expected that, where it is available, videoconferencing
will be used as appropriate
• The use of teleconferencing will also assist to minimise
disruption
• One of the key matters for consideration in determining
the method of interviews is ensuring that no applicant is
disadvantaged:
– Panel can decide on telephone interviews for all
shortlisted applicants, or
– Telephone interviews for all shortlisted applicants
followed by a videoconference or face to face
interviews for one or more applicants
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
The Interview (cont.)
Prior to the interview the selection panel convener must
contact eligible short listed applicants and provide them
with at least three working days’ notice of the interview in
line with the table below:
Shortlist and Notify of Interview
Earliest Interview
Thursday
The following Tuesday
Friday
The following Wednesday
Monday
The following Thursday
Tuesday
The following Friday
Wednesday
The following Monday
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
The Interview (cont.)
• The time allocated should be consistent for each
applicant – the most common length is around 30
minutes
• When contacting the applicants to be interviewed, the
selection panel convener should provide advice as to the
position title and school; method/type of interview to be
held; date, time and location of interview and the
composition and names of the panel members
• The purpose of the interview is to elicit, analyse and
verify evidence of the applicants’ relative suitability for
the position in terms of the selection criteria
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Interview Questions
Effective interview questions allow the panel to:
• identify applicants’ strengths and weaknesses in terms of
the selection criteria
• provide applicants with an opportunity to demonstrate
their knowledge, skills and aptitudes in terms of the
position applied for
• explore, test and verify the applicants’ knowledge and
skills in terms of the position applied for
• distinguish between applicants in terms of the selection
criteria for the position
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Conducting Interviews
The panel convener:
• Introduces the panel
• Outlines the procedure for the interview, including
duration and any other details
• Indicates that panel members will take notes during the
interview
• Encourages the applicant to seek clarification during the
interview if required
• Indicates the time allowed for the interview
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Reaching a Decision
• At the conclusion of the interviews the selection panel
deliberates on all the evidence it has before it and
reaches a decision
• The third referees must be contacted as part of the
decision making process for the proposed recommended
applicant and those being actively considered for
inclusion on the eligibility list
• Only applicants the panel believes meet all the
selection criteria at the level required for the position
should be placed on the eligibility list
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Reaching a Decision (cont.)
• Sufficient time must be provided to deliberate on the
interviews held, referees’ comments and the written
applications, to make recommendations and to write the
report
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Submission of Selection Panel
Reports
• Selection panel documentation is submitted online to
Staffing Services via the jobs.nsw system
• After consideration of the documentation provided,
Staffing Services will advise the selection panel
convener to inform applicants of the outcome
• Before concluding the process the convener must
collect all documentation from all panel members
• The convener is responsible for generating outcome
letters for all applicants through the jobs.nsw system
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Providing Feedback
• The panel convener is the only person able to provide
feedback to applicants
• Following Staffing Services’ approval and recommended
applicant’s acceptance, feedback can occur
• Feedback should be made available to all those
applicants who request it, including those applicants who
were interviewed and those who were not interviewed
• The Selection Panel Report is an important source of
information for feedback
• It is essential that unsuccessful applicants are contacted
immediately to provide the opportunity for eligible
applicants to appeal, where appropriate, against the
process
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Providing Feedback (cont.)
• The panel convener is the only person able to provide
feedback to applicants
• Following Staffing Services’ approval and recommended
applicant’s acceptance, feedback can occur
• Feedback should be made available to all those
applicants who request it, including those applicants who
were interviewed and those who were not interviewed
• The Selection Panel Report is an important source of
information for feedback
• It is essential that unsuccessful applicants are contacted
immediately to provide the opportunity for eligible
applicants to appeal, where appropriate, against the
process
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Providing Feedback (cont.)
• Note: appeal period only commences when all applicants
are informed of the merit selection outcome
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Ensuring Procedural Fairness
• The contact/enquiry officer, when contacted, provides
the same documentation to all applicants
• The short listing process, referees’ checks, interviews,
decision making, selection panel report and feedback
are all based only on the criteria for the position
• The interview processes (scheduling, location, questions
and conduct) are fair to all applicants
• The panel convener is the only spokesperson on behalf
of the selection panel
• All panel members strictly maintain panel confidentiality
• All panel members have equal opportunity to contribute
to deliberations, decision making and report writing
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Appeals
Executive and principal positions
• Applicants may appeal the recommendation of a
selection panel on the basis that the process was
irregular or improper
• An applicant external to the NSW Teaching Service is
unable to appeal against the appointment of an internal
(existing permanent teacher) or external applicant
• Appeals must be submitted to the Director, Staffing
Services within 10 calendar days of the applicants being
informed verbally or in writing that they were
unsuccessful
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Appeals (cont.)
• Appeals will be considered by an appeals panel chaired
by an independent convener, with representation from
the Department and the NSW Teachers Federation
Teacher positions
• Applicants who believe the selection process for a
teacher position was irregular or improper may lodge a
complaint to the Director, Staffing Services within 10
days of being notified of being unsuccessful, outlining
their reasons
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Complaints
Anyone who believes a merit selection process for any
position was irregular or improper may lodge a complaint
to the Director, Staffing Services outlining their concerns.
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Selecting from the Pool of Interested
Applicants from either Nominated Transfer,
Employment, Graduate Recruitment or
Service Transfer or Resumption of Duty lists
• Once advice has been received from Staffing Services to form
a selection panel, the principal or nominee forms a selection
panel according to the selection panel guidelines outlined
previously
• The panel prepares the selection criteria and position
information for the requisition on jobs.nsw (eRecruitment)
• Staffing Services emails all suitably qualified teachers on the
appropriate list who match the specific selection criteria for
the position and have indicated an interest in a position at the
school with the vacancy
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
• Teachers on the appropriate list submit information to
jobs.nsw addressing the specific selection criteria and contact
details of two referees
• Information must be submitted by 4 pm Eastern Standard
Time or Eastern Summer Time as applicable in NSW
• The online information submitted by interested applicants is
accessed by the principal via jobs.nsw
• The two referees of applicants being actively considered by
the selection panel for interview are contacted as part of the
short listing process
• The short listing, interview, post interview decision making
and feedback processes are conducted as for the open
advertisement process
• Note: the 3rd referee does not need to be contacted
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Where to for Help?
• Login problems in jobs.nsw
eRecruitment Support Services – 1800 562 679
[email protected]
• Login problems from within portal
Systems, Staffing Services; [email protected]
or
IT Help Services 1800 338 483
[email protected]
• Navigation problems
Staffing Services – 1300 939 742
[email protected]
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Where to for Help?
• DEC Careers website page
http://www.dec.nsw.gov.au/about-us/careers-centre
• Find our advertised positions
Permanent classroom teacher, executive and principal positions
https://jobsnsw.taleo.net/careersection/schoolsjoblist/joblist.ftl?la
ng=en&portal=174160143997
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Where to for Help?
• Information to assist applicants
 Guide to application writing for classroom teacher positions
(PDF .9MB)
http://www.teach.nsw.edu.au/documents/app_guide.pdf
 Guide to application writing for executive staff and principal
positions (PDF .1MB)
https://www.det.nsw.edu.au/media/downloads/employment/p
romotion/criteriasupport.pdf
 Applicant's guide to using jobs.nsw for school positions (pdf
1734 KB)
http://www.dec.nsw.gov.au/documents/15060385/15385042/J
obsNSW%20-%20Candidate_V2.pdf
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
Where to for Help?
• Information to assist panel conveners
 e-Learning website
http://www.teach.nsw.edu.au/jobsnsw/elearning.htm
 A step-by-step guide to jobs.nsw for conveners that includes
annotated screen shots and useful advice
http://www.teach.nsw.edu.au/jobsnsw/jobsnsw_conveners_gui
de.pdf
 PowerPoint presentation of the same material, accessed by the
link Training presentation - Guide to jobs.nsw for conveners
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU
PUBLIC SCHOOLS NSW
WWW.SCHOOLS.NSW.EDU.AU

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