It’s not the worst report card the ACT PS has had in recent years. but does give the impression of an organisation making things up as it goes along:
There are shortcomings in agencies’ recruitment practices in that there is minimal formal consideration of agency workforce and strategic planning when undertaking recruitment activities and a common oversight in all agencies of not documenting the initial considerations as to whether or not there is a genuine need to recruit at all. Another shortcoming is the training of employees involved in recruitment processes, particularly those involved in selection committees. While agencies were found to generally comply with the legislative and better practice requirements that relate to record-keeping for recruitment there were some shortcomings in all agencies examined where documentation was found to be incomplete, lacking in detail and in some instances not existing at all.
Better practice recruitment examples exist in some ACT Government agencies but these are not widely known. These need to be considered for broader application. However it is recognised that there may be practical limitations and costs with respect to extending their implementation across the broader ACT Public Service.
Higher duties (acting) arrangements
The processes relevant to higher duties (acting) arrangements with respect to delegations and the use of standard forms and templates were appropriate. However, it was difficult to form an opinion on the appropriateness of the decision-making process due to shortcomings in documentation and record-keeping.
A significant proportion of higher duties (acting) arrangements were extended for more than six months without the mandatory merit-based selection process. There were also a significant number of instances where higher duties (acting) arrangements were approved for five or fewer days without reasons being documented