MERIT BASED SELECTION FOR

PRINCIPALS

GOOD PRACTICE CHECKLIST

Merit is one of the cornerstones of good public administration. The merit in employment principle supports an organisation in achieving fair and reasonable outcomes in employment actions. Merit applies to the recruitment and selection process and development and advancement opportunities.

Merit in Employment Guidelines, Public Sector Standards Commissioner

1 September 2006

Note: This checklist refers to the document Leading Effective Schools -Principal Selection Guidelines Department of Education, Victoria,1 October 2006, incorporating Teaching Service Order Number 174, Instructions to Principal Selection Panel and Instructions to School Councils.

The references in the second column relate to Leading Effective Schools – Principal Selection Guidelines. Section (S)

Further guidance is available from the DoE Human Resources A-Z Topic Index - ()

RECRUITMENT

Has the appropriate procedure for identification and advertisement of vacancies been followed? / S 1, pp 9-10
Has the position been reviewed by the School Council in the context of statewide guidelines and the school charter and any changes at the school, etc.? / S 1, pp 6-9
Have the position description, role and accountability statement and selection criteria been prepared, reviewed, and/or revised? / S 1, pp 5-6
Has the School Council minuted the appointment of the parent or co-opted member of School Council as well as the staff member elected by the staff of the school? / S 3,- Instruction No 1 of 2006, p3

SELECTION

  1. Selection strategy

Has a properly constituted selection panel been formed? / S 1, pp 7-8,
S 3 – Instruction No 1 of 2006, p 3
S 3 – Instruction No 2 of 2006,
pp 3-4
Is the panel aware that it is inappropriate to include as a panel member any person who is an applicant for a principal position in any school in that round? / S 1, p 8
Are panel members aware that any involvement in the selection process renders them ineligible to be an applicant for the principal’s position in that school or any other principal position advertised at the same time? / S 1, p 8
Is there a person on the panel who has been accredited by the Merit Protection Boards? / S 1, p 8
Is there gender representation / S 1, p 8
Is it appropriate to use a search firm? / S 1, pp 12 & 16
Are all panel members aware of their obligations in relation to relevant legislation, TSOs, specified procedures and guidelines, merit and equity issues, and conflict of interest? / S 1, p 7
S 2, pp 15-17
Has the panel met and discussed:
  • the selection panel’s role?
  • any conflict of interest?
  • their common understanding of the merit selection process?
  • the principals of equal employment opportunity?
  • how to agree on and document their selection strategy?
/ S 2, p 12
Does the panel understand that the selection process must focus on assessment of applicants against the selection criteria? / S 1, pp 14-15
S 2, p 21
Has the panel discussed the selection criteria, ensured that they are non-discriminatory, and reached an understanding of the requirements of each criterion?
Has the panel prepared a list of questions relating to the selection criteria?
Has the panel agreed on a fair process for disclosing, recording and dealing with prior knowledge of applicants?
  1. Shortlisting applicants

Has the panel developed a fair system for short-listing applicants based on the selection criteria? / S 1, p 13
S 2, p 20
Has the panel developed an agreed ranking system? / S 1, p 16
Have the panel members considered all applications against the selection criteria? / S 2, p 20
If the panel has shortlisted some applicants, has it recorded its reasons for not shortlisting other applicants? / S 1, p 14
Have applicants who have not made the short-list been advised?
Have short-listed applicants been advised of the interview time and location, the members of the selection panel, the relative importance of the selection criteria and the selection methods to be used? / S 1, p14
Has every effort been made to accommodate applicants’ requirements as to interview times, etc.? / S 1, p14
Has the panel organised a suitable venue for interviews and ensured appropriate support is available?
  1. Information gathering

Has the panel documented its agreed process forinformation gathering about applicants - use of the written application, structured interview, any other methods of assessing work performance, prior knowledge, referee checks, etc.?
Has the panel prepared a list of questions relating to the selection criteria? / S 2, p 22, & pp 30-42
Are questions unambiguous and not unduly complicated?
Has the panel agreed that all interviews should have a similar structure and that all applicants should be asked to respond to similar questions?
Are members of the panel aware of common decision making faults and some possible strategies to overcome them? / S 2, pp 23-24
Is the panel familiar with behavioural interviewing
If the panel intends using any additional selection tools (such as a presentation), have the practical aspects been worked out and has the panel reached agreement on their weighting in relation to the written application, prior knowledge, interview, referee checks, etc.? / S 1, pp 15-16
S2, pp 43-44
Has the panel provided an opportunity for applicants to seek or give any relevant information not covered in the interview? / S 1, p 14
  1. Information verification

Do the applicants have the required qualifications?
Is the panel aware that referee reports are a critical part of the selection process? / S 1, pp 14-15
S 2, pp 25-27
Is the panel aware that the purpose of referee reports is to allow referees to comment on the applicants in relation to the selection criteria?
Has the selection panel agreed to a consistent process for contacting referees?
Does the panel know that it must record referee comments and treat them confidentially? / S 1, p 15
S 2, p 25
Is the panel aware that it may contact referees other than those nominated by the applicant? / S 1, p 15
S 2, p 25
If the selection panel intends contacting non-nominated referee(s), is it aware that the applicant should be informed of the name(s) of the non-nominated referee(s) and provided with an opportunity to comment? / S 1, p 15
Do applicants know that if they are recommended for the position a Police Records Check will be required?
Are panel members aware that if prior knowledge statements are declared and noted, they must be validated by a referee not on the panel?
  1. Assessing applicants and the Selection Panel Report

Has the panel assessed all relevant information and ranked applicants against the selection criteria in order of merit? / S 1, p 16
Is the panel aware that, if it is unable to reach consensus, it may make a majority decision or decide to make no recommendation. / S 1, pp 16-17
Has the panel agreed how its report is to be written - who does what, by when, etc.?
Has the panel checked the details to be included in the selection panel report? / S 1, p 18
S 2, p 28
Does the selection panel report make it clear why the preferred applicant has been selected in preference to other applicants?
Does the selection panel report provide a fair assessment of all applicants against the selection criteria?
Does the selection panel report provide meaningful information for unsuccessful applicants?
Is the panel aware that its report must be tabled at a School Council meeting for endorsement? / S 1, p 17
  1. Miscellaneous

If the panel requires advice or clarification on the selectionprocess, is it aware that this advice should be sought from the Manager, Schools Recruitment?

POST-SELECTION

Has the panel arranged to advise all applicants of the outcome of their application?
Has the panel agreed on a process for providing post-selection feedback to applicants?
Is the panel aware that applicants may seek a copy of their individual selection report once the provisional appointment has been approved by the Secretary? / S 1, p 18
Has the panel agreed to meet after the recommendation has been made to review the selection process?
Is the panel aware that copies of all applications, interview notes and selection reports must be retained for two years? / S 1, p 18

M&E Training 2007 tpsso/TPSSO Training Folder Masters/ChecklistPrincipal1

January 2007