One of the State Service Commissioner’s statutory functions, in accordance with subsections 18(1)(b) and 18(1)(e) of the State Service Act 2000 (the Act), is to evaluate the application within agencies of practices, procedures and standards in relation to the management of employment in the State Service, and to evaluate the adequacy of systems and procedures for ensuring compliance with the Code of Conduct. To this end, the Office of the State Service Commissioner (OSSC) undertakes an annual program of evaluation projects covering a diverse range of employment-related issues.

The following major projects have been undertaken and corresponding reports released.

Recruitment of People with Disability into the State Service (PDF, 4.62 MB)
A major finding of the report was that the decisions, attitudes, perceptions and practices of State Service hiring managers lie at the very heart of recruitment and are the key to the recruitment of people with disability. The report also exposed a weakness in the supply and demand for the recruitment of people with disability through specific recruitment programs, and details how a large number of current recruitment and employment practices can negatively impact on jobseekers with disability.

Recruitment of People with Disability into the State Service at a glance (MS Powerpoint 11.6MB)

Recruitment in the State Service (2010) (PDF, 1.32 MB)
The key objective of this evaluation was to review individual agency recruitment practices to identify issues restricting the ability of State Service agencies to achieve efficient and effective recruitment outcomes. The methodology included the analysis of a large sample of employee selection files; an examination of agency selection guidelines (procedures) and the gathering of feedback from human resource managers. Report outcomes include: the statistical findings, issues identified, and associated opportunities for improvement.

Agency Workplace Diversity Programs (2008)(PDF, 712 KB)
The primary objective of this evaluation was to assess the extent to which agency workplace diversity programs comply with the Act and, in particular, with the minimum standards of Commissioner’s Direction No. 3 - Workplace Diversity (CD No. 3). The evaluation methodology was essentially built around a ‘compliance audit’ of the performance of agencies against CD No. 3.  Report outcomes include: compliance statistics, the findings and the presentation of opportunities for improvement.

Agency Internal Grievance Resolution Systems (2007)(PDF, 852 KB)
The key objectives of this evaluation were to confirm that all agencies had an internal grievance resolution system that complied with the minimum requirements of the Act and Commissioner’s Directions No. 2 – State Service Principles and Commissioner’s Directions No. 7 – Review of Actions, and to identify the range of features associated with these systems. The evaluation was limited to an examination of the key internal grievance resolution system documentation supplied by agencies and did not take account of performance data. The report outcomes include: compliance statistics, system features and some ‘best practice’ information to assist agencies in system redevelopments.

Agency Performance Management Systems (2006)(PDF, 1.54 MB)
The primary objective of this evaluation was to assess the extent to which agency performance management systems comply with the minimum requirements of the Act and Commissioner’s Direction No. 4 – Performance Management Systems. The evaluation methodology was essentially built around a ‘compliance audit’ of the performance of agencies against CD No. 4. Report outcomes include: compliance statistics, the findings and the presentation of opportunities for improvement.

For more information on any of these review projects, please contact us.