Merit selection

All appointments and promotions at the Sydney Catchment Authority (SCA) are based on the merit principle. Merit selection is based on ethical, fair and effective practices.

Ethical practices demonstrate:

  • integrity
  • impartiality
  • professional conduct
  • clear accountabilities
  • confidentiality.

Fair practices:

  • are free from discrimination
  • value and deliver diversity in the workplace
  • provide community access to employment
  • are transparent and provide a clear audit trail
  • are understood by job applicants
  • enable appropriate feedback to candidates
  • prescribe minimum standards of process.

Effective practices provide employers with:

  • support for their business needs
  • timely and quality outcomes
  • clear, simple and flexible processes to manage.

Shortlisting

Shortlisting identifies which applicants meet the selection criteria and will be considered for interview.

If no applicants meet the selection criteria to the required standard, the SCA can re-advertise the position.

Interviews

Most interviews are carried out in person, however interviews can be conducted by telephone. If you are chosen for interview, the SCA will contact you and provide details such as:

  • interview date, time and location
  • names and titles of the interview panel members
  • approximate time set aside for the interview
  • building access details
  • whether you need to take any supporting documents or samples of your completed work to the interview
  • which selection techniques will be used, eg structured interview, work sample tests.

Interviews are usually structured and interactive. They include predetermined questions based on the selection criteria, and all applicants are asked the same questions.

Interviews are designed to help the selection panel assess how well you match the selection criteria. During the interview, you can explain and expand on the information provided in your application.

If you need help to attend an interview, such as gaining access to the building, discuss your needs when you are invited to attend, or get in touch with the contact person to make suitable arrangements.

Reference checks

The SCA requires applicants to provide the names of at least two referees as part of the application process. Referee checking is a selection technique where information you provide is checked and verified by nominated referees. Usually the panel considers referee comments when making its final assessment of prospective suitable applicants. The selection panel will not contact any referees without your permission.

Other selection techniques

A combination of selection techniques may be used with the interview or as separate steps in a selection process. For example, you may be asked to perform a practical exercise such as making a presentation, preparing a report, or doing an activity that shows how you would perform a task on the job. Other examples include work samples, aptitude and ability tests, or structured group and/or individual exercises. These techniques are designed to demonstrate how well applicants meet the selection criteria.

Selection

A selection committee will assess the comparative merit of each applicant and recommend the applicant with the greatest merit for the position.

There will be at least one male and one female on the committee. Members may also represent a variety of backgrounds, including racial, ethnic or ethno-religious minority groups, Aboriginal or Torres Strait Islanders, and someone with experience of a disability - particularly when an understanding of related issues is required.

If you are not selected for the job

If you are not selected for the job, you will be notified in writing. Post-selection feedback is available to applicants on request. You may find it helpful to telephone the person nominated in the notification letter to ask for feedback to help you understand the selection panel's decision and to help you improve your future applications.