Recruitment and Selection Policy

Policy

DOCUMENT DETAILS

Document Owner	Human Resource Services
Approval Date	23 March 2021
Release Date	19 April 2021
Compliance Date	19 April 2021
Review Date	1 March 2022

introduction and context

INTRODUCTION

Policy in Catholic Education Diocese of Wollongong (CEDoW) is developed to support the implementation of consistent and comprehensive practices to guide quality Catholic learning and teaching in systemic schools in the Diocese of Wollongong.

Policy is developed within the context of documents and frameworks. These include:

CONTEXT

Recruitment and selection practices are critical in ensuring that Catholic schools are staffed by the most appropriately skilled, knowledgeable, qualified and competent staff. Succession planning is key to ensuring sustainability of the organisation and the recruitment and selection of staff plays an important role in this.

The recruitment and selection of staff is based on the core principles of:

evidence-based and procedurally fair decision making
open and transparent declaration of conflicts of interest and
student-centred decision making.

This Policy has been developed to comply with the NSW/ACT Catholic Systemic School Employees Enterprise Agreement, as negotiated, and supports school staff in meeting their compliance obligations according to Catholic Education Diocese of Wollongong (CEDoW).

EXPECTATIONS

It is expected that CEDoW staff will take all reasonable measures to comply with this Policy.

The CEDoW Recruitment and Selection Policy must be implemented in conjunction with the following policies where relevant:

CATHOLIC EDUCATION OFFICE RESPONSIBILITIES:

Human Resource Services is responsible for the management of recruitment, selection and employment processes for Principals, Assistant Principals, Religious Education Coordinators as well as staff of the Catholic Education Office (CEO).

The Head of Human Resource Services:

manages the recruitment process and chairs interview panels for Principals in consultation with the relevant Head of School Improvement Services
manages the recruitment process and chairs interview panels for Assistant Principals in consultation with the relevant Head of School Improvement Services and the Principal.

The Leadership and Professional Growth (LPG) Team Leader or delegate:

manages recruitment process and chairs interview panels for Religious Education Coordinators in consultation with the Head of Catholic Life, Education and Mission Services and the Principal
supports schools with recruitment processes for Senior School Support Officers and Middle Leaders (2 and 3 point) in consultation with the relevant Head of School Improvement Services
provides support for the recruitment of other school staff on request.

Human Resource Services:

manages the recruitment processes for CEO Staff in consultation with the relevant Head of Service
makes announcements to CEO and school communities for staff appointed to Senior Leadership Positions.

The Recruitment and Payroll Services (RAPS) Team:

supports CEO and schools with recruitment processes for all teaching and non-teaching positions.

Human Resource Services:

utilises the:

CEDoW School Staff Recruitment Procedure
CEDoW Leadership Recruitment Procedure
CEDoW CEO Staff Recruitment Procedure [in development]

uses the CEDoW online recruitment tool
ensures due process is followed
shortlists candidates against the advertised criteria
ensures panel composition is in line with the CEDoW Recruitment and Selection: Panel Composition requirements
registers any declarations of conflicts of interest.

1 APPOINTMENT OF ASSISTANT PRINCIPALS AND RELIGIOUS EDUCATION COORDINATORS

PRINCIPALS MUST:

1.1	adhere to the CEDoW staffing formula when discerning the nature of the position to be advertised
1.2	adhere to the *CEDoW Leadership Recruitment Procedure*
1.3	liaise with relevant Human Resource Services personnel throughout the recruitment process

STAFF MUST:

1.4	apply for suitable positions using the CEDoW online recruitment tool
1.5	provide accurate and certified documentation in relation to:
	1.5.1	qualifications
	1.5.2	employment history
	1.5.3	addressing advertised essential criteria

2 APPOINTMENT OF MIDDLE LEADER (2 AND 3) AND SENIOR SCHOOL SUPPORT OFFICER POSITIONS

PRINCIPALS MUST:

2.1	adhere to the CEDoW staffing formula when discerning the nature of the position to be advertised
2.2	adhere to the *CEDoW Leadership Recruitment Procedure*
2.3	liaise with Leadership and Professional Growth Team personnel to support the recruitment process and to chair the panel as appropriate

STAFF MUST:

2.4	apply for suitable positions using the CEDoW online recruitment tool
2.5	provide accurate and certified documentation in relation to:
	2.5.1	qualifications
	2.5.2	employment history
	2.5.3	addressing advertised essential criteria

3 APPOINTMENT OF OTHER SCHOOL-BASED POSITIONS

PRINCIPALS MUST:

3.1	adhere to the CEDoW staffing formula when discerning the nature of the position to be advertised
3.2	adhere to the *CEDoW School Staff Recruitment Procedure*

STAFF MUST:

3.3	apply for suitable positions using the CEDoW online recruitment tool
3.4	provide accurate and certified documentation in relation to:
	3.4.1	qualifications
	3.4.2	employment history
	3.4.3	addressing advertised essential criteria

Procedure

CEDoW School Staff Recruitment Procedure

CEDoW Leadership Recruitment Procedure

CEDoW CEO Staff Recruitment Procedure [in development]

Implementation