These principles are linked to the values and code of conduct for all Victorian public sector employees.
Our guidance and policies align with the:
Public sector employees are obliged to promote and protect the public interest of the Victorian community.
Public sector employers are bound by the public sector employment principles in the Public Administration Act.
We’ve issued 6 standards that define the essential parts of these principles:
Don’t exclude a candidate from being hired if your reason isn’t based on the inherent requirements of a role.
Public sector employers must consider whether an adverse conduct record would impact the preferred candidate’s ability to fulfill the inherent requirements of the position. Assessments must be aligned with the candidate’s rights under relevant legislation:
If you find any concerns when screening, the candidate has a right to natural justice and procedural fairness.
This means:
This also means don’t rule them out of the role before you:
Assess the level of pre-employment screening you need to do based on a role’s responsibilities and level of risk.
This sets a minimum standard for pre-employment screening. Make sure it’s consistent with:
If your organisation already has a screening policy, make sure it meets the minimum standards in this policy.
If your policy is more comprehensive or your declaration has different questions, incorporate these standards into yours. Don’t replace or duplicate those processes.