Rating Systems

(May 2007)

After considering all the evidence obtained during the selection process, the selection panel must make a decision about the relative merit of each applicant for the position. The State Service Act 2000 (Section 7) stipulates the following in relation to merit:

A decision relating to appointment or promotion is based on merit if:

• an assessment is made of the relative suitability of the candidates for the duties; and
• the assessment is based on the relationship between the candidates' work-related qualities and the work-related qualities genuinely required for the duties; and
• the assessment focuses on the relative capacity of the candidates to achieve outcomes related to the duties; and
• the assessment is the primary consideration in making the decision.

A rating scale can be useful by helping selection panel members to focus their thoughts and to compare applicants. Many variations exist and selection panels are free to choose a preferred model although all members must use the same scale.

Rating systems must not, however, be used in isolation and it is important for selection panels to make comprehensive written comments comparing applicants. Apart from assisting the delegate to understand how the panel arrived at its conclusions, the rating scale and comparative written comments must withstand the scrutiny of the State Service Commissioner in the case of a request for review. Consequently, information on any rating system must be included in the selection panel's report.

When rating applicants, the panel must indicate if they are suitable or unsuitable for the position. If an applicant is rated as suitable against each of the selection criteria, they are automatically considered suitable for the position. Conversely, any applicant who is rated as unsuitable against any of the selection criteria cannot be rated as suitable overall for the position.

All applicants rated as suitable for the position must be ranked in order from highest to lowest. If the highest ranked applicant declines or is unable to take up the position, it must be offered to the next ranked applicant. If that applicant declines the position, it must be offered sequentially to all applicants who were rated as suitable by the selection panel. Given that the selection panel has already rated these applicants as suitable for the position, it is contrary to the rating and ranking process to seek to refer the position back to the selection panel for further consideration if one of the suitable applicants does not take up the position.

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Contact Details

(January 2005)

For further information or assistance in relation to the above please contact Staffing and Establishment Services on (03) 6233 7251 or via e-mail: Recruitment@education.tas.gov.au

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