WHOLE OF
GOVERNMENT
SELECTION REPORT
PANEL’S RECOMMENDATION TO DELEGATE
To (Delegate)
Through
From
Date
TRIM No.
PASTE THE TOP 5 LINES FROM THE EXISTING JD INFORMATION BOX IN THIS OVER THE
TABLE BELOW OR COMPLETE WITH THE SAME INFORMATION AS THE JD
Agency
Work Unit
Job Title
Designation
Job Type
Duration
Salary
Location
Position Number
RTF
Closing
SELECTION PANEL
Name
Position
Selection Training
(Yes/No)
Chair
Member
Member
Member
Details of Special
Measures Plan
Note: If an ATSI Special Measures applicant has been selected complete this report
Special Measures in relation to the ATSI applicants, noting that no other applicants were considered,
and also complete the dedicated Special Measures SOAFAA (Special Measures
Outcome
Selection Outcome Advice For All Applicants) instead of the standard SOAFAA.
RECOMMENDATION
That you approve the selection of ***Successful applicant’s name*** to the above-described
vacancy.
The panel has sighted satisfactory proof of ***Successful applicant’s name*** qualifications and
any necessary criminal history/probity checks.
BACKGROUND
Reason for vacancy
Date of approval to fill vacancy
Redeployee action
Date vacancy was advertised
Date advertisement was closed
Number of applications received
Additional information
www.nt.gov.au
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BASIS FOR SHORTLISTING: ***Explain here the general basis behind shortlisting decision – i.e.
the ‘benchmark’ or standard used to reduce the field of applicants to those that warranted further
consideration in the particular field of applicants. For example, with a large field of applicants the
panel could decide to shortlist only applicants who meet one of the “desirable” selection criteria, or
to only shortlist applicants who have directly worked in relevant areas at a certain level. Some
examples are shown below and should be deleted and replaced with the relative information.
APPLICANTS NOT GIVEN FURTHER CONSIDERATION
#
APPLICANT’S NAME
Brief Info about Applicant and Basis for not Considering Further
1
Applicant A
2
Applicant B
e.g. These 4 applicants did not meet the desirable criterion of relevant tertiary
qualifications, and were not shortlisted since in this large field there were a
number of other applicants who had this qualification. Or
3
Applicant C
4
Applicant D
e.g. These 4 applicants have never worked in a relevant work area and
because of this are not competitive with other applicants who have direct
relevant experience and knowledge
5
6
7
APPLICANTS SHORTLISTED FOR FURTHER CONSIDERATION
***Insert number of applicants shortlisted*** applicants were identified for further consideration and
assessment by the panel having regard to their merit – that is, overall suitability for this vacancy
having regard to work history, education and qualifications, experience in related areas at
appropriate levels of responsibility, knowledge, skill, and potential for development in the public
sector.
The shortlisted applicants are: (List names of shortlisted applicants)
1. Applicant X
2. Applicant Y
3. Applicant Z
Summary of the Claims and Information Gathered About Shortlisted Applicants
Note: Copy the below table for as many applicants as were shortlisted for further consideration,
and use it to summarise information about the applicant to give the Delegate an overview.
Tip: Always start your assessment with the applicants who appear to be the most suitable, based
on their relevant work history, qualifications and experience. That is: Work from the top down.
If you identify that just one or two of your applicants are clear ‘front runners’, then it is not
necessary to go on to assess other shortlisted applicants, if it becomes apparent that they are not
competitive, once you have completed the assessment of the stronger applicants and verified their
claims.
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1.
Applicant’s Name:
Notes regarding previous work history, level, experience, education, qualifications, work samples
or performance reports obtained, other information gathered:
Referees: (Names and details of referees who may possibly be contacted if this applicant remains
competitive after considering other. Note: If a panel member or members also have knowledge of
the applicant’s work performance and capabilities, their names should be listed here and their
information included in the summary of referee information.)
1) Insert Referee’s Name and Title and Level and Relationship (e.g. Immediate Supervisor)
2) Insert Referee’s Name and Title and Level and Relationship
3) Insert Panel Members Name and Title and Level Relationship (if the panel member is in a
position to provide relevant information about the applicant’s capabilities)
Summary of Referee Information: (If referees for this applicant are contacted)
2.
Applicant’s Name:
Notes regarding previous work history, level, experience, education, qualifications, work samples
or performance reports obtained, other information gathered:
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Referees: (Names and details of referees who may possibly be contacted if this applicant remains
competitive after considering other. Note: If a panel member or members also have knowledge of
the applicant’s work performance and capabilities, their names should be listed here and their
information included in the summary of referee information.)
1) Insert Referee’s Name and Title and Level and Relationship (e.g. Immediate Supervisor)
2) Insert Referee’s Name and Title and Level and Relationship
3) Insert Panel Members Name and Title and Level and Relationship (if the panel member is in
a position to provide relevant information about the applicant’s capabilities)
Summary of Referee Information: (If referees for this applicant are contacted)
COMPARATIVE DISCUSSION AND REASONS FOR RECOMMENDATION
Explain here the basis for choosing one applicant over others – e.g. their particular strengths and
skills and why they are relevant to the vacancy being filled, the weight given to various criteria and
why the applicant is seen to be more suitable in those areas etc.
PANEL RECOMMENDATION
For the reasons detailed above, and based on ***his/her*** overall suitability having regard to
experience, knowledge, skill, qualifications and potential, ***Successful Applicant’s Name*** is
regarded as the most suitable applicant and is recommended by the selection panel for the role of
***Vacancy Job Title***.
***If required, include the below paragraph to recommend any applicant or applicants who the
panel found suitable although not selected in this selection process***
***Name of Applicant***, although not selected, was found to be suitable, and therefore the
selection panel recommends that, if this position, or an identical one, becomes available within
6 months of advertising, ***Applicant’s Name*** could be offered the vacancy pursuant to Public
Sector Instrument 21.
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The panel has completed and attached a completed SOAFAA (Selection Outcome Advice for All
Applicants) which, if this recommendation is approved, will be uploaded along with this Selection
Report, once the selected applicant has confirmed acceptance of the vacancy.
___________________
***Panel Chair Name***
***Job Title***
___________________
***Panel Member Name***
***Job Title***
___________________
***Panel Member Name***
***Job Title***
Date:
Date:
Date:
DELEGATE APPROVAL
The Delegate will consider if the selection process and the explanation set out in the report
provide an adequate assessment of the applicants’ suitability, and whether the selection is
supportable on the evidence.
If the Delegate is satisfied and approves the panel’s recommendation, the Delegate should also
check the attached SOAFAA (Selection Outcome Advice for All Applicants) to ensure that it
provides sufficient detail so that the applicants reading it will understand why the selected
applicant was found to be the most suitable.
The SOAFAA is sent to all applicants to ensure transparency and to increase understanding of the
basis for the selection decision. Therefore, in considering whether to approve the SOAFAA,
Delegate’s should be aware that:
a) Release of information about selected applicant’s merit and overall suitability is not a
breach of privacy.
b) The information provided should provide sufficient detail about the selected applicant’s
merit that it is readily apparent why they were found most suitable, and will allow the
non-selected applicant to do a ‘self comparison’ of merit.
c) Negative information received about selected applicants must not appear in the summary.
If the panel’s recommendation and the SOAFAA is not approved by the Delegate, comment
should be provided by the Delegate explaining the reasons.
ENDORSED/NOT ENDORSED
APPROVED/NOT APPROVED
________________________
Director HR (If an agency requirement)
_____________________
Delegate
Date:
Date:
HR and/or DELEGATE’S COMMENTS (If any)
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