Selection Committee

A selection committee is formed to manage appointments where a competitive process is required.

Committee membership must meet the University’s obligation as an EEO employer. This must include appropriate gender and ethic representation. The size of selection committees will vary depending on the level of the position to be filled. As a guideline a minimum of three committee members is appropriate. Large committees should be avoided.

Selection committees are formed and approved at the commencement of the recruitment process by the senior leadership team member on nomination from the HoS/I (or equivalent). This is often at the time a request to advertise a position through ImpelHR is made.

The Selection Panel Convenor (usually the hiring manager, or the HoS/I), is responsible for:

  • Advising committee members of their obligation to maintain confidentiality
  • Ensuring the selection process conforms to appropriate University policies
  • Coordinating a search campaign if appropriate
  • Chairing selection interviews
  • Arranging all appropriate pre-employment documentation with the applicant
  • Contacting referees or arranging for their comments to be sought. (A current or most recent employer (line manager) must be contacted. It is a requirement of the candidate to provide a referee from their current employer, along with their consent for the referee to be contacted. For professional staff appointments, the current employer should only be contacted for the preferred candidate, with the candidate’s consent.)
  • Preparing the selection committee’s appointment recommendation report
  • Ensuring applicants confidential material including curriculum vitae’s and referee reports are destroyed
  • Members of selection committees should aim to reach consensus, however where consensus cannot be reached the Selection Panel Convenor has the casting vote. (Where there are dissenting views as to the recommendation(s) these views must be summarised in the recommendation.)

Where a committee member has a possible conflict of interest (for more information please see the Conflict of Commitments and Interest Policy, they need to advise the Selection Panel Convenor at the point where the conflict of interest is identified. Family and other personal relationships must be declared. The Senior Leadership Team Member must be satisfied that there is no conflict of interest that would preclude a committee member from participating.

All documents, correspondence and information gathered during the interview process should be considered confidential and should only be discussed outside of the selection committee on a need to know basis i.e. Senior Leadership Team Member or Head of School/Institute. Committee members must refrain from discussing any aspect of the appointment with persons outside of the selection process.

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