The Independent Commission Against Corruption report on the use of false academic qualifications highlighted the need for a review of public sector recruitment policies and procedures with respect to pre-employment qualification checks. As a result, recruitment policy relating to the verification of professional and/or academic qualifications has been amended to address and minimise the risk of corruption.

Academic and professional qualifications of successful applicants should in all cases where possible be verified with the issuing institution, either where they are required for a position or where they are a significant determinant in the decision to appoint an applicant. Prospective employers must obtain formal permission from recommended applicants to contact the relevant institutions.

The employer's designated representative (which includes any consultant engaged by an employer) should sight original certificates or certified academic transcripts. The cost of providing this documentation is to be borne by the applicant.

It is the responsibility of individual employers to maintain an auditable record of any verification of qualifications. Where verification has been conducted by recruitment consultants, the consultants should be obliged under the terms of their engagement to provide the client employer with written evidence that they have undertaken the required checks.

The following documents and associated recruitment processes are being amended to reflect the requirements of this policy: the Personnel Handbook Chapter 2; SES Guidelines; jobs.nsw website; Application for Employment/Transfer/Promotion Form; and CEO recruitment. Enquiries regarding CES or SES recruitment should be directed to Nicholle Nobel on 9228 5569 and the Personnel Handbook to Judith Withers on 9228 5514. Information regarding the verification of overseas professional and academic qualifications is available on the Employment Equity and Diversity website www.eeo.nsw.gov.au

Individuals found to have falsified qualifications at Chief Executive or Senior Executive level will be removed from office. Appropriate disciplinary action at non CES/SES level will also occur, which could also lead to dismissal.

Chief Executive Officers need to ensure that their agency's current recruitment practices and policies reflect these changes. Agencies, including those providing shared corporate services are advised to review their Information for Applicants Packs and their local selection procedures and materials to take account of these requirements.

C. Gellatly
Director-General

Issued : Public Employment Office
Contact: Executive Services
Email: [email protected]
Telephone no: (02) 9228 3572 e-Fax: (02) 8243 9491
File no: PSM/05077
Date: 7/12/2004

This Circular has not superseded any other Memorandum/Circular