Human resource essentials

The Commission provides assistance to public sector Human Resource (HR) practitioners to manage their recruitment, redeployment and redundancy activities. A whole-of-government eRecruitment system is provided at no charge to public sector agencies to facilitate these processes. 

Redeployment and redundancy

The Commissioner is responsible for administering the public sector’s redeployment and redundancy framework. The framework provides approaches to assist public sector employers manage employees who are surplus to an agency’s requirements or whose office, post or position has been abolished.

In 2016/17, 748 employees from across the public sector received a voluntary severance, which totalled $85 948 181. A further nine employees who were registered for redeployment received redundancy payments totalling $518 688. Of the employees who were registered for redeployment, 14 were successfully retained in the sector. 

Over the course of the year, an average of 1045 vacant positions were posted for redeployment clearance each month. Since the introduction of the framework, the number of employees registered for redeployment has remained low. As at 30 June 2017, there were 11 registered redeployees.

To continue building the capacity of public sector agencies in relation to the redeployment and redundancy framework, we undertook 462 consultations with public sector agencies and conducted four information sessions to 102 attendees.


The Recruitment Advertising and Management System provides HR practitioners with an online tool to manage their recruitment activities up to appointing a suitable applicant. In 2016/17, the Commission commenced an eRecruitment Strategy project and surveyed a number of agencies on the costs related to their HR solutions. This analysis will form a key component in examining future eRecruitment options for the sector.

Recruitment review

During the reporting period, we commissioned an assessment of recruitment performance across a sample of public of sector agencies. The review focused on the effectiveness of recruitment processes in terms of its structure, timeliness, cost and whether practices are conducive to creating a more skilled and diverse workforce.

The review found all sample agencies presented unique challenges in relation to talent acquisition and responded to these challenges in various ways. While the review identified pockets of excellence, overall there was a lower maturity level in recruitment practices than those observed in best practice organisations.

In response to the review and early observations made by the Service Priority Review and Directors General working groups, the Commission has identified opportunities to increase the flexibility of the HR framework and recruitment instruments. During the next reporting period, we intend to explore these opportunities.


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Page last updated 14 September 2017