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Reference Checking
Referee reports are usually a reliable source of information about an
applicant's on-the-job performance. To streamline procedures and to
ensure the reliability and usefulness of information, it is generally
agency policy that panels seek oral comments in preference to written
reports. Unless exceptional circumstances apply (or it is a particular
organisation's policy), applicants should not be asked to
provide
written referee reports with their applications. This practice
can place an imposition on referees and their organisations,
discourage good applicants from applying because of
difficulty in
meeting the requirement, and illicit dated and unreliable
referee
reports.
Selection panels need to be aware of the
following important considerations:
• In approaching referees,
panels must provide a
clear explanation of the duties of the position and the selection
criteria.
• Information sought from
referees can cover all
or just some of the selection criteria. Referees should be directed to
base their comments on examples of work performance and levels of
productivity.
• Panels are not limited to
seeking reports from
people nominated by an applicant, however the applicant should be
notified if alternative referees are sought (see below for
non-government applicants).
• The applicant’s
current direct
supervisor should be the first preference. Other views should be sought
where there are differences of opinion on the applicants’
abilities, where the supervisor’s views are
perceived as
unreliable or if the supervisor does not have sufficient knowledge of
the applicant’s work performance.
• If a person in strong
contention for a
position receives an adverse report that will affect the
panel’s
assessment, the applicant should be given an opportunity to respond.
• Where the use of referees is
intended to be
the main form of assessment, this must be made known to potential
applicants in advertisements and selection documentation.
• Where an applicant’s
referee is also a
member of the selection panel, comments should be provided by the
referee in writing before the start of the assessment process to
eliminate potential bias.
• In seeking reports in respect
of
non-government applicants, panels need to be aware that external
applicants will often be reluctant to nominate their existing employers
or supervisors as referees for fear of jeopardising their employment.
In all cases, non-government applicants should agree to who the panel
use as a referee.
• It is recommended
that reference checks
are conducted after the interviews so that applicant claims can be
clarified and confirmed with referees.
• Referee reports should be made
available to applicants upon request.
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