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Legislative Assembly for the ACT: 2000 Week 6 Hansard (25 May) . . Page.. 1936 ..
the Commissioner, or the Chief Executive making the appointment, as the case may be, has certified in writing that after due inquiry he or she is satisfied that the person is a fit and proper person to be so appointed having regard to:
(i) verification of the person's identity;
(ii) whether the person has any prior criminal convictions;
(iii) the previous employment record of the person;
(iv) the need for suitable references in support of the person's application for
appointment; and
(v) verification of the person's educational qualifications required for the appointment.
With some minor variations, for example checking of registration for doctors, nurses and other professionals, more detailed scrutiny of educational qualifications in respect of classifications that prescribe such qualifications, delegates of the Chief Executive comply with these requirements through the following procedures:
� confirmation of identity through original birth certificate documentation, and marriage certificates where applicable. In the case of persons not born in Australia, who are unable to provide an original birth certificate, the original Australian citizenship papers or valid passport will be accepted;
� verification of criminal convictions record through a police record history check through the Australian Federal Police;
� checking on previous employment history, together with dates of employment and position held in former organisations, requested in writing from new recruits;
� seeking written and verbal referee reports (a minimum of one report) as part of the merit selection process; and
� confirmation of educational qualifications through production of original education qualification records.
While section 68 applies to appointments of officers under the Public Sector Management Act, Departments also follow these procedures for most temporary employees, particularly in selected areas of employment, where previous convictions or other concerns are more likely to be a factor in a person's future employment.
The Fire Brigade Act has specific provisions in section 19A that set the parameters for merit selection. Short listed applicants must have police checks done.
The Executive warrants that he or she:
(a) is and will continue to be a fit and proper person;
(b) has no prior criminal convictions other than those (if any)
disclosed in writing to the Employer.
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