“Rolling” recruitment is not merit-based
Leaving a vacancy open forever? The APSC says that's not merit.
Some Agencies run “anytime” or permanently-open recruitment, shortlisting and interviewing candidates as they apply, then placing them in a merit pool for future vacancies. It looks efficient. It also fails the merit principle.
This applies to ongoing recruitment. For non-ongoing roles, rolling processes (including temporary employment registers) are permitted. But for ongoing engagements and promotions, rolling recruitment fails the merit principle.
The Public Service Act requires a competitive assessment of candidates against each other for a defined vacancy. Rolling recruitment does the opposite: candidates are assessed in isolation, against different comparison groups, on different days. That is not a competitive process.
The Commissioner’s Directions also require the aim and purpose of the selection process to be determined in advance. A perpetual opening has no defined close and no defined comparison cohort.
Run time-bound recruitment rounds. Form merit pools properly, within the 18-month Gazette window.