Principle 1: comply with public sector values

Pre-employment screening demonstrates the public sector values of integrity, impartiality, accountability and human rights.

Public sector employees are bound by the Code of Conduct and public sector values from the day they’re employed.

Principle 2: protect the public interest

Public sector employees are obliged to promote and protect the public interest of the Victorian community in their role.

Principle 3: comply with the employment principles and standards

Public sector employees are bound by the public sector employment principles in the Public Administration Act.

We’ve issued 6 standards that define the essential parts of these principles:

  • fair and reasonable treatment
  • merit in employment
  • equal employment opportunity
  • human rights
  • reasonable avenue of redress; and
  • career public service

Principle 4: consider equal opportunity and human rights

Don’t exclude a candidate from being hired if your reason isn’t based on the inherent requirements of a role.

If a candidate has a history of misconduct, check your assessment is in line with the:

Principle 5: apply natural justice

If you find a history of misconduct, the candidate has a right to natural justice and procedural fairness.

This means:

  • discuss any misconduct findings with them and give them a way to respond
  • only those who need to know have access to misconduct declaration information
  • assess the risk to your organisation in relation to the role they’ve applied for

This also means don’t rule them out of the role before you:

  • validate the declaration
  • assess if their history of misconduct is relevant
  • assess the risk to your organisation in relation to the role they’ve applied for

Principle 6: take a risk-based approach

Work out what level of pre-employment screening you need to do based on a role’s responsibilities and level of risk.

If the role has a lot of responsibility, you may want to do more screening than one with less.

Principle 7: be consistent with other policies and processes

This policy sets a minimum standard for pre-employment misconduct screening.

Make sure it’s consistent with:

  • government or employer directives
  • requirements for specific workforces, including those in higher-risk roles
  • relevant legislation and regulations

If your organisation already has a screening policy, make sure it meets the minimum standards in this policy.

If your policy is more comprehensive or your declaration has different questions, incorporate our model policy into yours. Don’t replace or duplicate those processes.