{"id":20065,"date":"2024-03-28T15:52:42","date_gmt":"2024-03-28T05:52:42","guid":{"rendered":"https:\/\/metronorth.health.qld.gov.au\/extranet\/?p=20065"},"modified":"2024-04-02T10:25:38","modified_gmt":"2024-04-02T00:25:38","slug":"ce-20240328-2","status":"publish","type":"post","link":"https:\/\/metronorth.health.qld.gov.au\/extranet\/executive-messages\/ce-20240328-2","title":{"rendered":"Message from the Chief Executive | Recruitment and Repealed COVID Mandatory Vaccination"},"content":{"rendered":"
\"Jackie

Adj Prof Jackie Hanson, Chief Executive<\/p><\/div>\n

Metro North continues to seek suitable applicants for our vacancies and strives to ensure merit-based principles are applied to consequential selection processes.\u00a0 Please ensure that candidates who have applied for roles within Metro North are NOT being told their applications cannot be considered on the basis that they have previously been terminated for failing to comply with Queensland Health\u2019s former mandatory vaccination requirements.<\/h4>\n

There is no barrier<\/u> for individuals who have been subject to serious disciplinary action to apply for roles within Queensland Health and Queensland Ambulance Service.<\/p>\n

Recruitment processes are undertaken in line with the Public Sector Act 2022 <\/em>and relevant directives. \u00a0Where a disclosure is made, \u00a0the chief executive (or their delegated officer as outlined in the Metro North \u00a0Human Resource Delegations Manual) is required to consider the disclosure in accordance with PSC Directive 08\/23 Suitability for employment (Directive 08\/23) Section 12 Serious disciplinary action<\/a> and document their considerations and decision when assessing suitability for employment.<\/p>\n

Metro North must ensure our recruitment processes are undertaken in accordance with PSC Directive 07\/23 Recruitment and selection<\/a> and Directive 08\/23. \u00a0\u00a0Accordingly, please ensure that:<\/p>\n

    \n
  1. All Hiring Managers are aware and understand the process and management for the disclosure of previous serious disciplinary action (please see attached draft email that may assist with this process); and<\/li>\n
  2. Where an applicant does disclose previous serious disciplinary action taken against them, consultation is undertaken with the Chief People & Culture Officer in considering the disclosure.<\/li>\n<\/ol>\n

    The following resources are also provided:<\/p>\n