Merit Selection procedures have mostly remained unchanged for more than twenty years. Recently, members will be well aware of this Association’s grave concerns about the ongoing “Bulk Principals Recruitment Process”. Last year the Federation repeated its long-held view that existing selection processes are inadequate and advocated for significant reform of the current promotions system.

While this trial had significant issues for us, it did provide an opportunity to reflect on the shortcomings of the current Merit Selection process, some of these include:

• the research showing that the traditional interview processes has a low predictor of future work performance. Predictive validity increases when multiple assessments are used.
• Merit selection is not related to the standards.
• Data highlights the low level of applications to principal / executive positions.
• At 60% + the proportion of internal appointments is so high as to indicate that the process tends to favour internal applicants. Capability based assessment will help optimise equity and quality of appointment.
• Recruitment reform could facilitate increased principal mobility limited by current classification structures.

The NSWPPA agrees with the Federation that applicants should meet a standard for promotion at that level in the state-wide system, and that this should be a prerequisite for proceeding to local selection at the school level.

Therefore, the NSWPPA will be engaged around proactive work to provide a new approach to recruitment that ensures consistency, merit and fairness.