ICAC lifts lid on ‘favouritism, nepotism and cronyism’ in NT public service

The Independent Commissioner Against Corruption has hit-out at Territory public service recruitment, accusing agencies of “favouritism, nepotism and cronyism”.

A BOMBSHELL report tabled in the Territory Parliament by ICAC Commissioner Michael Riches has accused Government agencies of “favouritism, nepotism and cronyism” in public service recruitment and selection.

Tabled late Thursday night, the report shines a light on dodgy public sector recruitment, with a focus on the Departments of Health and Education and NT Police.

The tabled report says a “familiar theme” of complaints to ICAC centre around “anomalies in recruitment processes”.

“... we have received more than 140 direct allegations of impropriety in recruitment and many other reports were impropriety in recruitment has been implied. Reports span a wide variety of public bodies across the Northern Territory,” the report said.

Key “themes” of these complaints are favouritism, nepotism and cronyism, non-merit-based selections, embellishment or falsification of information in employment applications, appointment of persons without a selection process and failure to appropriately manage conflicts of interest.

NT Independent Commissioner Against Corruption Michael Riches has tabled a bombshell report, accusing government agencies of nepotism and favouritism. Picture: Supplied.

Mr Riches referenced a 2021 report compiled by the Commissioner for Public Employment which identified NT Police, Fire and Emergency Services (57 per cent), Power and Water Corporation (37 per cent) and Jacana Energy (35 per cent) as the three public service agencies idetified as least likely to implement merit-based selections.

“In fact, 26 per cent of all respondents to the survey disagreed with that statement. That should be cause for concern,” Mr Riches said.

“... the making of allegations in a report to my office, or a response to a survey, cannot be taken as truth of the nature or extent of impropriety in a public body. Nevertheless, it does give a useful indication, at the very least, of perceived improper conduct in that body.

“Perceived impropriety in respect of selection decisions can have a significant adverse effect on morale in an organisation. Likewise, the selection of an unsuitable candidate creates its own difficulties.”

Mr Riches identified four key areas of recruitment and promotion. He said impropriety by applicants, impropriety in selection decisions, selection process and identification of applications who may previously have been subject of disciplinary action in public administration.

March quarter public serving staffing figures show there are 22,719 public servants in the NT, down 184 over the previous three months.

Commissioner for Public Employment Vicki Telfer has been contacted for comment.