PROMOTION, RECRUITMENT AND SELECTION …

1 EC 38/ 11/ 20 04 d at ed 2 5/ 11/ 20 04 Amend ed per EC 1 4/1 0/2 00 5 dat ed 6/ 10/ 20 05 1 promotion , RECRUITMENT AND SELECTION policy AND PROCEDURES 1. PURPOSE The purpose of this policy is to: Provi de a proc ess, w hi ch wi l l l ead to eff ecti ve, efficient, transparent employment practices and professional promotion , recruit ment and SELECTION practices. To ensure that the promotion , RECRUITMENT and SELECTION practi ces are fai r and eq ui tabl e, meet the req ui rements of the Constitution, Employment Equity and all Labour Legislation. To ensur e that the ap propri ate cal i bre of staff are r ecrui ted, placed and promot ed.

2 To accommodate physically challenged people as well as gender equity and youth development on the staff structure where possi bl e. To allow all prospective and current employees a fair and equal opportunity for applying and progressing through t he SELECTION process. To provide meaningful guidelines to all stake holders to ensure an effecti ve and effi ci ent approac h to recrui tment an d SELECTION and to ensur e that the employment process is fully transparent and inclusive. 2. GLOSSARY OF TERMS AND DEFINITIONS Certain terms used in this document have specific meanings as i ndi cat e d bel ow: Black People a generic term which means Africans, Coloureds and I n di ans.

3 EC 38/ 11/ 20 04 d at ed 2 5/ 11/ 20 04 Amend ed per EC 1 4/1 0/2 00 5 dat ed 6/ 10/ 20 05 2 Designated Groups black people, women of all races and people with disabilities. Employee any person other than an independent contractor who has a contractual relationship with the Municipality and who recei ves, or i s enti tl ed to recei ve any remu nerati on; and in any manner assists in carrying on or conducting the business of the employer; but excludes a ny person employed in terms of the Jo b Creati on policy Inherent job requirement the true job requirements that are genui n el y nec essary for the co mp etent p erfor manc e of t he j o b including competencies in terms of any legal requirement.

4 Job description a job description detailing the expected duties and r esponsibilities of a job, indicating minimum experience, expertise and skills required of the incumbent used to grade the job. Job specification a doc ument, used in recruit ment and s election, whic h profiles the r equirements for a job, suc h as qualifications, skills, experience, physical and mental requirements and behaviours. It also sets out personality/behavioural di mensions required for successful fulfilment of job requirements, flexibility, ability to work under pressure, initiative and integrity.

5 SELECTION criteria the job requirements on which basis a candidate will be selected, as indicated in the job specification. Merit - the ca paci ty to do t he jo b, ju dg ed on , exp eri enc e, knowledge, potential and/or demonstrated a bility or qualifications. Emphasis should be on meeting the inherent requirements for the job and not necessarily appointing the highest academically qualified candidate. Potential the measure to which an applicant complies with the inherent requirements of a post by means of assessed or demonstrated ability.

6 Relevant Legislation means the Constitution of the Republic of South Africa, La bour Relations Act, Basic Conditions of E mployment EC 38/ 11/ 20 04 d at ed 2 5/ 11/ 20 04 Amend ed per EC 1 4/1 0/2 00 5 dat ed 6/ 10/ 20 05 3 Act, Employment Equity Act, Skills Development Act, Municipal Systems Act and any ot her act or document that has any bearing on labour relations. Internal Candidate shall mean any person who is pres ently employed by the E mnambithi/Ladysmith Municipality in a permanent capacity, and a limited contract worker or a fixed ter m contract worker.

7 External Candidate shall mean anybody who does not comply with the definition of internal candidate . 3. promotion PREAMBLE Any progressive institution should make sufficient provision for the satisfactory promotion of personnel to higher positions. Opportunity for promotion to higher positions within an organisation gives personnel an opportunity to fully utilise their abilities and therefore serves as a basis for motivation. promotion implies "..an upward change of position normally involving greater resp onsi bi l i ty and di fferent duti es fro m t hos e of the pr esent position.

8 " Pro moti on therefor e mea ns that transfer of p ersonn el member to another position with higher grading, other title, more responsibility and higher salary. It must be stressed that promotion is not goal in itself, but a means of placing competent and suitable personnel in high positions. An important consideration when promoting personnel is whether the choice of candi dates for promotion are restricted to personnel already in t he employ ( a 'closed' personnel system) and whet her co mp etent ca n di dat es fro m o utsi de t he organi sati on shoul d be considered ( an open personnel system).

9 A closed personnel system can pro mot e the moral e of the members but do es not nec essari l y al ways ensure t hat the most effecti ve servi ces are ren dered. A closed personnel system in fact implies that the relevant institution or organisation should provi de training a nd development progra mmes EC 38/ 11/ 20 04 d at ed 2 5/ 11/ 20 04 Amend ed per EC 1 4/1 0/2 00 5 dat ed 6/ 10/ 20 05 4to personn el so that they may pr epare t hemsel ves for hi g her positions. In addition, promotion s houl d take place accor ding to certain criteria: Criteria for promotion Certain criteria for promotion are essential as "It has been consistent exp eri ence that p eo pl e are un derstandi ng a bout t hes e cl osed situations as long as t hey trust the fairness of t he promotion system - and the fairness and objectivity of their managers.

10 " The cri teri a for promoti on shoul d therefor e be o bjecti ve and serve to assist in ensuring the right person is promoted to the right position. Criteria that may serve as a basis for deciding on the promotability of personn el incl ude: SENIORITY refers to age and experience. This is a relative concept unless it is specifically indicated how long an individual should hold a certain position before he/s he may be promoted to a higher position. EDUCATIONAL QUALIFICATIONS which are generally a prerequisite for a particular job. In fact, particular qualifications are essential for certain municipal functions.