Ms

Recruitment, Selection

And

Appointment Policy

CONTENT PAGE

1. Introduction

2. Relevant Legislation

3. Policy Objectives

4. Job Analysis- 4.1 Establishing a Need

4.2 Defining the job

4.3 Criteria for Job Suitability/Person Specification

5. Job Advertisements 5.1 General

5.2 Legal Considerations

5.3 Legal Exceptions

5.4 Internal Advertising

5.5 External Advertising

6. Short listing

7. Interviews 7.1 Preparing the interview

7.2 Interview guidelines and tactics

7.3 Recording the interview

7.4 Evaluating the interview

8. Assessment/Testing

9. Reference Check and other personal Verifications

10. The Appointment

11. Employment Offer

12. Induction and Further Training

13. Final Administration

14. Bibliography

15. References

1. Introduction

This Policy provides Athletics South Africa (ASA) with a set of recruitment, selection and appointment policy to ensure that all practices are fair, efficient, justifiable and equitable in resourcing of personnel. This Policy ensures that the requirements of South Africa’s latest employment legislation practices are met. All employees dealing with the recruitment, selection and appointment process directly or indirectly must become familiar with this policy and ensure that they comply with the procedures as set out below.

2. Relevant Legislation

The Legal aspects concerned with the recruitment, selection and appointment of personnel is done in accordance with the legal structure applicable to the South African legislature:

1. The Constitution of SA 1996

2. The Public Service Act 1994

3. The Labour Relations Act 1995

4. The Employment Equity Act 1998

5. The Basic Conditions of Employment Act 1998

6. The White Paper on Affirmative Action 1998

7. Promotion of Equity and Prevention of Unfair Discrimination Act 2000

These Acts make it unlawful to discriminate against a person, both directly and indirectly in employment on the basis of Race, Colour, Class, Gender, Nationality, Disability, Sexual Orientation, Religion, Marital Status, or Ethnicity.

Managers will be held accountable for any legal actions which may arise, thus all applicants who qualify are given an equal opportunity to compete for an appointment or promotion, Managers must thus familiarise themselves with all legislatures applicable to the South African workforce.

3. Policy Objectives

The objectives of this recruitment, selection and appointment policy is to:

To Provide ASA with a clear set of Norms, Procedural Measures and Guidelines for recruiting, selecting and appointing personnel.

To Attract, Select and Retain the most highly qualified personnel with the necessary competencies to satisfy the current and future needs of Athletics South Africa

To create an environment that promotes diversity in all occupational categories through the adequate advancement of previously disadvantaged people.

4. Job Analysis

4.1 Establishing a Need

1. When a position becomes available the Recruitment Manager will be responsible for filling the position

2. The Manager must first decide whether the post will be filled or the workload of the post be redistributed amongst current staff members.

3. If a decision is made to fill the position, internal staff members will be considered first thus creating a ladder upwards for all members within the organization.

4. If no internal staff members Qualify for the position, then the manager will be responsible for recruiting new staff members.

5. Manager should always be aware of how much funds are available in the budget for new positions as well as recruiting new staff members

NB: No action should be taken to fill a position until it is established that there is a need for the work to be done and that it could not be undertaken to existing staff.

4.2 Defining the job

A job description must be completed in all cases

If a Job Description already exist, it should then be reviewed and updated

The Job description must include a summary of the overall purpose of the job, a short description of each of the main activities and task that need to be carried out by the job holder

4.3 Criteria for Job Suitability/ Person specification

A Person Specification must be prepared for each vacancy

A Person Specification defines more specifically the experience, qualification and personal qualities required to carry out task summarised in the job description.

Knowledge and Qualifications:

Minimum Qualification for all Jobs within ASA will be a national diploma/degree or a IAAF level 1 certificate, or the equivalent there of at a recognised institution.

The Minimum Qualification for all senior positions will be a Btech/Hons