Transcript Belfast Education and Library Board
Belfast Education and Library Board Governor Training and Development Programme Recruitment and Selection of Staff
Linda McGowan HR Manager Julie Angus Senior HR Adviser (Revised February 2010)
Appointment Process
1.
2.
3.
4.
5.
Does the school need a new post? If so, how will you fill it?
Prepare a job description Prepare a personnel specification 6.
7.
8.
9.
Advertise the post Shortlist candidates for interview Prepare for interview The interview itself Select the candidate Finalise the appointment 10. Further issues
Equality of Opportunity
• • • • • • • •
It is the policy of BELB that all eligible persons will have equal opportunity for employment and advancement irrespective of Perceived religious belief Political opinion Gender Marital status Disability Race Sexual Orientation Age There will be no unlawful discrimination – direct or indirect-against any person in recruitment, training, promotion or in any other way
Anti Discrimination Legislation in Northern Ireland
Fair Employment and Treatment (NI) Order 1998 (as amended) (FETO) Sex Discrimination (NI) Order 1976 (as amended) Equal Pay Act (NI) 1970 (as amended) Sex Discrimination (NI) Order 1976 (as amended) =
Religion / Political Opinion
=
Sex
=
Marital / Family Status
Disability Discrimination Act 1995 (as amended) Disability (NI) Order 2006 Race Relations (NI) Order 1997 (as amended) Employment Equality (Sexual Orientation) Regulations (NI) 2003 Employment Equality (Age) Regulations (NI) 2006 Effective 1 st October 2006 Employment Equality (Repeal of Retirement Age Provisions) Regulations (NI) 2011 =
Disability
=
Race / Ethnic Origin
=
Sexual Orientation
=
Age
= No longer possible to retire someone on grounds of age
Discrimination and Victimisation
Direct Discrimination Occurs when an employer treats an individual less favourably than others on any of the prohibited grounds
Indirect Discrimination Can generally be defined as applying a provision, criterion or practice although applied equally to all, places a person or a group at a particular disadvantage which the employer cannot show to be a proportionate means of achieving a legitimate aim
Victimisation means treating a person less favourably than another because that person has: asserted their rights under the anti discrimination legislation helped another person to do so given information to the Equality Commission for Northern Ireland, or because it is suspected that the person might do any of these things
Disability-related discrimination occurs when, for any reason that is related to a disabled person’s disability, an employer without justification treats the disabled person less favourably than others to whom that reason does not apply
Disability discrimination also occurs when an employer fails to comply with a duty to make reasonable adjustments in respect of a disabled person
Disability Discrimination Act
“Duty of reasonable adjustment” The duty applies where any
Physical feature of premises occupied by the employer
Arrangements made by or on behalf of the employer Cause a substantial disadvantage to a disabled person compared with non-disabled people
Examples of Reasonable Adjustments
Making adjustments to premises
Altering the person`s working hours
Allocating some of the disabled person`s duties to another person
Acquiring or modifying equipment
Modifying instructions or reference manuals
Providing a reader or interpreter
Giving the person additional training
Equality Commission Codes of Practice
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Systematic and objective recruitment Advertise your requirements clearly
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Make it clear that applications are welcome from all
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Ensure that all potential candidates are given equal opportunity to compete and demonstrate their abilities. This applies to both internal and external appointments
•
Ensure no irrelevant requirements are included
Equality Commission Codes of Practice
Systematic and objective recruitment
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Apply requirements fairly at each stage of the process
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Record factors considered relevant in a particular job at each stage of the process
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Decide on relative importance to be given to each
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Satisfy yourself that these factors are justifiable, appropriate to the job and clearly objective
Prepare the job description
This describes the job to be done in terms of its :
Title
Purpose Duties/ Responsibilities It shows where the job fits into the overall structure of the school It tells candidates what is expected of them It will facilitate any appraisal procedure It defines tasks , not methods It is not fixed for all time It allows Governors to determine the qualities a person must have in order to do the job effectively
Prepare the Personnel Specification
This defines the qualities which the person appointed must have in order to carry out the job effectively
These qualities are described by a set of criteria The criteria let prospective candidates know if they have the qualifications and skills required
The criteria determine who will be interviewed and must be Legal Job related Objective Measurable
Criteria
Essential criteria Describe those qualities which Governors feel the successful candidate must have. Once published they cannot be set aside, reduced, or ignored.
Preferential criteria Describe those added qualities which Governors feel would be an advantage for the candidate to have.
Advertise the Post
This will usually be the responsibility of the Principal in conjunction with BELB or CCMS if appropriate
Preparation for Shortlisting Meeting
Receipt of application forms by Principal
Principal prepares schedules – Unnamed Named
Shortlisting
Panel must be quorate Those involved in the interview process must also have been involved in the shortlisting process
Small number of applicants meeting essential criteria will likely mean an agreement to interview all. Remember it is your responsibility to check application forms Large number of candidates meeting essential criteria will likely mean creating a shortlist by using preferential criteria or enhanced criteria eg Preferential criteria become “essential” Either essential or preferential criteria may be enhanced in a number of ways New criteria cannot be introduced
Prepare for Interview
Issue letters calling applicants for interview
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Include request to provide photographic ID
Issue requests for references / photographic ID (Child Protection) DE Circular 2006/06 & 2006/08
Format and timing of the interview – Preparation of Questions Presentation/In tray exercise Demonstration
Using a Presentation
This may be on a topic already notified to candidate
It may be on an “unseen” topic
It may be an in-tray exercise
It should be treated in the same way as a factor when deciding to score
The Interview
Agree scoring system
Agree the questions and who asks them
Keep detailed notes
The Interview
Chairpersons Role
Welcome / introduce panel / outline structure / timing / note taking / control process / at end opportunity for questions / notification of outcome
Governor trained in Child Protection
Suitability to work with children
Points of concern e.g. gaps in employment history
Check photographic ID
What are you trying to learn about each candidate from the interview?
Experience / knowledge
Attitudes, aims, ambitions
Interpersonal / communication skills
Questions
Relate to the criteria for the post
Be clear and unambiguous
Be pitched at the right level
In plain language
Not contain a number of parts
Non-discriminatory
NB candidates must be asked the same core questions, but probing will depend on their answers
Questions
DO
Use open questions
Use probing or supplementary questions
Use situational questions
Give the candidate time to answer
Listen carefully
Let the candidate do most of the talking
Be objective
Questions
DON’T
Use closed questions (only for clarification)
Use leading questions
Jump to conclusions
Be subjective
Marking System
Standardised system is recommended in codes of practice
Job description and personnel specification give the factors for assessment
All panel members must agree the system
The system must be – Justifiable Legal Objective
Marking System
Experience and Qualifications
Agree additional marks for experience above essential criterion (provided objectively justified)
Agree the maximum to be awarded
Agree additional marks for qualifications above the essential criterion
Agree what is to be awarded for each e.g. Certificate/Diploma/Degree/Masters/Doctorate
Agree the maximum top be awarded
Marking System
The questions are based on factors contained in the personnel specification / job description
All questions may be given equal marks
You may weight the marks according to their importance for that post
You could use 1-5 scheme representing answers ranging from “unsatisfactory” to “excellent”
You could also agree to mark out of 10 or 20 etc Ask yourselves –
Have we agreed and do we understand the system we are to use?
Can we stand over the system if it is compared to the personnel specification / job description?
Discussion
The Chairperson should initiate an open and thorough discussion on each candidate
As a result of discussion panel members may feel it necessary to amend their scores. Remember to note the reasons why on your mark sheet
Your final score is then used to arrive at your rank order
Reserves
Finalise the Appointment
Documentation completed
Passed to appropriate body for processing Checking / References / Contract / Health Declaration / Medical / Criminal Background Check / Proof of Qualifications
Best Defence
To have followed a clearly defined procedure based on taking decisions against clearly stated criteria which are not in themselves discriminatory
To have retained notes and recorded reasons for decisions taken
To have complied with all relevant legislation
www.belb.org.uk
www.deni.gov.uk
www.equalityni.org
WEBSITES
CCMS Holywood Office 02890 426972 Belfast Office 02890 327875 www.onlineccms.com
Contact Details
BELB Julie Angus – 02890 564133 [email protected]
Linda McGowan – 02890 564010 [email protected]