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2. Appointment Framework >
3. Appointment Policy >

Appointment Policy Considerations

Choice of Process

In making a decision on choice of process, deputy heads may want to consider that:

Values

• access to employment or developmental opportunities
• fairness and transparency in the decision
• representativeness of his or her own organization and the public service

Planning

• the HR and/or business plan, including changing demographics, succession planning and organizational renewal
• any related departmental policies
• input from bargaining agents
• retention, transfer or development of skills
• the career aspirations of employees
• developmental programs

Position requirements

• serving the public in the official language of choice
• the nature of the work to be done
• language requirements
• the geographic location
• the urgency of the operational need

Operational realities

• efficiency considerations
• financial considerations

Workforce

• circumstances that would support the consideration of only one person
• the ability to identify a sufficient pool of candidates
• workforce availability
• other sources of candidates, such as partially qualified pools of candidates

Considerations related to short term situations

Even with effective HR planning, short-term requirements, unforeseen or urgent circumstances may lead to a decision to staff a position on a temporary basis through mechanisms such as casual, acting or term appointments. However, these decisions can lead to concerns about appointment decisions that are made later. When choosing an appointment process to meet temporary needs, deputy heads may want to consider that:

• Appointing a person who was originally hired as a casual worker to a term or indeterminate position at a later date through a non-advertised process could raise concerns about fairness, transparency, access and representativeness.
• Advertising an acting opportunity or providing rotational acting appointments, particularly in long-term temporary situations, ensures fairness, transparency and access, promotes representativeness, and ensures that employees have reasonable opportunity to be considered in a subsequent selection process.
• Term appointments can be extended and eventually become indeterminate. With this in mind, providing reasonable access when making term appointments would help identify the best possible pool of candidates. In addition, conducting a rigorous assessment process would help ensure that those appointed meet all of the job requirements, keeping in mind current and future needs.

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Date Modified:

2007-03-12