A Written Appointment Policy Facilitates Effective Recruitment

A clearly defined appointment policy leaves nothing to chance and this helps your organization to effectively conduct recruitment.





A policy is defined as a set of principles or guidelines on specific matters.

Here, we are referring to the principles under which appointment of employees and related issues are managed. You can put these guidelines in your Human Resource Policy Manual.

The format of policies on appointment depends on whether your organization is in the public sector or the private sector. The applicable rules differ in many important areas.

If you are talking about appointment in the public sector, a major part of employment is subject to legislation. Such legal provisions are either found in Acts of Parliament or state enactments or both.

The legislation may refer to the law governing appointment. An example is the Public Service Employment Act which gives power to a Public Service Commission to establish policies.

Semi-government agencies or bodies may have their own set of policies in addition to policies which they need to follow as partial government entities.

Appointment policy needs to cover the following matters

  • Appointment Process
  • Advertisement of Vacancies
  • Selection and Appointment
  • Notification of Selection or Rejection of Candidates
  • Authority to take Corrective Action
  • Support tools such as Checklists, on-line help via intranets (technology), manuals

The policy needs to cater for every group and types of positions such as professionals, technical experts, managers, clerical staff, general workers, and so on. It differentiates between appointment of management and support staff.

It can happen that some aspects of this important matter is partly handled by another government agency. If so, this may not work well for the good of public sector employees.

Effective coordination between all parties concerned is necessary to minimize problems.

Other Areas of Relevance in the Public Sector
These include:

  1. Reappointment
  2. Types of Appointment such as temporary appointment, casual workers appointment, daily-rated employees, and so on
  3. Promotion
  4. Appointment of employee when deployed to another Government agency
  5. Rate of pay on first appointment or promotion
  6. Process of determining level of appointment within the hierarchy

The policy involves bulky information. There are appendices stating the details at the back of the policy manual.

Appointment in the Private Sector
Private organizations are "generally free" to determine their own appointment policies.

But the areas covered by such a policy is more or less the same.

When we say "free" we mean that private organizations can decide the contents of their policy subject to the laws of the country. These includes enacted laws as well as the common law.

Incorporation instruments of corporations provide the authority necessary to establish appointment policy. The final version of such appointment policy is ready for implementation once it is scrutinized and approved by the Board of Directors.

When making decisions, Board of Directors are subject to good governance laws and other laws including the common law duty of care.

Unfair and discriminative appointment polices will come under scrutiny under anti-discrimination legislation. Many countries had enacted such laws such in the United States and Britain.

There are other regulatory laws affecting appointment. And there are employment norms that organizations cannot ignore.

Take these into consideration if they are reasonable and have the effect of improving your employment policy.

Your organization can encounter problems if wrong decisions are made based on inaccurate information. Tread carefully.

Seek adequate and up-to-date information including information on appointment policy. Where necessary, get professional legal advice to ensure compliance with the law on appointment. You do not want your organization at the wrong end of the law.






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