Gas Regulator Levies Act, 2002
R 385
Intelligence Services Act, 2002 (Act No. 65 of 2002)Intelligence Services Regulations, 2003Chapter V : Recruitment, Selection, Appointment and Termination of Service7. Selection Process |
| 1) | The selection process must consist of the following three (3) phases — |
| a) | pre-selection; |
| b) | selection; and |
| c) | post-selection. |
| 2) | The General Manager responsible for Human Resources must ensure the coordination of the three selection phases and submission of reports to the Appointment and Selection Board for processing. |
| 3) | The pre-selection phase consists of — |
| a) | Short-listing; |
| i) | this must take place as soon as is possible after the closing date for the submission of applications; |
| ii) | the structure responsible for recruitment and selection must conduct a preliminary short-listing of applicants; |
| iii) | the interview panel must meet to plan the selection criteria prior to the interviews. |
| b) | reference and preliminary security checks on short-listed applicants prior to interviews. |
| 4) | The interview panel provides the requirements and criteria set for the post to all assessment units. |
| 5) | The interview panel must be constituted prior to the commencement of the selection process. |
| 6) | The interview panel must be representative in terms of gender and race, and consist of a member from — |
| a) | line management; |
| b) | human resources: and |
| c) | a member from a component outside the component the candidate is interviewed for. |
| 7) | The selection phase consists of panel interviews and assessments as follows — |
| a) | panel interviews; |
| i) | these interviews must take place within a reasonable period after the pre-selection phase has been concluded. |
| ii) | the overall purpose of the interview is to — |
| aa) | provide information about the nature of the Intelligence Services or the Academy, as the case may be, and the responsibilities attached to the post: |
| aa) | elicit information on the applicant's previous experience and qualifications insofar as they relate to the job requirements; |
| bb) | assess competence, particularly behavioural attributes and language ability: and |
| cc) | afford the line manager an opportunity to have personal interaction with the applicants. |
| iii) | the interviews and/or questions must be based on competencies determined by the Director-General or CEO, as the case may be. |
| b) | assessments; |
| i) | assessment tests must be conducted by trained assessors. |
| ii) | the assessment process must be competency-based and may include the following tests — |
| aa) | conventional assessment centre exercises; |
| bb) | psychometric tests; |
| cc) | medical tests; and |
| dd) | job samples. |
| 8) | The post-selection phase consist of — |
| a) | security screening, that may commence at any time during the selection process. |
| b) | Selection and Appointment Board; |
| i) | A Selection and Appointment Board must be constituted within the respective Intelligence Services or the Academy as the case may be: Provided that the Minister may determine that a Selection and Appointment Board may be established for a spending center within the Agency, comprising — |
| aa) | The Head responsible for the Human Resources function; |
| bb) | The senior manager responsible for coordination of human resources in the spending centre the candidate is interviewed for, where relevant; |
| cc) | The Head or a designated member responsible for Internal Security; |
| dd) | The manager of the post to be filled; |
| ee) | A member designated by the Board to be the chairperson; and |
| ff) | The Chairperson of the Staff Council. |
| ii) | the functions of the Board are to— |
| aa) | receive all selection assessments from the assessment panel; |
| bb) | consolidate recommendations or findings of the various assessment units that conducted the assessments: |
| cc) | to evaluate the recommendations and to select the successful candidate in accordance with requirements and criteria set for the post; |
| dd) | to inform the applicant with regard to the conditions of service applicable to the Intelligence Services or the Academy, as the case may be. |
| iii) | the Board must record and submit reasons for its decisions and/or recommendations to the Minister, the Director-General or CEO, as the case may be. |
