Statistics Act, 1999
R 385
Intelligence Services Act, 2002 (Act No. 65 of 2002)RegulationsIntelligence Services Regulations, 2014Chapter V : Recruitment, Selection, Appointment and Termination of Service2. Application of the Regulation |
| (1) | The following are fundamental aspects— |
| (a) | accessibility - all positions within the Agency must be filled on a basis of competition, and must therefore be advertised openly. Requests to waive advertising procedures and/or to appoint by invitation must be referred to the Director-General for approval; |
| (b) | accountability - the Director-General is accountable and the authority for recruitment and selection is vested with him or her; |
| (c) | equity - measures must be implemented to ensure that human resource practices are free from discrimination, invisible barriers and unjustness, which will impede equal employment opportunities; |
| (d) | fairness - actions and decisions must be objective, consistent and without prejudice; |
| (e) | transparency - recruitment and selection processes in the Agency must be open, transparent and subject to internal scrutiny and audit; |
| (f) | professionalism - recruitment and selection processes must be conducted professionally, competently and depict the highest ethical standards. |
| (2) | Recruitment for rare or scarce skills in the competitive market must require the use of both advertising and headhunting. |
| (3) | Recruitment and selection within the Agency must be guided and informed by a properly instituted human resource plan, derived from the Agency's strategic planning processes. |
| (4) | All matters relating to the filling of positions within the Agency must be coordinated and handled by the structure responsible for recruitment and selection within the Agency. |
