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 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 capital must ensure the co-ordination 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) | shortlisting; |
| (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 shortlisting 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 Agency and the responsibilities attached to the post; |
| (bb) | elicit information on the applicant's previous experience and qualifications insofar as they relate to the job requirements; |
| (cc) | assess competence, particularly behavioural attributes and language ability; and |
| (dd) | 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. |
| (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) | vetting, 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 Agency: 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. |
| (iii) | 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 Agency. |
| (iv) | the Board must record and submit reasons for its decisions and or recommendations to the Minister or the Director-General, as the case may be. |
