Police Staff Competitive Selection. Interview A competitive selection process should take place where: There are more staff than available posts OR Post changes significantly (treated as new post) OR There is a new post. An interview selection process will take place for all staff in the above scenarios. Staff unsuccessful in the above processes will be treated as redeployees in line with their home force policies. As previously mentioned, due to the unique circumstances of the collaborative working arrangements, consideration needs to be given to whether roles should be advertised in both forces and who will be included in the ring fencing pool. The principles detailed in this document should be applied however the Panel will need to consider each collaboration project scenario on an individual basis, for example: Where there is one post but potential candidates from each force, ring fence the post to relevant staff in accordance with paragraph 8.1. The home force will evaluate the post to provide the candidates with an indication of the salary range attributable to the post. If the home force candidate is selected they will be appointed on the grade identified by the job evaluation process. If the appointed candidate is from the other Force they will be appointed on the grade most similar to the one advertised. If the grade is lower than their current grade, the home force protection arrangements will apply. In the event of the Panel not reaching an agreement, referral will be made to the the Programme Board for a decision. If a decision is required more urgently, the Deputy Chief Constables have delegated decision making authority.
Appears in 5 contracts
Samples: General Agreement, General Agreement, General Agreement
