The Sunday Mail
Public Service Engagement Forum
IN this instalment, the Public Service Commission (PSC) explains some procedures of recruitment into and movement within the Public Service.
Recruitment in Public Service
All prospective employees wishing to be recruited must realise that they must be fit for purpose.
The Commission’s recruitment actions are guided by the Constitution of Zimbabwe Amendment (No. 20) Act 2013 which prescribes equal, non-discriminatory recruitment of qualified and competent persons to hold posts in the civil service.
The minimum qualification for entry into the Public Service is at least five Ordinary Level passes and this is subject to review by the Public Service Commission.
The recruitment of applicants emphasises transparency, fairness, merit, gender equity and sensitivity to disability.
People seeking to join the Public Service will need to submit a detailed Curriculum Vitae with contact details, certified copies of their National Identity Card, birth certificate, academic qualifications and professional qualifications.
Applications can be submitted through provincial and district offices of the Commission.
Filling of Vacant Posts in Line Ministries
Every Government Ministry maintains up-to-date vacancy records.
These indicate filled and vacant posts, the reason for vacancies, when posts became vacant and steps being taken to fill such posts.
Vacancy returns are submitted to the Commission by the first week of every month.
All posts below Deputy Director level are filled by Ministries and information on appointments is sent to the Public Service Commission for confirmation.
The PSC itself makes direct appointments in respect of Deputy Directors and above.
In filling vacant posts, the Head of Ministries request details of qualified candidates from the Commission, which maintains a database of applicants.
Senior promotional posts from Deputy Director upwards are normally advertised in the national press so that candidates compete for them.
Appointment into The Public Service
Successful candidates may be appointed on pensionable conditions of service or, in the case of casual work, on a fixed term contract.
Candidates may not be appointed into the Public Service if they have a criminal record, a medical report that shows they are unfit for work or if they are below the age of 18.
The contract of employment or letter of appointment at entry level is signed by the Director Human Resources or any delegated officer in the Human Resources Department.
The new employee signs to confirm that they have read, understood and accepted the terms and conditions written on the contract document.
Induction and Orientation/On-boarding
For full appreciation of the job at hand for all new and promoted members of the Public Service, an induction is a critical part of the recruitment process, for both employer and employee.
The induction plan includes physical orientation whereby the new member is shown where offices and other facilities are.
New appointees are also introduced to other members in the Ministry/Department.
New members are expected to undergo Organisational Orientation where they are shown how they fit into the team and how their role fits with the Government strategy in general and Ministry/Department strategy and goals in particular.
The new appointees should understand the values, mission and vision of the Ministry/ Department in which they will be serving.
Transfers
The Public Service Commission encourages and permits members of the Civil Service to move from one Ministry or Department to another, provided they meet the requirements of the job.
The requirement is that they should apply for the vacant positions as and when advertised.
The Commission may also at any time transfer a member of the Public Service from the post or station they occupy or to any other post or station in the Public Service, in the interest of service delivery.
Such transfers are, by and large, planned to minimise discomfort.
The Public Service Commission tries its best to help working spouses to be stationed together or at least reasonably close to each other.
In the case of a transfer that is initiated by the Commission or Ministry and involves some costs, such costs shall be borne by the Commission or Ministry concerned and the member will be paid a disturbance allowance.
Where a member initiates the transfer, the costs shall be borne by the member.
Regrading
There are cases where a member is regraded if they move from one category or group of functions to another, whether within the same Ministry or to another Ministry or Department.
This is done at the initiative of either the member or Ministry/Department.
For example, a Human Resources Assistant can be regraded to a Human Resources Officer upon the attainment of relevant qualifications.
It is a requirement that a regraded member should serve a trial period of not less than one year and if they perform satisfactorily, they are confirmed to the post.
Promotions
Members are promoted to a higher position of authority with more responsibilities and a higher salary after undergoing a competitive selection process successfully.
The Commission, in its selection of candidates for promotion, ensures that fair opportunities are given to women and men, youth, members of all ethnic groups, and persons with disabilities.
The Commission also ensures that posts are advertised widely through the national press, as well as on online platforms for easy access by all citizens.
This article is part of a series of articles by the Public Service Commission aimed at engaging with and updating the public on matters of public interest that fall within its mandate. For comments, enquiries and questions, please write to [email protected] <mailto:[email protected]>; Call (242) 700881-4; Or WhatsApp 263 788 584 848. For more on the PSC and its programmes, visit www.psc.gov.zw <http://www.psc.gov.zw> or follow on Facebook Zimbabwe Public Service Commission or Twitter @Public Service Commission Zimbabwe
