Acts Online
GT Shield

Intelligence Services Act, 2002 (Act No. 65 of 2002)

Intelligence Services Regulations, 2003

Chapter V : Recruitment, Selection, Appointment and Termination of Service

2. Application of the Regulation

 

 

1) The following are fundamental aspects —
a) accessibility - all positions within the Intelligence Services and the Academy 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 or CEO, as the case may be, for approval;
b) accountability -the Director-General or CEO, as the case may be, 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 Intelligence Services and the Academy 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 Intelligence Services and the Academy must be guided and informed by a properly instituted human resource plan, derived from the intelligence Services’ or the Academy's, as the case may be, strategic planning processes.

 

4) All matters relating to the filling of positions within the Intelligence Services or the Academy, as the case may be, must be co-ordinated and handled by the structure responsible for recruitment and selection within the respective Intelligence Services or the Academy.