| a) |
Vacant posts may be advertised both internally within the Intelligence Services or the Academy, as the case may be, and externally, with a specific job level indicated. Preference must be given to members. |
| b) |
The Director-General or CEO, as the case may be, may waive advertising procedures, and by invitation appoint a person to fill a post according to the provisions contemplated in regulation 8(3). |
| c) |
The advertisement must specify the requirements and criteria set for the post. |
| d) |
The structure responsible for recruitment and selection within each of the Intelligence Services or the Academy, as the case may be, must be responsible for the compilation of the advertisement, in consultation with the relevant line management. |
| e) |
Care should be taken not to include any potentially discriminating criteria in the advertisement of posts. |
| f) |
The closing date for applications must allow sufficient time for potential applicants to receive relevant information on the post, and to submit their applications within the given period. |
| g) |
Applications must be forwarded and registered by the structure responsible for recruitment and selection within each of the Intelligence Services or the Academy, as the case may be. The relevant structure must acknowledge receipt of all applications. |
| a) |
Headhunting as a method of recruitment may be used simultaneously with advertising according to regulation 6(1). |
| b) |
Headhunting measures may be used to identify and invite a number of applicants with specific relevant skills, which are not readily available in the open market. |
| c) |
The Intelligence Services or the Academy, as the case may be, may utilise the services of registered and security-cleared recruitment consultancies to reach a targeted pool of persons, and to enhance the headhunting capacity. |
Talent spotting may be utilised to identify persons with specific talents and skills for recruitment.
Basic Conditions of Employment Act, 1997
