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Equal Opportunities in the Central & Regional Fisheries Boards
Recruitment and Selection:
Equality of access to employment, promotion, training and development
will be afforded to all staff members and a staff member will not be disadvantaged
in this regard by virtue of the location of their base.
Recruitment, (including interview), will be on the basis of specified criteria for each position. These criteria will be based on job description and qualifications listed. Qualifications listed will be essential requirements for the particular job. Due weight will be given to experience in addition to formal qualifications. The composition of the interview panel will be appropriate to the position having regard to matters including requirements of the post, gender of applicants, etc. All staff involved in the recruitment and promotion process will receive equality training in non-discriminatory methods.
Equality of opportunity will be afforded to temporary staff.
Potential vacancies, (i.e. permanent positions and new seasonal and temporary positions which at the outset may reasonably be expected to last more than four weeks), will be advertised internally and in such a manner as to encourage applications from all possible candidates.
Consistent with a policy of providing equal access to all jobs, advertisements will be given the widest possible circulation. This does not preclude local advertising of positions where appropriate. If such a posting requires geographical mobility of the successful candidate, refusal to move will not be taken as a permanent decision and consequently will not adversely affect access to future positions.
Only those qualifications and requirements which are relevant to the job will be required of applicants. Job descriptions will be revised at regular intervals to keep pace with changing work practices.
All employees will be encouraged to respond to educational and promotional opportunities. The Central and Regional Fisheries Boards will review constantly the spread of applicants for positions in relation to the population eligible to apply.
A record of all applicants for vacancies will be maintained and audited annually to ensure that there is not an inequitable imbalance in selection decisions to the disadvantage of any single group.
Questions of a personal nature may not be asked of candidates. Where it is essential to assess if personal circumstances may affect performance, this assessment will be directed at all applicants.
All employees will have equal access to promotion.
Feed back will be given to unsuccessful candidates to assist them in improving performance at future interviews.
Review of Policy: This policy will be reviewed regularly and in any case no later than three yearly intervals and updated as appropriate to enhance equality of opportunity and to ensure compliance with legislation and with Fisheries Boards’ Policies and Procedures. Achievements of its objectives will require the active commitment of all employees.
Review of Policy: This policy will be reviewed regularly and in any case no later than three yearly intervals and updated as appropriate to enhance equality of opportunity and to ensure compliance with legislation and with Fisheries Boards’ Policies and Procedures. Achievements of its objectives will require the active commitment of all employees.
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