Recruitment based on job profiles

The legislation establishes that selection of public servants must be based on a description of the job and requirements for effective performance

Review of primary and secondary legislation regulating selection procedures to access public service positions of the central government administration. Only recruitment open to external candidates is considered. If there are separate provisions regulating recruitment to public service top management positions, they are not considered. For the assessment, general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to recruitment of public servants are only considered if there is an explicit reference to them in general legislation on the public /civil service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is not considered for the assessment. The analysis must determine whether legal provisions establish explicitly that the assessment of candidates is based on the job profile of the position, including the job description and person specification. Sometimes the job profile is also referred to as the job description. Regardless of the terms used, what is important is that legislation establishes that selection is based on the description of the job to be performed and the requirements that candidates must fulfil to perform the job effectively. In this criterion, the content of the job description and the person specification is not analysed, but only if legislation establishes them as the basis for selection.

The legislation establishes that job descriptions include the job identification and its essential duties, responsibilities and work conditions

Analysis of legislation with the same scope as in criterion 1 but focusing on regulations on the content of job descriptions. The analysis must determine whether legislation establishes a minimum compulsory content of the job description. This minimum compulsory content must encompass the following elements: 1. Identification of the position, including at least the job title, the organisational unit or functional area to which the job is assigned, the classification (professional category and level when it applies). 2. Main job functions including at least essential duties and responsibilities, to whom the job reports and positions directly reporting to it when it applies. 3. Work conditions including at least the base salary and specific work conditions whenever they apply, such as a specific shift (e.g., night or weekend shift) or working in hazardous environments. If one or several of these elements are missing in legislation, 0 points are awarded.

The legislation provides for the obligation to establish general and specific requirements for effective job performance in each position

Analysis of legislation is with the same scope as in criterion 1 but focusing on regulations on the content of job descriptions and person specifications. In this criterion, the analysis must determine whether legislation establishes a minimum compulsory content of the person specification. For non-managerial positions, the minimum compulsory content must encompass the following elements: 1. General requirements including at least the minimum educational credentials (e.g., graduate university degree, Masters’ degree, vocational qualification certificate), and a minimum of professional experience required to perform the job. 2. Specific requirements to perform the job, including at least: • Knowledge (e.g., on statistics, database software programmes, legislation on public procurement, etc.) • Technical skills (e.g., financial and accounting skills, data analysis skills, etc.) If one or several of these elements are missing in legislation, 0 points are awarded. For managerial jobs, specific requirements must include managerial competences to score points, at a minimum related to people management, planning and organisation of work in the organisational unit. Top management positions are not included in the analysis.

Recruitment procedures are based on a job description and pre-determined job requirements - 1. Number of files that meet the criterion (used for point allocation)

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in a group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the following group of central government bodies: ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies does not exist, the largest agency subordinated to government or prime minister or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). The job profiles, including the job description and person specification, must be included in the recruitment file to award points. The analysis must determine whether the job profiles included at least the contents of the job description specified in criterion 2, and the contents of the person specification specified in criterion 3. All elements must be fulfilled in the recruitment files to award points. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 15 = linear function • x = 15 = 2 points.

Recruitment procedures are based on a job description and pre-determined job requirements - 2. Please fill in the checklist (does not determine point allocation)

The job requirements are consistent with the job duties and tasks in recruitments - 1. Number of files that meet the criterion (used for point allocation)

Analysis of the same non-representative sample of recruitment files as in criterion 4. The job profiles, including the job description and person specification, must be included in the recruitment file to award points. The analysis must determine whether the requirements to perform the job included in the person specification are consistent with the job duties and responsibilities included in the job description. For example, mastering two foreign languages should not be required for jobs not involving international relations, relations with migrants or similar duties for which such language skills are not necessary. The goal is to identify potential situations where the requirements may be limiting the number of potential candidates without justification. The requirements to perform the job must be consistent with the job duties in the job description to award points. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 15 = linear function • x = 15 = 3 points.

The job requirements are consistent with the job duties and tasks in recruitments - 2. Please fill in the checklist (does not determine point allocation)

Analysis of the same non-representative sample of recruitment files as in criterion 4. The job profiles, including the job description and person specification, must be included in the recruitment file to award points. The analysis must determine whether the requirements to perform the job included in the person specification are consistent with the job duties and responsibilities included in the job description. For example, mastering two foreign languages should not be required for jobs not involving international relations, relations with migrants or similar duties for which such language skills are not necessary. The goal is to identify potential situations where the requirements may be limiting the number of potential candidates without justification. he requirements to perform the job must be consistent with the job duties in the job description to award points.