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Promotion and Re-grading
On occasions when an organisation runs a selection process for internal
candidates only, many of the issues raised in Recruitment and Selection
will also apply here. In such instances, the organisation may feel that
it has good idea about each person’s capabilities. However, it is still
important that a systematic process is created and followed, and that
decisions are as objective as possible.
All categories of staff will be encouraged to prepare, plan and consider
themselves for promotion. Conditions governing access to promotion
competitions will not discriminate, directly of indirectly, on any of
the nine grounds. Unnecessary barriers to promotion will be removed and
employees facilitated to compete by all means possible.
Actions
The Organisation should ensure that:
- Clear, accurate job descriptions are produced for the role.
- Promotion criteria will be clear, unambiguous and written down.
- All promotion criteria are justified in relation to the job and do
not cause unlawful discrimination.
- Details of job requirements are sent to all applicants.
- Vacancies are publicised internally.
- No unfair discriminatory language is used in adverts.
- Everyone involved in the promotion process is made aware of the
organisations commitment to fairness.
- All applications are processed in the same way.
- Short listing is on the basis of how well candidates meet the
selection criteria.
- A rating system is used.
- Feedback is given to all candidates.
Reasons for rejection/acceptance are recorded and kept on file for 12
months.
