Complaints Procedure - Complaints about recruitment

Introduction

The purpose of the procedure is to provide a means to enable the efficient processing of recruitment complaints from job applicants, including existing employees.

The procedure is intended to cover all aspects of the selection and recruitment process including those relating to advertising, documentation, short listing and selection.

Policy

The National Park Authority has developed policies, codes of practice and procedures which are consistent with the highest standard of recruitment and selection practice. These are reinforced by the provision of training for all managers and supervisors involved in the recruitment and selection process who, in turn, are supported by professional personnel staff.

The Authority wishes to take all reasonable steps to ensure that best professional practice is achieved and maintained in all instances. The overriding principle and indeed legal requirement is on all occasions to appoint the best person for the job.

An unsuccessful applicant will invariably be disappointed at their lack of success and may question the outcome. This is a natural reaction. Appointing Officers are available to provide unsuccessful applicants with feedback on their applications.

However, a job applicant who has a substantive and genuine complaint may pursue that complaint by use of this procedure.

Complaints will be carefully assessed against the Authority's Recruitment Code of Practice and dealt with as quickly as possible and not later than the timescales stipulated in the procedure.

It is hoped that, through this process, complainants will not be discouraged from applying for future vacancies with the National Park Authority.

Confidentiality

Certain information will not be made available to complainants, e.g. personal information relating to other applicants.

Procedure

Stage 1

In the first instance the complainant should draw their complaint to the attention of the Appointing Officer, who leads the recruitment process and chairs the Selection Panel. They should do so as soon as possible after the circumstances leading to the complaint have arisen, and in any case by not later than 20 days after an appointment has been made.

The Appointing Officer will respond to the complainant within 10 working days of receiving the complaint. The response will normally be in writing unless the complaint is of a minor nature when an oral response may be given.

Stage 2

If the complainant is dissatisfied with the response from the Appointing Officer they should write to the Director of Resources within 5 working days of receiving that response.

The Director of Resources, or other nominated officer, will arrange for the complaint to be investigated and will provide a reply, which may be an initial response if the matter is complex, within 10 working days of having received the complaint.

Where an initial response is provided, a final response from the Director of Resources will be provided within 20 working days of receipt of the complaint.

Exceptionally, for example where a Director of Resources or Elected Members have been directly involved in the appointment, a complaint at Stage 2 will be referred to the Chief Officer.

Note:

A working day means any day other than a Saturday, Sunday or public holiday.

No further or alternative procedures are available to internal or external complainants who remain dissatisfied after receiving a final response from the Chief Officer/Director of Resources.