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<p>My Department recruits on the basis of fair and open competition, with candidates
being appointed on the basis of merit.</p><p> </p><p>There are a very small number
of exceptions, which are recognised by the Civil Service Commission; in our Department’s
case, this is generally due to facilitate specific secondments from external organisations
(for example, there were a series of fire secondments to provide support for the Olympics
fire and security team), or to allow for appointments of individuals with specialised
skillsets (for example, local audit) or for a time-limited project.</p><p> </p><p>The
attached table gives a breakdown for each year since 2010-11, and to facilitate scrutiny,
I have included 2009-10 to enable comparison with the use of exceptions under the
last Administration.</p><p> </p><p>Figures for 2014-15 will be submitted in due course.
Due to Data Protection obligations, it is not appropriate to disclose the identity
of the individual staff concerned.</p><p> </p><p>More information on the civil Service
Commission's guidance on recruitment exceptions can be found online at:</p><p><a href="http://civilservicecommission.independent.gov.uk/wp-content/uploads/2014/04/Recruitment-Principles-April-2014.pdf"
target="_blank">http://civilservicecommission.independent.gov.uk/wp-content/uploads/2014/04/Recruitment-Principles-April-2014.pdf</a>
(Annex A)</p><p> </p><p>More broadly, my Department has taken steps to open up job
vacancies in the Department to a wider audience.</p>
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