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| Vacancy Advertising Scheme (VAS) |
Using Attendance Data In The Selection Decision
Selection decisions should primarily be based on an assessment of competence for the advertised post. However, the panel may take sickness absence history into account at any stage of the selection process.
This process must not be a simple mechanical process of rejecting all those who have taken a certain amount of sickness absence. Rather each case must be considered on its merits against suitability for the advertised post.
In considering sickness absence information panels must take full account of the provisions of the Sex Discrimination and Disability Discrimination Acts (which requires that consideration be given to what, if any, reasonable adjustments could be made to improve attendance in the advertised post to those covered by the Act). Panels should seek advice from Personnel Staff and/or the Service's medical advisor where necessary.
Where the panel decides to consider sickness absence at the sift stage this should only be after the initial sift of competence has taken place. Panels should take care to evidence this separation. GIS applicants cannot be sifted out on grounds of attendance.
Decisions not to invite candidates to interview or to give them a "not suitable" marking after interview based on grounds of past attendance must be approved at Governing Governor or Head of Group level or above. Further advice is available by clicking here.
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