A municipal internal investigation has found an interview and selection process flawed, with internal documentation being leaked to a shortlisted candidate who reportedly did not even meet the minimum qualifications for a post as well as missing score sheets from the short listing session.
A municipal internal investigation has found an interview and selection process flawed, with internal documentation being leaked to a shortlisted candidate who reportedly did not even meet the minimum qualifications for a post as well as missing score sheets from the short listing session.
Findings of an internal investigation on this matter, in the possession of Grocott’s Mail, stated that a particular candidate, who did not meet the minimum qualifications, was recommended by the shortlisting and interviewing committee.
The name of the candidate is known to Grocott's Mail. Suspicions were raised when the candidate, who was interviewed on 19 September 2011, sent a letter to the Director of Corporate Services, Thabiso Klaas, copied to the Municipal Manager, Ntombi Baart.
The letter, dated 14 October 2011, revealed that the candidate had access to internal information, namely, that he had been recommended by the interviewing panel. Giving Klaas five days to confirm receipt of his letter, he wanted to know whether Baart had approved his appointment or not.
The post in question is that of Industrial Relations Officer, which was advertised around four months ago and received 43 applications. The internal audit report states that the shortlisting was conducted on 12 September.
The candidate scored an 82, while two other shortlisted applicants scored 64 and 43 respectively. The advertisement required a person with an “appropriate Degree/Diploma or alternatively an equivalent tertiary qualification in Industrial Relations with Labour Law as [a]major subject".
The advertisement also stipulated a valid code EB driver’s licence as a requirement. The internal audit findings showed that the candidate had an Extracurricular Diploma in Practical Law, which is classified as a short course and does not have any NQF bearing.
Also, while the course consisted of three modules, the candidate said he had completed only two. He did not mention on his application form whether he had a driver's licence, but asked to be given the opportunity to submit it during his interview.
The driver's licence submitted to the internal audit was certified on 18 September – after the closing date, 8 August. The anomalies emerged when Baart, perplexed by Mbeleni’s enquiry, commissioned internal auditors to review the process. “I have enquired from both the Director of Corporate [Services] and HR Manager who constituted the shortlisting and interviewing panel on the reasons for regarding [the candidate]suitable," Baart wrote in an emailed response to questions from Grocott's Mail.
"Mr Klaas submitted the following facts in relation to the appointment of the Labour Relations Officer:
* 'In the process of shortlisting, the panel failed to take cognisance of the fact that [the candidate]did not attach a copy of his driver’s licence. For this I admit the error.
* In his CV, it is not stated whether he possesses the licence or not. I only realised that he did not attach the driver's licence when he offered the panel the copy of his driver's licence after the conclusion of the interview. The records of the interview would attest to this.
* At the level of the qualifications, in his application, [the candidate]provided a copy of the Diploma in Labour Law. This is the minimum requirement, as stated in the advertisement.
* [The candidate] was the only candidate who had practical experience of appearance in conciliation and arbitration proceedings before the CCMA and all other candidates admitted on record that they do not possess this KEY requirement, which is an inherent requirement of this job.
* He was the only candidate who had more than the minimum years of experience in the field of labour law/labour relations."
Baart said she was still awaiting a response from the human resources manager. The findings also stated that the score sheets completed by each member of the interviewing panel could not be located.
“I have nullified the process, as it has been conclusively concluded by the internal audit review that [the candidate]should have not been shortlisted and interviewed, as he did not meet the minimum requirements for the post of [Industrial Relations Officer] and the fact that the interview and selection process is flawed and advised that the municipality should not proceed with the filling of this position.”
