Recruitment Sub-System {PMAIN-1}

General

The purpose of this subsystem is to record the details of:

• posts to be advertised;
• the applicants for these posts;
• referees and their comments;
• the respective selection committees;
• adverts and their cost.

• Letters and schedules regarding interviews can be sent, and the results of the interviews recorded.  Letters regarding these results can be sent to interviewees:  successful applicants can be appointed as employees (if external applicant) or promoted to the new post (if internal).  A number of other reports are provided, e.g. statistics on the efficiency of advertising.
• NOTE:  Although one advertisement can cover more than one post (i.e. a “block” ad) and although a post can be advertised simultaneously in more than one  advertisement, the post description and closing date of a post will be the same in all adverts.  A post may be advertised repeatedly if no suitable applicant is found.
• Note also that a person can be an existing staff member, an applicant (for more than one post), a referee (for more than one post and more than one applicant) and a member of a selection committee (for more than one post) all at the same time.
• Applicants are loaded to the existing personnel tables - if the applicant is an existing personnel member, this need not be done.  The minimum biographical information required is:

• personnel number (only required if event AN on gops-22 is set to N for auto number)
• title
• initials
• surname
• birth date
• gender
• marital status
• group
• citizen code
• language of preference
• address
• telephone number and
• E-mail Address.

• External applicants are distinguished by the fact that they have no appointment date, appointment type, post code, rank code or service records.  The personnel and STATS validation programs ignore such people altogether, as do all personnel reports.
• If an internal applicant is promoted, the only actions required are: to create a service record that reflects the promotion, and in due course to update the person's notch (and personal salary scale, if any).
• If an external applicant is appointed, a first service record must be created, after which any missing biographical information must be supplied, both the personal salary scale and fixed salary detail must be updated. 

• Procedures:
• None