We are responsible for establishing the principles that should be followed when making an appointment. These are set out in our Code of Practice. The code also outlines the standards that should be adhered to at each stage of the selection process.
The code also sets out the review and appeal mechanisms open to candidates when they are unhappy with a selection process. It also outlines what is expected from candidates in an appointment process as well as explaining our audit function.
Code of Practice
Code of Practice for Appointment to Positions in the Civil Service and Public Service
The Code of Practice applies when appointing someone to a publicly funded position that needs to be filled under the Public Service Management (Recruitment and Appointments) Act 2004.
to see if a position must be filled in line with the Act.
If a public body is making an appointment, the selection process must be fair and merit-based, in line with the code.
'An appointment' means a vacancy filled through an open external selection process or through internal promotion. For an internal promotion, the Code applies only if the role involves higher pay and greater responsibility. It does not apply to internal transfers or secondments.
The Code of Practice for Appointment to Positions within the Civil Service and Public Service applies to most appointments within:
The Civil Service
An Garda Síochána (sergeant and inspector level)
Local authorities (technical and professional roles only)
The Health Service Executive (HSE)
Some public bodies where the appointments need to be made under the Public Service Management (Recruitment and Appointments) Act 2004
This is our primary Code and outlines the standards for each stage of an appointment. 'An appointment' means a vacancy filled through an open external selection process or through internal promotion. A promotion is considered an appointment if it involves higher pay and greater responsibility.
If a public body wants to make an appointment, the Code says it must carry out a fair, transparent and merit-based selection process, in line with its principles and standards.
It also means that review and appeal mechanisms must be in place for candidates who are unhappy after a selection process. These mechanisms are set out in Section 7 and Section 8 of the Code.