Page 36 - GNOC Policies and Procedures Handbook
P. 36
2. Secretary General writes or reviews Job Description (includes job title, purpose, scope of
duties, key performance indicators).
3. Executive Board or Secretary General approves the creation of new position as per Job
Description.
4. Vacancy is advertised in regional media.
5. Executive Director collects applications and closes by due date.
6. Secretary General and Executive Director (and/or Executive Board member responsible)
assess applications and shortlist for interviews.
7. Interviews are set-up with shortlisted candidates, giving at least three (3) working days notice
for them to prepare.
8. Reference check is 38utilized by the Executive Board member or the Executive Director.
9. Interview panel is established (including Secretary General, Executive Director and Executive
Board member responsible) noting gender balance requirement.
10. Meeting room is booked for interviews.
11. Panel decides on suitable candidate.
12. Candidate notified by Executive Director and offered position.
13. Letter of Appointment drawn up and sent to successful applicant.
14. Unsuccessful candidates will be notified by Executive Director: those who interviewed will
receive a phone call and letter.
15. Returned and signed Letter of Appointment copied for file and original returned to new
employee.
16. Personnel file established for new employee.
17. New employee inducted to GNOC, and given copy of this Manual.
29 Telephone
Staff are encouraged to answer ringing phones on the fourth ring in the office.
The standard office greeting is “Good Morning/Afternoon, GNOC, this is [state your name……..”.
When answering the phone, use a pleasant voice and keep the caller informed of their progress.
GNOC 38is aware that at times it may be necessary to use these phones to make personal calls.
If this occurs, employee will be asked to pay for the cost of these calls, if other than local.
GNOC Office Policies & Procedures 38
