Post Twelve - The times they are a-changin’…
A commentator on Angus Nicolson’s Blog “Have a nice weekend!” re CnES Single Status outcomes, intimated that only one candidate had been interviewed for the vacant Comhairle nan Eilean Siar Emergency Planning Officer post. I thought that this could not possibly be true; Emergency Planning couldn’t have been devalued to that extent, surely. I remember back in 1985 when the Comhairle’s first EPO had been appointed, four candidates had been interviewed by a panel of elected members following an informal lunch with men of real stature; the then Chief Executive and Convener. I queried the correspondent and he suggested that I find out for myself; so I did. I submitted to the Comhairle a request for information under the Freedom of Information (Scotland) Act 2002. I was not surprised to find the process akin to pulling teeth; indeed my request probably triggered a ‘gnashing of teeth’ outbreak within those hallowed walls.
It emerged however that the report was absolutely correct. ONLY ONE CANDIDATE HAD BEEN INTERVIEWED FOR THE POST
The Comhairle told me that:
Applications had been received from 15 people; nine of them were resident in the Western Isles but no Western Isles residents were selected for interview. Three candidates were short-listed for interview on 06 June 2007.
I was advised that of the three short-listed candidates, one had withdrawn their application and one had just not turned up. I followed this up by asking on what date had the candidate referred to in that answer withdrawn their application.
The Comhairle replied:
“The date is not recorded but I can confirm it was after 11th June 2007.” This answer does not make sense. If the interviews were held on 06 June, why would anyone withdraw their application at a later date?
I can however understand why applicants would have second thoughts about taking the post. I’m pretty sure that by this time there were few people in emergency planning circles who were unaware of the way the last Comhairle EPO had been treated. Not only that, but they would have realised that the salary for the post had been considerably downgraded. The vacancy had been advertised at Grade PO1-6; several thousands of pounds per annum below the PO8 salary enjoyed by by the previous incumbent. This of course had nothing to do with Single Status; just the usual bloody-mindedness of Human Resources.
I received another rather strange response to my question regarding why no Western Isles residents had been selected for interview. After an explanation of the criteria used for selection, the writer goes on; “Due to the high calibre of candidates who applied for the post the Panel were only able to shortlist those candidates who were full time emergency planning practitioners and on this occasion were not able to shortlist all those who had emergency planning experience through either the HM Forces or Blue Light Services.”
Where on earth are they coming from with this answer? You could really only legitimately use the description “full time emergency planning practitioners” in this context in relation to local authority emergency planners. Does not this statement reveal discrimination against members of the armed forces and the emergency services; particularly as the same bar does not appear to have been applied to other non local authority “emergency planning practitioners”.
So - to recap:
The Comhairle advertises for an Emergency Planning Officer.
Fifteen people apply.
Nine applicants live in the Western Isles.
Three candidates are selected for interview.
None of the three live in the Western Isles.
None of the three had emergency planning experience through either the armed forces or the emergency services.
One short-listed candidate does not turn up for interview.
One short-listed candidate tells them he or she is not coming the week after the interview.
One candidate is interviewed and appointed by the Head of Human Resources and the Risk and Emergency Planning Manager.
I asked:
Does the Comhairle have a policy or procedure which addresses the situation where only one candidate out of an original short-leet of several candidates, is available for interview?
The Comhairle answered:
“No”.
This of course is in marked contrast to other authorities who do have such policies or procedures and in fact the Comhairle’s own “RECRUITMENT PROCEDURE”, available on the authority’s website acknowledges that this could be a problem; viz:
32.7 Common problems experienced at this stage include:
“no suitable candidate, only one applicant, and high volume of response”.
Now you dear reader may consider that to have given some thought to this kind of eventuality is the least one could expect of a competent personnel service. Please bear in mind however that Human Resources have other priorities and that attention to detail does not appear to be a strong point. They are very busy at the moment making sure that as many staff as possible get screwed benefit under Single Status. Maybe someone, somewhere, sometime, somehow, will insist that a grip is taken, that procedures are put in place to ensure consistency, fairness and impartiality - but I’m not holding my breath!
Will the Convener; the de facto political head of the authority, do it? I doubt it - he’ll be thinking of trips to foreign parts or preparing for his next ‘State of the Islands’ speech.
Will the Chief Executive do it? Nah! I see him as part of the problem.
Will the Scottish Public Services Ombudsman do it? Perhaps.
Will I do it? Well, it has been suggested to me that I should allow my name to be put forward at the next Scottish Local Government Elections. We’ll see.
Watch this space!
