Appointment in the Senior Vacant Positions in the Lebanese Public Administrations and Institutions
The project started in January, 2012. The purpose of the project is to fill the senior vacant positions, in public administrations and institutions, with the best candidates; according to a clear and transparent criterion, which is being applied through an appointment mechanism. This Appointment Mechanism was approved through a decision by the Council of Ministers on 12/4/2010. It was developed to help in selecting credible and qualified candidates that meet the mandatory criteria specified for the senior vacant positions. Since its launch, a number of vacant positions have been filled accordingly.
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Process of Recruitment
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Stakeholders
The three stakeholders involved in the Appointment Mechanism are the Office of the Minister of State for Administrative Reform, the Civil Service Board, and the concerned ministry.
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Beneficiary
- Lebanese citizens:
This project gives equal opportunity to all Lebanese citizens to apply to vacant senior vacant positions in the Lebanese public administrations and institutions.
- Public Administrations and Institutions
This project facilitates filling the vacant senior positions in public administrations and institutions with eligible and qualified candidates
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Financing Resource
N/A
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Overall Objective
- The Appointment Mechanism has been developed to be a key tool in combating corruption and "favoritism" in recruiting high-level employees in the Lebanese public administration.
- It is a transparent and clear methodology, which gives equal opportunity to candidates. The process in selection is based on skills and competencies.
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Specific Objective
- Promote the principle of equality among the Lebanese in the process of appointment to leadership positions; whereby selection is made according to the competency component, far from any bias.
- Select candidates in a transparent, clear and credible manner, according to the specifications and terms of appointment, specified in the organizational law of the public entity.
- Shortlist candidates through an objective and transparent assessment, which takes into consideration the elements of qualifications and competencies.
- Enhance transparency by maintaining the confidentiality of the candidates through hiding their names and personal information during all stages of assessment and evaluation.
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Achievements
- 140 advertisements for vacant positions have been posted on OMSAR’s website.
- 16 positions were filled in public administrations.
- 33 positions were filled in public institutions.
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Methodology Adopted
For vacancies in the Public Administrations
- The specifications and conditions of appointment for the senior vacant position are prepared in coordination between the Civil Service Board, the Office of the Minister of State for Administrative Reform (OMSAR), and the concerned minister.
- The Civil Service Board also prepares lists of the Grade II employees, who are legally qualified to be promoted to Grade I, taking into account the specifications and conditions of appointment referred to above.
- Eligible candidates are invited for an interview with a committee that includes the related minister, Head of the CSB, and the Minister of OMSAR or his/her representative.
- After interviewing the eligible candidates, the committee chooses the best three. The concerned minister presents the list of the three candidates to the Council of Ministers, and then a candidate of the three is chosen for the vacant position.
For vacancies in the Public Institutions
- The specifications and conditions of appointment for the senior vacant position are prepared in coordination between the Civil Service Board, the Office of the Minister of State for Administrative Reform (OMSAR), and the concerned minister.
- Candidates apply to the vacant position through an online application on OMSAR’s website.
- OMSAR’s software system performs an automatic filtering for the applications. This filtering is based on the terms and conditions, specified by law, for the posted position.
- As a result of the automatic filtering, a spreadsheet is produced of all the applicants, detailing their data, and excluding their names and personal information.
- The First screening evaluation team at OMSAR re-checks the automatic screening, without having access to the names of applicants and their personal data, and then develops a report of the First screening stage results.
- Another evaluation team that includes a representative from each of the related ministry, Civil Service Board, and Head of the Evaluation team at OMSAR performs a second screening phase. This screening is made for the applications that passed the first screening. The second screening is based on additional criteria related to educational background, years of experience, additional skills etc… This screening is also done also without having access to the names and personal information of the applicants.
- Candidates who have passed the second screening are invited for an interview with a third committee that includes the related minister, Head of the CSB, and the Minister of OMSAR or his/her representative.
- After interviewing the screened candidates, the Ministers’ committee chooses the best three. The related minister presents the list of the three candidates to the Council of Ministers, and then a candidate of the three is chosen for the vacant position.