Section 13(1)(c) of the Act states that the Commission may establish procedures to audit the recruitment and selection process for appointment to positions in the Civil Service and Public Service.


The purpose of the audit process is to ensure that recruitment policies, practices and support systems are designed and operated in accordance with this Code of Practice. Audits may examine any part of the appointment process. They may focus on individual office holders. Audits may also be carried out on a thematic basis across all office holders. An audit examination may include a review of specific recruitment programmes.


The audit function is a key mechanism enabling the Commission to safeguard standards. It seeks to ensure that the core principles set out in the Code of Practice are maintained and, where relevant, that the office holder operates the recruitment licence in accordance with the terms and conditions set out by the Commission.


Office holders must co-operate fully with all audits undertaken by or on behalf of the Commission. Audits will be undertaken in a professional manner, in a spirit of improvement and with the goal of sharing knowledge and best practice rather than focusing solely on compliance.


Advance notice will be given of the Commission’s intention to carry out an audit. This will provide sufficient time for office holders to prepare all necessary documentation and statistics. Advance notice will also enable the review to take place with the least possible disruption.


Code of Practice 25

Appointment to Positions in the Civil Service and Public Service

Audits will be conducted in an efficient manner and the audit steps will be set out and communicated clearly in advance.


At the conclusion of an audit, its findings will be discussed with the audited organisation before a report is submitted to the Commission. Those subject to audit will also have the opportunity to comment on audit reports in respect of matters of factual accuracy before such reports are finalised.


Where an audit identifies shortcomings in a particular area of recruitment, recruitment policy or recruitment practice, recommendations will be made to address the fault. The emphasis will be on providing assistance and support.


When conducting audits, the Commission’s purpose is to ensure that

  • Selection and appointment processes are operated in accordance with this Code of Practice

  • There is no possibility of patronage or privilege influencing any part of the process

  • Instructions and guidance for office holders, including guidance on the use of listed recruitment agencies (in the case of licence holders), are consistent with both the spirit and the letter of the Code of Practice

  • Those with responsibility for organising appointment processes fully understand the Commission’s requirements

  • Members of selection boards have undergone training delivered on a timely basis and appropriate to the specific assessment process deployed. If this is not the case, then selection board members must have sufficient interviewing experience at an appropriate level and have the necessary skills to properly evaluate candidates

  • Individuals administering the selection techniques are appropriately qualified and have received recent, relevant training

  • Action has been taken to correct any instances uncovered by internal monitoring where the Code of Practice has not been followed

  • Any new developments in recruitment policy or practice, for example new selection procedures, are consistent with the Code of Practice


The Commission will publish a report of the outcome of each audit on its website: The Commission will also publish an account of its audit activity in its annual report.