“It is a question of being more clear and exhaustive, of establishing rational recruitment methods,” says the man who was general director of the Port of Dakar in an interview published this Thursday in L’Observateur, estimating that “the general status of the Civil Service and the texts organizing ministerial departments, companies, agencies and other public bodies are not precise or exhaustive as to the conditions and methods of recruitment to senior positions.
To correct the situation, the exceptional class organization advisor suggests: “Basically, a good recruitment system for senior positions must include the following elements: a good description of jobs in job description sheets which clearly and exhaustively indicate the missions and job responsibilities, professional requirements and qualifications and necessary skills, experience and/or seniority required; the establishment of objective and transparent recruitment methods, in particular a technical commission composed of experts responsible for evaluating candidates meeting the conditions of the position description sheet.
Pathé Ndiaye underlines that “the jury [chargé] selection and evaluation of candidates [doit être] composed of competent and experienced people” and that the measurement tools must be “well chosen and clear”. He adds: “These fundamental principles must guide the design and operation of the platform for calls for applications for public positions. If they are respected, they will also guarantee transparency in the candidate selection process.”
That’s not all. After recruiting talent, it will be necessary to retain them, suggests the former boss of Bom. “The Administration should have policies for developing and retaining its talents, which are interesting, transparent, equitable and flexible,” adds the organizational advisor.
Senegal
