DEPARTMENT

RECRUITMENT & SELECTION FOREST

MBA(B & F) 2ND semester

A brief account of the recruitment & selection process of the Govt.

Forest Department in Balochistan.
Letter of Transmittal:

Dear Sir Mohammad Shah,

As per the work that you have assigned to us i.e. to make a report about the recruitment and
selection method of any organization, we have chosen the Forest Department of Balochistan Govt.

As you have instructed, our group has made a personal visit to the office of Forest Department
situated at Spiny Road and had the honor of having personal interview with the Project Director
and Conservator Mr. Mohammad Yousaf Khan Kakar who provided us with all the necessary
information about the recruitment and selection system of their department.

We hope that this report fulfills your expectations and proves to be as informative for you as it has
been for us.

Thankful,

Sania Haq Khoso,

Faria Anwar,

Asfandyaar Kakar,

Rizwana Batool,

Amir Kakar.

MBA (Banking & Finance) 2nd Semester 14th of January, 2010.

S.no. Contents

01. Introduction

02. Summary

03. Need of recruitment

04. Monitoring commissions

05. Recruitment process

06. Selection Process

07. External Sources

08. Internal sources

09. Projects

10. Rules & Regulations

Introduction:

Pakistan has about 4.2 million ha covered by forests, which is equivalent to 4.8 percent of the total
land area (Government of Pakistan 2003), which is very low when compared with 30 percent for
the world.

Therefore the Govt. of Pakistan has been making several policies from the very beginning for the
conservation of forest life in Pakistan and the Forest Department of Pakistan is the result of such
policies. In this report we are focusing on the methods and principles which govern the recruitment
and

selection process in this department. We are going to focus on the various aspects of this system.
Summary:

The Forest Office of Balochistan uses a number of methods to fulfill the requirements of jobs in
their department in consent with the policies led down by the Federal Government. Job openings
are fulfilled by using both external and internal resources under certain conditions.

The department posses a personal internal commission for the recruitment and selection of lower
scale employees and sought help from the Public Service Commission of Pakistan for higher scale
employee’s recruitment.
 Need of Recruitment

The need of new jobs in Forest Department usually arises in two conditions which are:

 Vacant posts
 Available posts

Vacant Posts:

Whenever an officer or employee dies, the post that he held becomes vacant which is then
filled by following a certain policy.

Available Posts:

Govt. of Pakistan announces new jobs in its each budget for its every department. So each
year, the new jobs openings are fulfilled by following a predefined pattern according to the
government policies.
 Monitoring Commissions

 For scale 1-15:

A special selection board is maintained within the organization for monitoring the
recruitment and selection of the jobs falling in this category. This selection board consists of
the following members:

 Chief Conservative Officer (CCO)

 Deputy Chief Administrator
 Chief Secretary &
 Admin Officer

 For scale 16-above:

Services and General Administration Department assigns the job of recruitment and
selection of vacancies falling under this category to the Public Service Commission
Department of the province. PSC is then responsible for monitoring the whole process and
providing the relevant data to the specific government offices about the new employee.

Recruitment process

Recruitment is done by using both internal and external sources according to the scale of the vacant
or available post, i.e. different criteria is observed for scales from 1-15 and 16-above.

 For scale 1-15:

New Posts:

 New posts are announced through local leading newspapers within the province to
fulfill the post using outer resources.
 Internal resources: New posts are also announced through notice/circular within the
organization so as to facilitate any existing employee who is willing to apply for the new
job on permanent or temporary basis (as in the case of projects).
 Applications are received as a result of this announcement which is then considered for
the selection process.
Available Posts:

 These types of posts that arise due to the death of an existing employee are not
advertised through newspapers.
 The immediate relatives of the deceased employee whether son or daughter can file an
application for this available post.
 If the applicants fits the qualifications required for the post and are able to perform the
duties, he or she is interviewed and directly selected for the job without any further
formalities.
 Thus the preference is given to the immediate blood relative of the deceased employee.

 For scale 16-above:

 Government of Pakistan has appointed a special commission whose job is to monitor

the need of recruitment in its various department called”Services and General
Administration Department”.
 Whenever there is a vacant or available job for the scale 16 or higher, then SGAD is
informed about the job openings in order to fulfill the 50% of this requirement from
external sources.
 SGAD then assigns the job of advertisement of these posts to the Director of Public
Relation (another government organization whose work is to advertise the available
posts of all the government offices through proper channels).
 The remaining 50% of these jobs are filled using internal sources by giving promotions
to the existing employees on the basis of a certain criteria predefined by SGAD.

 Special provisions in Recruitment from a selected area:

 Whenever Ministry of Environmental Health obtains the possession of forest

land from a certain tribe inhabiting in that area, it provides incentives to the
inhabitants of that area by offering them jobs.
 Jobs like forest guard and other class 4 posts are restricted to be filled by the
inhabitants of the specific tribe that dwells in that area or from whom the
possession of the land is acquired.
 Even if these jobs are announced through newspapers, preference is given to the
local person of that area.
  Senior members of that specific tribe can anonymously nominate a person of
their tribe for the post.
 If the nominated person fulfills the job criteria, he is immediately selected for the
job.

Selection process

 For scale 1-15:

 Review of applications: the applications are reviewed on the basis of age limit,
local/domicile, qualification and experience.
 Short listing: the eligible applicants are chosen for further proceedings of selection.
 Tests: The selected candidates are then called to give tests for their specific posts.
These tests are designed keeping in view the qualifications and knowledge required by
the specific post.
 Interview: The successful candidates of the test are then called for an interview
through notifications in which the venue of interview is mentioned.
 Selection: The best candidates are then selected for the job.
 Notifications are sent to the successful candidates to join the organization either
through mail or newspaper.

 For scale 16-above:

“External Sources”
 To fill the 50% of the job openings

 Written Test: the Public Service Commission of Pakistan conducts the tests as
per the required criteria of the Services and General Administration Department
for each post.
 Interview: successful candidates are then interviewed again under the
supervision of PSC.
 Notification: candidates passing the interview and written test are then selected
for the specific jobs and the department is notified about the selection of the
successful candidates.

“Internal Sources”
To fill the remaining 50% of the job openings

Promotions: The existing employees of the organization are promoted to higher

posts on the following basis to fill the remaining 50% of the job quota according
to the guidelines of SGAD:

 Experience: employees are promoted on the basis of their work experience.

 A.C.R: also known as annual confidential report, this is usually filled by the
immediate boss of an employee. But in order to reduce any chance of biasness
and to ensure the proper and just performance appraisal, it is countersigned by
the higher authority.
 Length of Service: it is strictly observed in Govt. organization that the required
length of the service of a post is completed by the employee before giving him
any promotion.

“Projects”

 Projects have their own TOR’s (terms of references) which provides them the
basic guideline of recruiting and selecting.
 If already employed persons are interested in getting the chance of working in a
project owned by the forest office, then they are recruited on either contract
basis or on deputation.
  Deputation is governed by the certain rules of SGAD.
 Deputation refers to the keeping of the existing job with an increased 20%
benefit apart from their salaries.
 If the employee is coming from another department, he must first terminate his
working in that specific department.

Rules and Regulations governing the working of government

offices as set forth by the SGAD

 The Balochistan Province Civil Servants

Deputation Policy, 2007.
 The Balochistan Province Civil Servants
Promotion Policy, 2007.
 The Balochistan Province Civil Servants
Recruitment Policy, 1991.
 The Balochistan Province Removal from
Service (Special Powers) Ordinance, 2000.