You are on page 1of 2

Information on Review/Appeals Procedure

Appointments in the HSE are made under a recruitment license and are subject to Codes of Practice established by the Commission for Public Service Appointments (CPSA). Under the Codes of Practice candidates are entitled to appeal any part of the appointment process that they feel is unfair or has been applied unfairly to them. Candidates are entitled to one of two forms of review procedure which are mutually exclusive- a Section 7 or a Section 8 review. Before submitting a request for review candidates should determine which procedure is appropriate to their particular circumstances. The procedures allow for matters to be resolved on an informal basis and candidates are advised to avail of the informal process before making use of the formal review procedure.

Useful Information on “Making an Informal Appeal”
Q. I believe my application was not treated fairly during the recruitment process. What can I do? A. You can appeal under the Codes of Practice where you feel your application was not treated fairly during the recruitment process. Below is some information that outlines the process and what you can do to get your application or your candidature reviewed.

Section 7:

Review procedures where a candidate seeks a review of an action or decision taken in relation to his/her candidature

Section 7 review procedures apply in cases where you believe a decision in relation to your application/candidature was unfair and you wish to have it reviewed. • Most appeals received by the National Recruitment Service are made under Section 7. • You are entitled to seek a Section 7 appeal/review where you feel you have been treated unfairly in any part of the appointment process, whether pre-interview or post-interview. • If you wish to avail of the Section 7 review process you must submit a letter (by email or post) outlining the grounds for your appeal. This means that you must write down and outline exactly what you feel is unfair about the way that you were treated within the appointment process. Below are some examples of appeals that have arisen from the pre-interview and postinterview stages of the selection process: 1. Pre Interview Here are some examples (not a comprehensive list) of recruitment decisions taken prior to interview that may be appealed by you if you feel that the process was applied unfairly in your case: • Your application was excluded because it was blank/incomplete or did not include supporting documentation where requested, and you believe this was unfair in your individual case • Your application was excluded because it did not meet the eligibility criteria for the post and you believe that this was unfair in your particular case • An interview slot is cancelled because you did not confirm attendance at interview within the specified timeframe and you believe that this was unfair in your individual case Informal appeals at the pre-interview stage of the process are deemed ‘interim appeals’ and must be addressed to Catherine Hannon at (Catherine.hannon@hse.ie) and received within 2 working days of notification of a decision. This means when you are notified of a decision you must write to the person above e.g. On Monday 1st December an email is sent to you stating your application has been deemed ineligible, therefore in order to avail of the interim informal appeals process you must send an email/ letter

occupational health.e date from which you received your interview results letter) e.cpsa.outlining exactly what you believe was unfair in the process and it must be received in this office by Wednesday 3rd December. • Appeals under Section 8 have a broader focus than Section 7: they relate to the process itself and its compliance with the principles laid down in the Code of Practice.hannon@hse. therefore in order to avail of the informal appeals process you must send an email/ letter outlining exactly what you believe was unfair in the process and it must be received in this office by Monday 8 th December. Post-Interview Here are some examples (not a comprehensive list) of decisions/actions taken post interview that may be appealed by you if you feel that the process was applied unfairly in your case: • • • Marks received at interview: you believe that you were not treated fairly in the marking process at interview You believe your placing on a panel was unfair or wish to make an allegation of unfair treatment within the panel management process Withdrawal of job offer due to unsatisfactory clearances .ie) and received within 5 working days of notification of a decision (i. The following are examples (not a comprehensive list) of where Section 8 procedures might be invoked • • You believe that the HSE has specified the wrong qualifications for a post and that therefore the process was unfair You believe that the HSE has specified that a driving licence is required for a post that does not involve driving and that therefore the criteria are unfair Informal Appeals under Section 8 must be addressed to Catherine Hannon at catherine.references. validity of qualifications – you believe that the process was applied unfairly in your case Informal appeals at post-interview stage of the process must be addressed to Catherine Hannon. Campaigns Manager at (Catherine. We encourage you to visit www. 2. police clearances. On Monday 1st December an email is sent to you stating you have not passed the interview stage. .hannon@hse.ie for further information on the code of practice and informal and formal review procedures. Section 8: Review procedures in relation to allegations of a breach of the code of practice Section 8 review procedures apply in cases where you believe that the actual appointment process has breached the Commission’s code of practice and you wish to have it investigated.ie.g.