The Construction Industry Trust Fund (CITF) has finally recruited a Deputy Executive Director, but management has to deal with a backlash of perceived flawed recruitment process and allegations of favouritism.
The CITF Executive Director, Buti Moepi has been painted as a man hell-bent on roping in his perfect replacement when he retires. But the CITF director of Human Resources, Joseph Ndadi rubbishes the “malicious statements” and stresses that due process was followed when recruitment of the Deputy Executive Director was done.
Mr. Sabryn Kgaisanyo Tsie, is the new CITF Deputy Executive Director and he joins from BCL in Selibe Phikwe. His new job will certainly attract him friends and enemies, but Ndadi and his management and the Board are happy that they found the right man for the job. Tsie is a former employee of CITF.
A minority in the Board and indeed some staff members are of the view that one of the Principal Facilitators at CITF should have been appointed to deputise Moepi. Currently one of the Principal facilitators is acting in the position of Deputy Executive Director. Suggestions indicate that the advert for the post of deputy executive director was carefully crafted to eliminate those who are in line at CITF.
The job was advertised twice and seven candidates were interviewed. Explaining why the position was advertised twice, Ndadi said:
“Seven candidates were shortlisted for the first session. Amongst the seven candidates, two were employees of CITF, while the rest were external candidates. From the external candidates, one of the candidates who happen to be the one appointed could not attend the first interview due to the pressing matters from his employer who had assigned him to travel to South Africa on an emergency trip.
Obviously, this meant that he has to prioritise his job over CITF interview, since he would not be able to know if he will get the job if he opts to participate in the CITF interview, i.e. as a responsible candidate, he would not refuse to travel to South Africa since he knows where his bread is buttered, unlike taking a route which he is not sure about.
The candidate communicated this to CITF but as the Management and the Board of CITF, the interview continued despite his emergency trip. Furthermore, it should be noted that the interview was not going to be postponed for the sake of this candidate to participate.”
Ndadi indicated that after conducting Competency Based Interview for the seven candidates, the Board came to the conclusion that there was no right incumbent for this position. Therefore, they made a decision that they re-advertise the post.
He said from the re-advertisement of this post, CITF received 16 applications. “Amongst these applications, one of the candidates was the candidate who did not make it to the first interview session. A preliminary re-shortlist was done and two candidates were shortlisted. After the Board assessed the preliminary shortlist, one candidate was eliminated since he had reached CITF compulsory retirement age which is 60 years old,” he explained.
Ndadi dismissed suggestions that the advert was tailor made to eliminate other persons and favour a preferred candidate. “The first advert and the re-advertisement is the same, no changes were made to tailor it to anybody, and instead it’s tailored to the demands of CITF not an individual. CITF is run by a responsible Management and Board members who cannot reduce themselves to such an unethical motives as alluded by your informants,” he said.
Addressing the fact that the selected candidate was interviewed alone in the second round of interviews, Ndadi said: “Indeed it is true that he was interviewed alone by the Board of Trustees members and a senior delegate representing Permanent Secretary of the Ministry of Labour & Home Affairs. In addition the panel members, an independent consultant was also roped in to give independent opinion about the candidates.”
He said the candidate was never issued a regret letter after failing to pitch for the first interview. Some of those who participated in the first round of interviews indicated that the advert made it clear that they should not reapply but Tsie re-applied. Tsie did not agree with the CITF offer and he negotiated his way up.
Ndadi said the HR Department was involved from the initial stage to final stage.
He further explained why the Tsie’s scale was adjusted from D1 to E2. “The adjustment is as standard practice in Government department that Deputy Directors are remunerated at E2 salary scale instead of D1, hence this adjustment. CITF being a quasi institution which follows the guidelines and regulations of Government and Parastatal organisations to a certain extent, it motivated the upgrading of this post so that it can have an attractive remuneration package.”
The Human Resource director said the Board is much aware that this adjustment will affect the entire Organisational Structure and they have assigned Management and the sub Committee of the Board known as Executive Committee to engage a Consultant who will conduct an Organisational Review exercise with effect from April 2015.
Ndadi said it is not solely the prerogative of the Director to look for his own replacement. He said it is upon the Board of Trustees members to identify who will replace the current Executive Director when his contract comes to an end.
“The input of the Executive Director in the role of identifying his replacement and Deputy Executive Director is limited only to a recommendation OR advice to the Board which the full Board can neither endorse nor turn it down or amend his submission in the interest of CITF,” stated.
The Executive Director is currently working on a 24 months contract which is coming to an end in 2016. Moepi’s contract has been extended three times in a span of six years.
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