Job-Specific Recruitment
RHI Inquiry · The Report of the Independent Public Inquiry into the Non-Domestic Renewable Heat Incentive (RHI) Scheme · Issued 13 March 2020 · Addressed to: Northern Ireland Executive
Source — verbatim from the inquiry
●Inquiry recommendation
A fundamental shift is needed in the approach used within the Northern Ireland Civil Service with regard to recruitment and selection for government jobs. This must involve an up-front assessment of the skills that are required to fulfil the specific role in question, rather than matching a person to a role according to an individual's grade and level of pay. In time the Inquiry believes this should lead towards more job-specific recruitment and selection which must, of course, be fair, transparent and consistent.
RHI Inquiry, The Report of the Independent Public Inquiry into the Non-Domestic Renewable Heat Incentive (RHI) Scheme · 13 Mar 2020 Source PDF →
Published evidence summary
Publicly available evidence relating to this recommendation:
- The NIAO Second Progress Report (October 2024) assessed this recommendation as "Likely to be Implemented", noting that fundamental HR reform was underway with a People and Organisational Development Group established in November 2022 and a Recruitment and Selection Development Programme launched, but work was ongoing (NIAO Second Progress Report, October 2024).
Response — verbatim from government
●Northern Ireland Executive
[Note: The NI Executive responded to recommendations 8-18, 24, 26-28, 32b, 34-36 together as a group under the 'Professional Skills, Resourcing, Record Keeping and Raising Concerns' themes.] NI Executive Response (October 2021): These recommendations can be accepted in full. They have been addressed through work to date, including: job-specific appointments within the NICS generalist grades; the piloting of Cabinet Office's 'Commercial Skills Assessment and Development Centre' to evaluate its potential as a mechanism to improve commercial skills across NI Departments; the encouragement of senior leaders to access the Cabinet Office / Oxford University Major Projects Leadership Academy (MPLA); the introduction of a new portfolio of commercial awareness and skills training for all generalist grades; the introduction of a learning and development framework for economists, including commercial awareness; assurances sought from Departments that senior managers will, as a matter of course, review the levels of specific expertise required to deliver their business and take appropriate steps to secure the appropriate expertise and manage the associated risks; the issue of corporate guidance on managing handovers for incorporation within departmental procedures. Further work is required to: reform the role and sponsorship of the Civil Service Commissioners for NI; launch and implement talent management products across the NICS; Deliver NICS Recruitment Plan - phase 1 & 2; Match to job roles and appoint further staff via SO/DP recruitment competition; Agree scope and timeframe for review of NICS recruitment; Develop proposals for the review of NICS workforce model (disciplines, occupational groups, professions, job roles, etc); Develop terms of reference for the review of NICS approach to professions; Further alignment of NICSHR resources and operations to deliver on NICS corporate HR priorities including resourcing activities for critical posts; Ongoing improvement of recruitment and selection processes.
Northern Ireland Executive · 7 Oct 2021 Written response →
Evidence trail — what's actually happened since
- 15 Oct 2024 NIAO Second Progress Report (October 2024): Likely to be Implemented. Fundamental HR reform underway: People & Organisational Development Group established November 2022, Recruitment and Selection Development Group created, three-year plan (2024-27) being developed. External recruitment now the default for specialist roles. NIAO acknowledges structural changes but notes key deliverables and investment required are still being mapped. Source →
- 15 Oct 2024 · NIAO Second Progress Report NICS recruitment reform progressing slowly. People Strategy 2025-2030 published April 2025 - five years after the inquiry reported. PAC found recruitment processes still inadequate. View source → Insufficient Progress
Each entry above links to a primary source — gov.uk written statement, consultation response document, or inspection report. The Index does not characterise government intent; it tracks what has been published.
How this page is built
Source and Response are verbatim from primary documents. The Evidence trail records published activity since — written statements, consultation outcomes, inspection findings, parliamentary references. The Index does not paraphrase or characterise intent; it tracks what has been published. Where the evidence is the absence of action (a missed deadline, a slipped timetable), that absence is documented from primary sources rather than inferred.
This recommendation's data is verified periodically against primary sources. The Index is monitored for staleness weekly.