I'm chair of a small playgroup. We have 4 members of staff, who all work on a part-time basis. One member of staff is off on maternity leave until Easter, and her post is being covered by someone (who I'll call A) on a fixed-term contract.
At the end of December, another member of staff (B) had to resign, and we're now looking to fill her post. A is ace - the staff, parents and children love her, she'd like a permanent post, and ideally we'd just appoint her to B's post.
I spoke to the lawyers (without mentioning A), about whether we had to advertise B's post - they said we simply had to follow our own procedures. Now these, we appear to have adopted wholesale from the Scottish Pre-School Play Association, and they state we have to advertise posts as widely as possible. I really am all for equality of opportunity, but it seems a bit mad that we have to go through a whole recruitment procedure when it's a 16 hour a week job (possibly even less, depending on numbers of children), we have a brilliant candidate who wants the job and will hit the ground running.
Given that A is on a fixed-term contract, do we have to offer her the job anyway, as she'd be facing dismissal at Easter anyway, or would she have to have been with us for 2 years for this rule to apply?).
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Want to make a fixed-term employee permanent - do I have to advertise the post?
9 replies
habbibu · 26/01/2013 21:14
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