Vacancy Brief Description
1. The Director (People Management), Ministry for Transport, Infrastructure and Capital Projects invites applications for the post of Manager II (Human Resources) in the Ministry for Transport, Infrastructure and Capital Projects.
2.1 This appointment is subject to a probationary period of twelve (12) months.
2.2 During the probationary/trial period, appointees must successfully complete appropriate induction programmes organised by the Institute for the Public Services to be eligible for confirmation of appointment.
2.3 The salary for the post of Manager II (Human Resources) is Salary Scale 7, which in the year 2021 is €25,656 per annum, rising by annual increments of €531.17 up to a maximum of €28,843.
2.4 A Manager II in Salary Scale 7 will progress to Salary Scale 6 (€27,327 x €596.33 - €30,905 in 2021) after three (3) years service as Manager II in Salary Scale 7, subject to satisfactory performance.
2.5 Appointees shall also be entitled to an annual performance bonus of up to 15% of the basic salary subject to satisfactory performance and subject to Central Administration’s policies in force from time to time.
2.6 Accepting appointment in this grade signifies that any pending applications within the Public Service are automatically considered renounced, unless the latter are applications for SAAC positions or applications for a definite position when the officer concerned holds an indefinite appointment.
2.7 Lateral applications by Public Officers who already hold an appointment in the same grade being advertised are allowed only if the area of specialisation of the vacancy is different to the one held by the applicant and requires a specific related qualification as an eligibility requirement, which the applicant must satisfy.
- Appointees within the Managerial/Officer/Practitioners streams must have served in their current post, and are to serve in this post for a minimum of two (2) years before applying laterally. This is not applicable for promotion purposes, subject to the pertinent eligibility criteria.
- All other officers must be confirmed in appointment, and if appointed are to serve in this post for a minimum of two (2) years, before applying laterally. The latter condition is not applicable for promotion purposes.
2.8 It will not be possible to request a transfer before a two (2) year period from date of appointment. On the lapse of a two (2) year period, appointees may only be transferred at own request to carry out duties elsewhere in Human Resources, in accordance with established vacancies.
2.9 The result will be valid for a period of two (2) years from the date of publication.
The objectives of the post are to support all human resources management functions including HR planning,compliance of delegated processes and the management of updated employees records/data/statistic upon which Strategic Human Resources Management decisions are taken. This role is complementary to that of People Management.
3. The job duties for the post of Manager II (Human Resources) may be viewed in Annex A attached to this Circular.
4.1 By the closing time and date of this call for applications, applicants must be:
Public Officers, or Public Sector employees performing duties in the Malta Public Service, or RSSL employees, who are confirmed in their current appointment. Public Officers who are on loan/detailed with/deployed with/on attachment to Public Sector organisations may also apply.
in possession of a recognised Masters degree at MQF Level 7 (subject to a minimum of 60 ECTS/ECVET credits, or equivalent*) in Work and Human Resources Management or Training and Development or Public Administration or Public Management or Corporate Governance and Leadership or Leadership and Organisational Behaviour or Management and Leadership or Strategy, Leadership and Change Management or Industrial Relations and Workplace Learning or Business Administration.
*In the absence of documentary evidence as to the ECTS/ECVET credits or other system of measuring the course content, the selection board is to evaluate the submitted programme of study and determine that it is comparable to 60 ECTS/ECVET credits. The advice of the MQRIC may be sought.
4.2 Qualifications at a level higher than that specified above will be accepted for eligibility purposes, provided they meet any specified subject requirements.
Moreover, candidates who have not yet formally obtained specified in paragraph 4.1 will still be considered, provided that they submit evidence that they have been approved for the award of the qualifications in question, or successfully completed the necessary ECTS/ECVETS credits, or equivalent, taken as part of a recognised higher MQF level programme of study, as required in the aforementioned eligibility criteria, by the closing time and date of the call for applications.
4.3 Furthermore, candidates who have not yet formally obtained the qualification specified in paragraphs 4.1 or else as indicated in paragraph 4.2 will still be considered provided that they submit evidence that they the are in the final phase of their course leading to such qualification. Appointees must have obtained or be approved for the award of such qualification by the 31st May 2021. If the stipulated deadline for the attainment of such qualification is not met, the appointment will be, ipso facto, automatically terminated.
(a) The probation period and progression entitlement (as the case may be) start to count from date of appointment
(b) Appointees will not benefit from any allowances until attainment of, or are approved for the indicated qualifications referred to in clauses 4.1 or 4.2.
4.4 To determine the comparable level of responsibility of Public Sector employees currently performing duties in the Public Service and RSSL employees to the level of responsibility required of Public Officers applying for this post, the Selection Board should invariably and formally consult the Director/HR Manager responsible for the respective Public Sector entity.
4.5 The current arrangement, whereby Public Sector employees performing duties in the Public Service remain on the books of the respective entity, shall continue to apply in the case of Public Sector employees who are selected for the post, subject to the consent of the entity. RSSL employees selected for this post will have their employment with RSSL ipso facto terminated following the successful completion of the probationary period.
4.6 Applicants must be eligible to take up their due appointment, in terms of 4.1 and 4.5 above, not only by the closing time and date of this call for applications but also on the date of appointment.
4.7 Prospective applicants should note the requirement to produce MQRIC recognition statements in respect of their qualifications from MQRIC, or other designated authorities, as applicable, as per provisions applicable to this call for applications (see link below).
In case of conflict in interpretation of any part/s of a call for applications, the final interpretation should be that of the published Maltese version of the call for applications.
Other general provisions concerning call for applications, with particular reference to:
• applicable benefits, conditions and rules/regulations;
• reasonable accommodation for registered persons with disability;
• submission of recognition statements in respect of qualifications;
• publication of the result;
• medical examination;
• the process for the submission of petitions concerning the result;
• access to application forms and related details;
• retention of documents,
may be viewed by accessing the website of the People and Standards Division (https://recruitmentintra.gov.mt/generalprovisions/GeneralProvisionsEN.pdf)