Crony selection

If you have been gifted a position in the government where you have not met merit selection based on addressing formal selection criteria, then you are in a crony position - it is really that easy.

Public sector selection principles require a merit selection process meeting employment standards as set out in public sector standards of human resource management. The merit selection process falls under four equity principles.

Merit selection requires a proper assessment of the KSAs, that’s knowledge, skills and abilities that is relevant to the position. The equity principle requires employment decisions to be free from bias, nepotism or patronage.

Patronage is the power to control appointments and deemed a privilege bestowed upon certain persons. Patronage is a form of favouritism that is deemed to be an abuse of power that rewards individuals or groups that is a corrupt process.

The interest principle is related to secondment where the employee’s interests are taken into account, in essence, this is to prevent bullying where an employee is not coerced into a position that is detrimental and consents. The transparency principle ensures employment decisions are capable of reviews.

So, where does that leave us? If government departments are promoting people without meeting selection requirements, the opportunities for corruption are increased. This can be the only reason they are bypassing required protocol. 

Notwithstanding, productivity is decreased because yes men and/or social climbers are the only ones parachuted into the best positions and team motivation decreases. They are the only ones in the organisation who benefit - not the people performing the work. 

You will see less collaboration, these are the ones taking claim for other’s accomplishments. This creates an atmosphere where team-work is lost as everyone wants to climb over productive people where back-stabbing and intolerable work practices occur. 

This is why crony selection is to be avoided at all costs where only the unethical individuals advance in the organisation. Productive people are demotivated and seek alternate employment opportunities, this is why talent leaves and non-performers remain.