Review Process

If you are looking for feedback on a decision reached in relation to your canditure, you should obtain this feedback from the relevant recruitment unit.

We will try to address your request through an informal process before making use of formal review procedures.

The majority of PAS Recruitment Campaigns are carried out under the CPSA Codes of Practice. The Codes of Practice set out guidelines and standards for all those carrying out internal and external recruitment in the public service. Campaigns advertised before March 8th 2017 are reviewed under the 2007 Codes of Practice, while campaigns advertised on or after March 8th 2017 are carried out under the 2017 Codes of Practice.

Further specific information regarding the relevant review and appeal procedures will be found in the Candidate Information Booklet supplied at the outset of each recruitment campaign.

Review process for campaigns advertised before March 8th, 2017

Informal Reviews:

Candidates should email the relevant recruitment unit for an informal review. On the front cover of the Candidate Information Booklet you will find the contact details for the Recruitment Unit. Requests for informal review should be submitted within five working days of notification of the decision. Where the decision being conveyed relates to an interim stage of a selection process, the request for informal review must be received within 2 working days of the date of receipt of the decision. Where a candidate remains dissatisfied following any such informal communications, he/she may adopt the formal procedures set out below. If the candidate wishes the matter to be dealt with by way of a formal review, he/she must do so within 2 working days of the notification of the outcome of the informal review.

Formal Reviews:

A candidate looking for a formal review should contact the Chief Executive Officer at This email address is being protected from spambots. You need JavaScript enabled to view it.. Requests for formal reviews should be submitted within 10 working days of notification of the decision. However, where the decision relates to an interim stage of the selection process, the request for review must be received within 4 working days. If you remain dissatisfied following the initial review, you may seek to have a decision arbitrator examine the conduct of the review.

Review by the decision arbitrator:

The decision arbitrator is appointed by the Chief Executive. The decision arbitrator is unconnected with the selection process and will adjudicate on requests for review in cases where you are not satisfied with the outcome of the initial review. The decision of the decision arbitrator is final.

  • A request made to the decision arbitrator must be received within 7 working days of the notification of the outcome of the initial review.
  • The outcome of the investigation must be notified to the candidate in the form of a written report within 10 working days.

Review Process for Campaigns Advertised after March 8th 2017

Informal Reviews:

Candidates should email the relevant recruitment unit for an informal review. On the front cover of the Candidate Information Booklet you will find the contact details for the Recruitment Unit. Requests for informal reviews should be submitted within 5 working days of notification of the decision. Where the decision being conveyed relates to an interim stage of a selection process, the request for informal review must be received within 2 working days of the date of receipt of the decision. Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below. If the candidate wishes the matter to be dealt with by way of a formal review, he/she must do so within 2 working days of the notification of the outcome of the informal review.

Formal Reviews:

A candidate looking for a formal review should contact the CEO at This email address is being protected from spambots. You need JavaScript enabled to view it.. Requests for formal reviews should be submitted within 10 working days of notification of the decision. However, where the decision relates to an interim stage of the selection process, the request for review must be received within 4 working days.

Complaints Process

A candidate may believe there was a breach of the Commission’s Code of Practice by PAS that may have compromised the integrity of the decision reached in the appointment process. The complaints process enables candidates (or potential candidates) to make a complaint under Section 8 to the Chief Executive Officer of PAS in the first instance, and to the Commission for Public Service Appointments subsequently on appeal if they remain dissatisfied.

Allegations of a breach of the Code of Practice should be addressed in writing, and within a reasonable timeframe (see footnote), to the Chief Executive Officer in the first instance. The complainant must outline the facts that they believe show that the process followed was wrong. The complainant must also identify the aspect of the Code they believe has been infringed and enclose any relevant documentation that may support the allegation. A complaint may be dismissed if the complainant cannot support their allegations by setting out how the Public Appointments Service has fallen short of the principles of this Code.

Candidate Obligations

Candidates should note that canvassing will disqualify you and will result in your exclusion from the process.

Candidates must not:

  • knowingly or recklessly provide false information
  • canvass any person with or without inducements
  • interfere with or compromise the process in any way

A third party must not impersonate a candidate at any stage of the process.

If you or a third party breaches these conditions, you are guilty of an offence. A person who is found guilty of an offence is liable to a fine/or imprisonment.

In addition, where a person found guilty of an offence was or is a candidate, then:

  • where he/she has not been appointed to a post, he/she will be disqualified as a candidate.
  • where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment.
Withdrawal

Candidates who do not attend for interview or other test when and where required by the Public Appointments Service, or who do not, when requested, furnish such evidence as the Public Appointments Service require in regard to any matter relevant to their candidature, will have no further claim to consideration.

The 2007 CPSA Codes of Practice are available below:

Code of Practice for Appointment to Positions in the Civil Service and Public Service

Code of Practice for Appointment to Positions where the Garda Commissioner has Statutory Responsibilities

Code of Practice for Emergency Short term Appointments to Positions in the Health Service Executive

Code of Practice for Appointment of Persons with Disabilities to Positions in the Civil Service and Certain Public Bodies

Code of Practice for Appointment to Positions in the Civil Service and Public Service


The 2017 CPSA Codes of Practice are available below:

Code of Practice for Appointment to Positions in the Civil Service and Public Service

Code of Practice for Appointment to Positions where the Garda Commissioner has Statutory Responsibilities

Code of Practice for Emergency Short Term Appointments to Positions in the Health Service Executive

Code of Practice for Appointment to Positions with Disabilities to Positions in the Civil Service and Certain Public Bodies

Code of Practice for Atypical Appointments to Positions in the Civil Service and Certain Public Bodies


Footnote: Up to three months after completion of the competition stage for which the breach is alleged. In circumstances where a breach is alleged on foot of further information received e.g. FOI, PAS will generally consider any complaints received within one month of the documents/information in question issuing to the candidate.