Appointments & Promotions
The complete framework for entering and advancing in The Gambia's civil service — recruitment procedures, application requirements, medical and character checks, probation, confirmation, acting appointments, promotion criteria, incremental dates, longevity increments, and the PSC's oversight role.
Chapter 2 Sections I and II of the General Orders govern every aspect of appointments and promotions. All appointments must be in writing per the Act and Regulations (GO 02101). Grade 1-to-2 promotions are delegated to Heads of Departments, with PSC monitoring (GO 02102). Minimum qualifications are set by Schemes of Service (GO 02103), and merit is a mandatory consideration (GO 02104). Candidates must submit a prescribed application form, qualification evidence, birth certificate, and testimonials (GO 02105), may be required to attend interviews or written tests (GO 02106), and must produce a medical fitness certificate and police character certificate before appointment (GO 02107). New employees must be familiarised with legal instruments (GO 02108) and undergo an intensive induction course (GO 02109). All appointments are subject to a one-year probation period with confirmation contingent on satisfactory appraisal (GO 02110); officers cannot be confirmed while on sick leave (GO 02113). Appointment letters must specify exact designation, terms, grade, salary, effective date, probation length, and medical conditions (GO 02114). All officers must sign a Declaration of Secrecy (GO 02115). Incremental date is the effective appointment/promotion date (GO 02117). An outstanding officer may receive more than one increment per year with PSC approval (GO 02118). Longevity increments of 10% of basic salary (pensionable) are paid to officers stagnating at their scale top — first after two years, then every five years (GO 02119). Upon promotion, salary moves to either the new scale minimum or the next incremental point above the previous salary (GO 02121). No officer is eligible for promotion unless confirmed (GO 02122). Acting appointments are only for Grade 7+ duty posts (GO 02201), and acting allowance equals the salary differential between the officer's basic pay and the minimum of the higher office (GO 02205).
The PPM provides operational detail for the appointment lifecycle. Chapter 1 covers recruitment and selection: vacancies must be advertised, candidates shortlisted against job specifications, with a target ratio of 3:1 candidates to vacancies. Interview panels include the Head of Department, appointing authority, and PMO representative, using standardised questions and consistent rating scales. The complete recruitment cycle targets 8 weeks from vacancy notification to appointment letter. Chapter 2 covers appointments and confirmation: types include permanent, temporary, and contract, each with different terms. Permanent appointments carry full pension, gratuity, and leave entitlements. The confirmation process requires a 'Recommendation for Confirmation' form with four sections: personal details, medical examination endorsed by the Director of Health Services, Head of Department's performance report, and PS-PMO assessment. Chapter 3 covers transfers and postings as operational functions. Chapter 4 covers promotion: merit, seniority, and performance assessments determine advancement. Officers must have completed a minimum service period in their current grade, have positive appraisal ratings, meet qualifications for the higher grade, and be medically fit. Supersession (promoting a junior officer ahead of a senior one) is permitted in exceptional circumstances.