Archived - Appointment Policy Considerations - Corrective measures and revocation



Revocation and Corrective Action

In making a decision on revocation and corrective action, deputy heads may want to consider that:

  • Ensuring that the decision-maker is impartial reflects a respect for the process and ensures that the decision is taken based solely on the factual information gathered, creating a trust in the process and minimizing the apprehension of bias, unreasonableness or abuse of authority.
  • The process for determining corrective action or revocation should have due regard for the seriousness of the consequences of the decision such as loss of job, reduction in pay etc.
  • Delays in the process may be avoided by informing the person affected by the action as soon as it becomes known that corrective action or revocation could occur.
  • The person affected by the decision may be accompanied or represented during the process followed for revocation or corrective action.
  • Providing clear, reasoned explanations for the revocation could reduce the frequency of the decision being challenged through formal recourse.
  • Providing a reasonable opportunity to the person affected by the action to present relevant facts and to have their position fully and fairly considered by the decision-maker could reduce the use of the formal recourse process.
  • Where a revocation has taken place due to circumstances beyond the control of the person whose appointment in revoked, appointing that person to another position for which they meet the essential qualifications is not only fair but may also mitigate the negative impact on the employee and reduce potential liabilities on the part of the department.
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