Home' Trinidad and Tobago Guardian : October 29th 2013 Contents B24
Guardian www.guardian.co.tt Tuesday, October 29, 2013
Applications are invited from suitably qualified persons for appointment to the above mentioned office.
Particulars relating to the office are given hereunder:-
Routine work as a Customs and Excise Officer at the entrance level.
√ Training as evidenced by the possession of a General Certificate of Education, Ordinary Level, or its
equivalent with passes in five subjects, two of which must be English Language and Mathematics.
√ Ability to understand quickly and carry out oral and written instructions.
√ Ability to acquire some knowledge of the Customs and Excise laws, procedures, methods and practices.
√ Ability to exercise judgment and discretion with tact in the carrying out of duties as required of a Customs
and Excise Officer.
√ Ability to speak and write effectively.
√ Ability to establish and maintain effective working relationships with associates and the public.
√ Good physical condition and freedom from disabilities or ailments which would make it difficult to work for
long hours under adverse weather or other conditions.
Persons wishing to apply can access the Advertisement, the Application Form and the Job Specification at the
Service Commissions Department and on its website at www.scd.org.tt
Application forms are obtainable from any District Revenue Office, the Chief Administrator, Tobago House of
Assembly or the Service Commissions Department.
Interested persons must submit their applications no later than
Applicants are advised to submit the following along with their application:-
i. Telephone Contact;
ii. Relevant copies of your Birth/Academic certificates;
iii. Any other relevant information; e.g. Curriculum Vitae.
• Every organisation invests its time and money
in training a new joinee to bring him at par with
the existing employees. The organisation is at a
complete loss when the employees quit all of a
sudden. Hiring needs to be done all over again and
still there is no surety whether the new joinee
would be apt for the profile or not? One wrong
person hired and the output of the entire team and
eventually the organisation goes for a toss.
• Employees who spend a considerable amount
of time in any organisation know it in and out and
thus can perform better. They are well familiar
with the company policies and adjustment is never
a problem. Employees who come and go find it
very difficult to settle down in a new environment
and are thus always in a state of dilemma. They
are not able to perform up to their potential and
eventually the work and the organisation suffers.
• Individuals who have the habit of changing
jobs frequently never get attached to any particular
organisation. They just treat the organisation as a
mere source of earning money. They are never seri-
ous about their work and fail to accomplish the
tasks within the desired time frame. It hardly
matters to them whether the organisation is per-
forming well or not? In cases of poor retention
policies, employees are just not bothered about
the reputation of their office and avoid taking ini-
tiative to do something new. The employees who
are there for a long time in the organisation are
trustworthy and the management can rely on them
• When individuals leave any organisation, they
are more likely to join the competitors. Sometimes
they tend to take confidential data along with them
to create an impression in their new organisation.
This way the plans of the organisation get leaked
even before implementation and they fail to do
anything great. Employees must not share any
information with an external party in any manner
what so ever.
An organisation can t perform well if the employ-
ees speak negative about it. It is essential to have
a group of loyalists who play an important role in
furthering the brand image of the company.
Employees working with an organisation for a
long time never badmouth it and are somewhat
emotionally attached to it. People leaving in a short
span always speak ill about their previous organ-
isations. The loyalty factor is almost zero and no
one is ready to take ownership of work.
The HR department must take the initiative to
discuss the several issues disturbing an employee
and try to sort it out as soon as possible. An organ-
isation must work hard towards retaining those
who really are important for the organisation.
One wrong hire and
the entire teams goes
CONTINUES FROM B23
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