Home' Trinidad and Tobago Guardian : March 18th 2014 Contents B20
Guardian www.guardian.co.tt Tuesday, March 18, 2014
SERVICE COMMISSIONS DEPARTMENT
ADVERTISEMENT OF VACANCY
Office of Foreign Service Officer I (Range 46) Ministry of Foreign Affairs
Applications are invited from suitably qualified persons for appointment to the above mentioned office.
Particulars relating to the office are given hereunder:-
Kind of Work
Work at the entrance level in the foreign service
Minimum Experience and Training Requirements
Training as evidenced by a recognised degree (Second Class Honours) in Politics, Law, Economics, Business, Business
Administration, Languages or International Relations.
Required Knowledge, Skills and Abilities
Knowledge of International Relations.
Knowledge of the Immigration and Nationality Laws of Trinidad and Tobago.
Knowledge of the Laws and Regulations relating to economic, financial and commercial matters in Trinidad and Tobago.
Knowledge of one or more foreign languages.
Some knowledge of modern principles of administration.
Knowledge of the government organisational patterns and functional operations.
Ability to prepare reports based on factual information.
Ability to establish and maintain effective working relationships.
Range 46: $8,103-$9,550/$10,149 per month (2011).
Applications from officers holding permanent appointments in the Public Service should be made on the Application for
Promotion Form. Temporary officers should submit their application on the Application for Employment Form.
Persons wishing to apply can access the Advertisement, the Application Form and the Job Specification at the Service
Commissions Department and on the 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 27th March, 2014 to:
The Director of Personnel Administration
Service Commissions Department
52-58 Woodford Street
Persons who have applied previously and who still wish to be considered for appointment to the office
are advised to re-apply in response to this Advertisement.
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.
INCOMPLETE AND UNSUITABLE APPLICATIONS WILL NOT BE ACKNOWLEDGED.
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The success and failure of an organisation depend
on its employees, truly making them the brand ambas-
sadors for an organisation. It is rightly said that employ-
ees can either make or break a brand. Employees ought
to be treated with utmost respect by the management
to expect the best out of them and for the employees
to develop a sense of attachment towards the organ-
isation. You just can t afford to ignore an individual
who is directly responsible for accomplishing the goals
and objectives of your organisation.
Trainings and employee development activities play
a crucial role in developing employees and preparing
them for adverse situations and unforeseen circum-
stances. Trainings are essential both for the professional
as well as personal growth of employees. New skills
and learnings acquired by an employee through trainings
would not only help him in his present job but also
for all his future assignments.
Senior management really needs to highlight the
importance of employee development activities for
employees to take trainings seriously and gain from
the same, eventually yielding higher profits and ben-
efitting their organisation. Trainings should not be
conducted just for the sake of it. Employees should
not attend trainings simply to mark their attendance
or just because their bosses have asked them to do
so. It is really essential to upgrade your skills and
knowledge to stand apart from the rest. Remember,
one needs to grow with time.
Human resource professionals need to encourage
growth and career development of employees by organ-
izing relevant training programs, seminars, sessions,
meetings, performance appraisals, regular feedbacks
and so on.
Performance monitoring is imperative, if you really
want your employees to do well. You really need to
know what your employees are upto?Team managers
must sit with their teams at the end of every week
to find out in which all areas they are lacking and
what all new skills would help them improve their
Employees must enhance their skills and upgrade
their existing knowledge to adjust easily in the rapidly
changing workplace. Find out what is new in the
market and what all skills you still need to acquire?
Remember, you are your best critic. Do not feel
embarrassed if you do not know something. Walk up
to your reporting officer or your human resource man-
ager and do discuss the need for trainings. An employee
can also register for various online or distance learning
courses, something which would help him in his pro-
Managers or human resource professionals must
take initiatives to assess the skills and knowledge of
employees and design relevant training programs in
line with their interest areas, needs and requirements.
The training programs ought to be meaningful and
must add value to the employees. No two employees
are same. You can t have similar training programs
for every employee. First identify the training need of
an individual. Employees with similar training needs
can be put in one group.
Employee development activities or training programs
in organisation generally fall under following cate-
• Management Development
• Soft skills development
• Technical Skills Development (Department wise
• Personal Effectiveness
• Basic Skill Development
• Time Management
• Effective leadership, and so on
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