Principal Officer in the Civil Service

KCC · 23-07-2015 3:42pm

Riskymove wrote: »

one third internal : two thirds open

Thanks; that's useful to know. It seems like good news for those on the open panel?

Tivoli1300 · 23-07-2015 6:28pm

I completely accept one should do research on the post etc and admittedly I was too busy to do more than glance at the example given but I would strongly argue that much of how the CS operates as and between agencies, Snr mgt, political system etc comprises tacit or insider knowledge. It is not written down anywhere and 'good' civil servents just know from experience.

Add in hugely unfamiliar topic and forget about it, if my luck had been different and topic had been more neutral or in my specialist field I would probably have had immediate confidence/better/quicker absorption level and got additional mark needed.

I don't have sour grapes, have done assessment centers successfully b4 many times for similar competencies. I would have been thrilled to be on panel but am very happy in current role, just wish in my home country. I am also tired of reading about the so called 'poor calibre' of external candidates when I know full well there probably were many external candidates who choose not to put themselves through this - in my case, three days leave, multiple air fares, hotels etc etc for an experience that was more ordeal than seems either wise or necessary. If nothing else they should shortlist on basis of the form, then do the aptitudes then ask people to prepare presentation in advance on completely neutral topic e.g. Managing staff during a merger, then interview on standardized questions not on examples given in form which could be made up and while mine were not, the guy on panel decided to treat them with extreme skepticism.

The big difference with other competitions I have been in was being interviewed by those who would be working with me directly so they really cared ( I completely understand why this does not happen in this context but makes for very different dynamic) and critically the exercises being designed to measure one competency at a time i.e. If presentation skills confined to neutral presentation of same salience to all candidates, if policy analysis written examples of published work etc.

Anyway well done to all those who are on the panel and I hope there will at least be more clarity on what to expect re number of posts etc. soon.

Uriel. · 23-07-2015 6:40pm

KCC wrote: »

Thanks; that's useful to know. It seems like good news for those on the open panel?

Yeah it certainly helps. Better than 50/50 for sure

Uriel. · 23-07-2015 6:51pm

Tivoli1300 wrote: »

I completely accept one should do research on the post etc and admittedly I was too busy to do more than glance at the example given but I would strongly argue that much of how the CS operates as and between agencies, Snr mgt, political system etc comprises tacit or insider knowledge. It is not written down anywhere and 'good' civil servents just know from experience.

Add in hugely unfamiliar topic and forget about it, if my luck had been different and topic had been more neutral or in my specialist field I would probably have had immediate confidence/better/quicker absorption level and got additional mark needed.

I don't have sour grapes, have done assessment centers successfully b4 many times for similar competencies. I would have been thrilled to be on panel but am very happy in current role, just wish in my home country. I am also tired of reading about the so called 'poor calibre' of external candidates when I know full well there probably were many external candidates who choose not to put themselves through this - in my case, three days leave, multiple air fares, hotels etc etc for an experience that was more ordeal than seems either wise or necessary. If nothing else they should shortlist on basis of the form, then do the aptitudes then ask people to prepare presentation in advance on completely neutral topic e.g. Managing staff during a merger, then interview on standardized questions not on examples given in form which could be made up and while mine were not, the guy on panel decided to treat them with extreme skepticism.

The big difference with other competitions I have been in was being interviewed by those who would be working with me directly so they really cared ( I completely understand why this does not happen in this context but makes for very different dynamic) and critically the exercises being designed to measure one competency at a time i.e. If presentation skills confined to neutral presentation of same salience to all candidates, if policy analysis written examples of published work etc.

Anyway well done to all those who are on the panel and I hope there will at least be more clarity on what to expect re number of posts etc. soon.

I really don't know what you mean by a neutral topic. The topic was identifying the corporate governance failings and how to improve those.

At the end of the day, you're more or less being asked was the agency being managed in the correct manner and in such a way that would achieve its business goals.
As part of that you would have to have regard for the stakeholders, particularly where some stakeholders would be on opposite sides of the fence on certain issues and also consider the political nuances of what the agency might be doing and how you would improve that.

What the agency actually represented or what it's actual goals were, were of little real consequence. You could have dumped the agency into any business environment and with any business themes and the manner in which you were expected to identify problems and solutions would remain the same.

The only possible curve ball was the political ramifications and considerations that maybe some (many?) private sector workers wouldn't have direct experience with. At the same time many things are not hard to figure out... Replace minister with ceo and you might think of things like preservation of reputation, being mindful of strategic goals of his/her government (board of directors) and how his/her departments work impacts on the other director's work/strategy. Also candidates know that it's a high level public service job, so the political "curve ball" should have been very apparent in preparing for the job.

I'm not criticising you, but I don't think the strategic exercise was some major failing on behalf of DPER or PAS or whoever comes up with it. Rather I think it was a good exercise to get candidates thinking and applying their analysis, decision making, strategic thinking and corporate knowledge skills.

Interviews will always be a personal experience for a candidate as the type of questioning will be dictated by your examples, skills, experience and interview technique.

Tivoli1300 · 24-07-2015 7:16am

I don't particularly want to re do this exercise but the Minister does not equate with a ceo who would be directly employed by the agency under discussion, have day to day in depth experience of any corporate failure and would be responsible for it to his or her board. And grand, even if one were to accept the minister is equivalent to CEO, who is the PO equivalent to and what authority would they have to advise on the situation from the perspective of being the equivalent of (in your example) a much more junior colleague in an external funding organization.

In real life not much, from watching what has been revealed as going on in the Department of Finance at Secretsry Gen level with the former Anglo Irish bank, roles and authority not straightforward from within CS by any means either.

I am merely standing over my point that it is much more difficult without the tacit knowledge insider bring to assessing these situations. And that's life etc.

Uriel. wrote: »

I really don't know what you mean by a neutral topic. The topic was identifying the corporate governance failings and how to improve those.

At the end of the day, you're more or less being asked was the agency being managed in the correct manner and in such a way that would achieve its business goals.
As part of that you would have to have regard for the stakeholders, particularly where some stakeholders would be on opposite sides of the fence on certain issues and also consider the political nuances of what the agency might be doing and how you would improve that.

What the agency actually represented or what it's actual goals were, were of little real consequence. You could have dumped the agency into any business environment and with any business themes and the manner in which you were expected to identify problems and solutions would remain the same.

The only possible curve ball was the political ramifications and considerations that maybe some (many?) private sector workers wouldn't have direct experience with. At the same time many things are not hard to figure out... Replace minister with ceo and you might think of things like preservation of reputation, being mindful of strategic goals of his/her government (board of directors) and how his/her departments work impacts on the other director's work/strategy. Also candidates know that it's a high level public service job, so the political "curve ball" should have been very apparent in preparing for the job.

I'm not criticising you, but I don't think the strategic exercise was some major failing on behalf of DPER or PAS or whoever comes up with it. Rather I think it was a good exercise to get candidates thinking and applying their analysis, decision making, strategic thinking and corporate knowledge skills.

Interviews will always be a personal experience for a candidate as the type of questioning will be dictated by your examples, skills, experience and interview technique.

KCC · 24-07-2015 7:46am

Tivoli1300 wrote: »

. And grand, even if one were to accept the minister is equivalent to CEO, who is the PO equivalent to and what authority would they have to advise on the situation from the perspective of being the equivalent of (in your example) a much more junior colleague in an external funding organization.

I am merely standing over my point that it is much more difficult without the tacit knowledge insider bring to assessing these situations. And that's life etc.

I agree with you it was easier for an internal candidate.
However, the authority of the PO to advise was clear. The secretary general asked the PO to analyse the issues and make recommendations. The Minister is a stakeholder and must be informed.

Tivoli1300 · 24-07-2015 9:30am

Completely see that and agree but very difficult to give sound advice if you don't fully understand the roles of and interrelationships between key actors or stakeholders in the system.

KCC wrote: »

I agree with you it was easier for an internal candidate.
However, the authority of the PO to advise was clear. The secretary general asked the PO to analyse the issues and make recommendations. The Minister is a stakeholder and must be informed.

going places · 24-07-2015 3:19pm

Anybody care to share their scores, I got 150/200 on the exercise, and roughly 60 on each of the competencies, but failed by 1 mark one competency so not on the panel

Public2015 · 28-07-2015 8:25am

Riskymove wrote: »

one third internal : two thirds open

What does this mean? I am on the panel - the PAS documents didn't refer to an internal panel or an open panel.. It just said that there was a single panel. Does than mean that my ranking on the panel is meaningless?

Also, with my ranking on the panel I would have expected to hear something by now. Instead, nada, nothing. Some people pointed out earlier in this thread that departments, including DEPR, were running their own internal competitions for PO posts regardless of the panel. Also, even a quick look at publicjobs.ie over the past 2 months shows that there is a lot of recruitment going on that isn't using the panel.

Is it possible that the panel was set up because the Minister had committed to setting it up, but in reality no one has any intentions of using it and internal competitions and "acting up allowances" will continue to be used instead?? Does anyone know if anyone on the panel who has actually been offered a post?

What a collossal waste of time and disappointment this would be if it wasn't a real panel for real jobs. At least I didn't have to travel back to Ireland for the Hunger Games assessment centre, but I have huge sympathy for those who did.

Riskymove · 28-07-2015 9:21am

Public2015 wrote: »

What does this mean? I am on the panel - the PAS documents didn't refer to an internal panel or an open panel.. It just said that there was a single panel. Does than mean that my ranking on the panel is meaningless?

It means that for each Department 2 out of 3 PO vacancies will be filled from the Open panel.

The panel was due to start in July and was delayed while the arbitration hearing was processed. A lot of people are on leave in July/August so it may be September before things get going.

Departments also have internal competitions and they will fill 1 in every 3 posts

Public2015 · 28-07-2015 9:56am

Riskymove wrote: »

It means that for each Department 2 out of 3 PO vacancies will be filled from the Open panel.

The panel was due to start in July and was delayed while the arbitration hearing was processed. A lot of people are on leave in July/August so it may be September before things get going.

Departments also have internal competitions and they will fill 1 in every 3 posts

Thanks, that makes sense. I presume the panel we are all talking about in this thread is the open panel, even though it contains existing civil and public servants as well as external people?

So, given the number of jobs being offered internally there should in theory be a move on this panel soon then? We'll wait and see.

Thanks for the info .

Riskymove · 28-07-2015 10:44am

Public2015 wrote: »

I presume the panel we are all talking about in this thread is the open panel, even though it contains existing civil and public servants as well as external people?

yes

elinRB · 29-07-2015 12:18pm

going places wrote: »

Anybody care to share their scores, I got 150/200 on the exercise, and roughly 60 on each of the competencies, but failed by 1 mark one competency so not on the panel

The interview panel I had were brilliant. They were public servants whose background was in fields which complemented mine, meaning that they understood my private sector examples and how they applied to the competencies. Because they understood the field, they were able to challenge my examples to see how real they were. As a result, I scored significantly higher in the interview than in the exercise.

yobr · 31-07-2015 11:13am

Riskymove wrote: »

It means that for each Department 2 out of 3 PO vacancies will be filled from the Open panel.

The panel was due to start in July and was delayed while the arbitration hearing was processed. A lot of people are on leave in July/August so it may be September before things get going.

Departments also have internal competitions and they will fill 1 in every 3 posts

D/per have not yet decided on two things which have a bearing on the open panel,

(i) When will the new arrangements start from, will it be from 1st January last or from the date of the Arbitration Report?

(ii). What way will the sequences work, will the open or internal appointments be made first?

Both issues could have a bearing on how quickly appointments might be made from the panel..

KCC · 31-07-2015 11:48am

yobr wrote: »

D/per have not yet decided on two things which have a bearing on the open panel,

(i) When will the new arrangements start from, will it be from 1st January last or from the date of the Arbitration Report?

(ii). What way will the sequences work, will the open or internal appointments be made first?

Both issues could have a bearing on how quickly appointments might be made from the panel..

Interesting. Also I assume the start date of the panel will be from when they make their first appointment from it?

Uriel. · 31-07-2015 11:56am

KCC wrote: »

Interesting. Also I assume the start date of the panel will be from when they make their first appointment from it?

No, I would think the panel start date is the date they established the panel following the competition... so more or less the date you received notification that you were on the panel.

Probably early June 2015 was it? and will last until June 2016 at least? With the arbitration ruling, it would be hard to see the panel not lasting beyond June 2016 (but how long is anyone's guess).

A new Government next year could see changes in policies though, so everything is up in the air really.

yobr · 31-07-2015 3:06pm

Uriel. wrote: »

No, I would think the panel start date is the date they established the panel following the competition... so more or less the date you received notification that you were on the panel.

D/per in consultation with the AHCPS will decide when the new arrangements following the arbitration report will start from.

Uriel. wrote: »

Probably early June 2015 was it? and will last until June 2016 at least? With the arbitration ruling, it would be hard to see the panel not lasting beyond June 2016 (but how long is anyone's guess).

I think the panel; should last at least two years, any less is a waste of money.

Uriel. wrote: »

A new Government next year could see changes in policies though, so everything is up in the air really.

Unlikely I think to have a change in policy.

KCC · 31-07-2015 3:21pm

When do you think they will teach decisions on these issues and start making appointments?

yobr · 31-07-2015 5:14pm

KCC wrote: »

When do you think they will teach decisions on these issues and start making appointments?

Within the next 2/3 weeks once D/Per issue clarifications to all Departments.

Public2015 · 10-08-2015 2:50pm

Does anyone know how many offers you can turn down before you are removed from the panel, or does that happen at all? I have location requirements which might mean I have to turn down offers which are not suitable for me i.e. I cant get to the job. I would hate to think that would then mean I'd be booted off the panel before a local job came up.

Bowiegal · 11-08-2015 1:30pm

What exactly was the process for the PO competition? Online test followed by full day assessment where you resit tests, presentation and interview or did you have to wait for the outcome of the supervised tests to get through to Stage 3 where there was presentation/interview? I'm through to Stage 2 of the AP competition and just wondering if the process is similar. There seems to be an indication that we will have to resit tests and do a job simulation exercise and based on the results of this may be called for interview.

Uriel. · 11-08-2015 1:55pm

Bowiegal wrote: »

Online test followed by full day assessment where you resit tests, presentation and interview

This.

Though the resit tests were shorter. And I think many felt that they seemed harder.

KCC · 12-08-2015 3:42pm

Public2015 wrote: »

Does anyone know how many offers you can turn down before you are removed from the panel, or does that happen at all? I have location requirements which might mean I have to turn down offers which are not suitable for me i.e. I cant get to the job. I would hate to think that would then mean I'd be booted off the panel before a local job came up.

I don't know the answer sorry but PAS should be able to advise. Will you post an update here if you find out? Thanks.

Doodah7 · 13-08-2015 8:54am

The position is that, say you are No. 1 on the Panel and you are offered a post in Athlone, if you refuse the post in Athlone, you remain no. 1 but will not be offered that particular location again. The next time that a post in Athlone arises, PAS will offer it to the first person on the panel that has not been asked previously.

This is why it is normal for people to have been placed off a panel ahead of some of those at the top.

KCC · 13-08-2015 10:16am

tallpaul wrote: »

The position is that, say you are No. 1 on the Panel and you are offered a post in Athlone, if you refuse the post in Athlone, you remain no. 1 but will not be offered that particular location again. The next time that a post in Athlone arises, PAS will offer it to the first person on the panel that has not been asked previously.

This is why it is normal for people to have been placed off a panel ahead of some of those at the top.

That's good if true - was worried it would be different for this panel.

The_Conductor · 14-08-2015 9:37am

Guys- you have to be cognisant of the fact- if you're holding out for a decentralised placement in a specific location- there is a high possibility that you may end up being a HOD for staff based in multiple locations- even if your 'home office' is where you want to be. Part of the inheritance of the various decentralisation schemes- is offices all over the place, often containing staff who are nominally supposed to be in the same sections/divisions- with bizarre agreements such as you'll work in Dublin 1 day a week, Longford 3 days a week, and offsite 1 day a week etc etc

I know 1 PO with staff in 5 counties stretching from Wexford up through Laois, Cavan, Dublin and Kildare......

Flexibility is key in all of this- also keep in mind where Department head offices are- as inevitably, you'll be expected there on a regular basis.

Public2015 · 14-08-2015 3:32pm

Flexibility is key in all of this- also keep in mind where Department head offices are- as inevitably, you'll be expected there on a regular basis.

That's good advice, thanks. But, if you live in Donegal and the job offered is based in Dublin (as the vast majority of jobs are) then you can hardly just accept it and be faced with a massive commute to get to work every morning.

If the job is based within a reasonable commuting distance from home, then any additional required travelling is just part of the job. It is covered by travel allowances, and travel time is factored into your overall working week (even though it will inevitably mean longer working days). You are spot on, most senior jobs require a fair amount of travelling anyway, particularly if they are based outside Dublin.

Public2015 · 20-08-2015 10:15am

Possibly bad news for anyone outside Dublin. According to PAS on Monday, the rules on being removed from the panel are not finally decided yet. They may not give any leeway for location at all so that if you are offered a job in Dublin and you don't accept because you live in Donegal, you may be removed from the panel.

Alternatively, there may be two categories - Dublin and Not Dublin. So, if you are offered a job in Dublin and you don't accept because you live in Donegal, you stay on the panel. But if the next job offered is in Kerry and you again decline because you live in Donegal, you will be removed from the panel.

As most jobs are probably going to be in Dublin, this means that people living outside Dublin could be very quickly removed from the panel, or else find that they are lumped into one category of "outside Dublin" - because everywhere outside Dublin is just one place don't you know.. That seems to be unfair?

Anyone heard anything different?

WoobyWoo · 20-08-2015 1:48pm

Public2015 wrote: »

Possibly bad news for anyone outside Dublin. According to PAS on Monday, the rules on being removed from the panel are not finally decided yet. They may not give any leeway for location at all so that if you are offered a job in Dublin and you don't accept because you live in Donegal, you may be removed from the panel.

Alternatively, there may be two categories - Dublin and Not Dublin. So, if you are offered a job in Dublin and you don't accept because you live in Donegal, you stay on the panel. But if the next job offered is in Kerry and you again decline because you live in Donegal, you will be removed from the panel.

As most jobs are probably going to be in Dublin, this means that people living outside Dublin could be very quickly removed from the panel, or else find that they are lumped into one category of "outside Dublin" - because everywhere outside Dublin is just one place don't you know.. That seems to be unfair?

Anyone heard anything different?

The previous rule was that you could turn down 4 offers before you were removed from the panel. If you are offered a position in Dublin/Cork/Donegal and turn it down then you will not be offered that location again but you will continue to be offered other locations until you have made 4 refusals. I presume this panel will operate the same way.

Just FYI, I'm reliably informed that PAS are ready to go but are waiting for to be notified of vacancies by Departments. I haven't heard of anyone getting called yet.

Public2015 · 20-08-2015 2:55pm

WoobyWoo wrote: »

The previous rule was that you could turn down 4 offers before you were removed from the panel. If you are offered a position in Dublin/Cork/Donegal and turn it down then you will not be offered that location again but you will continue to be offered other locations until you have made 4 refusals. I presume this panel will operate the same way.

Thanks . That sounds like a much fairer process. It looks like they haven't decided yet on what process they are actually going to follow. Hopefully it's the fairer one that you are describing - although it is still not great if you live in Donegal and get 4 offers of positions in Dublin/Cork/Limerick/Waterford.

That's good news as well if they are actually going to start offering positions soon.

Uriel. · 18-09-2015 8:45am

Has anyone heard any further word on the competition?

I wonder if appointments are being delayed until after the budget next month?

KCC · 18-09-2015 8:54am

Uriel. wrote: »

Has anyone heard any further word on the competition?

I wonder if appointments are being delayed until after the budget next month?

I know at least 5 offers have been made so far - all for Dublin positions.

I also know several people on the panel have since been promoted internally.

Uriel. · 18-09-2015 9:03am

KCC wrote: »

I know at least 5 offers have been made so far - all for Dublin positions.

I also know several people on the panel have since been promoted internally.

Interesting, thanks for the update. Do you have a contact in PAS?

KCC · 18-09-2015 9:08am

Uriel. wrote: »

Interesting, thanks for the update. Do you have a contact in PAS?

I'd prefer not to say! I will say though that I'm sure of the info. That's all I know though.

PAS should be able to confirm this if you phone them.

Uriel. · 18-09-2015 9:15am

KCC wrote: »

I'd prefer not to say! I will say though that I'm sure of the info. That's all I know though.

PAS should be able to confirm this if you phone them.

Nope, I won't push it further, I'd be afraid of a knock on the door by the kgb... Lol

Cheers for the update though.

bobbysands81 · 18-09-2015 2:03pm

Uriel. wrote: »

Nope, I won't push it further, I'd be afraid of a knock on the door by the kgb... Lol

Cheers for the update though.

PAS are usually great to deal with, if they can tell you they will, if they can't they won't.

The_Conductor · 18-09-2015 2:35pm

bobbysands81 wrote: »

PAS are usually great to deal with, if they can tell you they will, if they can't they won't.

I'd echo this- they're probably some of the friendliest and most helpful people you'll ever come across. I get the impression that they must have caught people cheating/impersonating candidates etc- from some of the recent policies they've put in place- however, they really couldn't be nicer if you have to deal with them.

Owlet · 04-10-2015 10:40pm

Does anyone know how many offers have been made so far? Thanks.

Public2015 · 05-10-2015 9:30am

Owlet wrote: »

Does anyone know how many offers have been made so far? Thanks.

Heard that some Dublin posts have been sanctioned by DPER. Does anyone know any more than that?

Nocrac · 05-10-2015 6:31pm

Public2015 wrote: »

Heard that some Dublin posts have been sanctioned by DPER. Does anyone know any more than that?

I called PAS about 10 days ago. They were very coy but mentioned they are focusing on the top 20. I don't know if that means they are just going through clearance for the top 20 right now of if anyone outside the top 20 can forget about it. I kept pressing for more info but got nowhere. Someone else might be more successful in getting into. Maybe it depends on who you get through to

Owlet · 06-11-2015 11:16pm

Has anyone been offered a job yet?

Uriel. · 07-11-2015 7:25pm

Owlet wrote: »

Has anyone been offered a job yet?

I've heard of between 4 and 6 appointees. I've also heard that DPER and the unions are in ongoing debate about how appointments are to be made.

From what I've heard, the panel is effectively stalled at the moment and is likely to be for some time. Possibly the new year. Overall panel might not deliver a significant amount of appointments during its lifetime

The_Conductor · 07-11-2015 7:27pm

Uriel. wrote: »

I've heard of between 4 and 6 appointees. I've also heard that DPER and the unions are in ongoing debate about how appointments are to be made.

From what I've heard, the panel is effectively stalled at the moment and is likely to be for some time. Possibly the new year. Overall panel might not deliver a significant amount of appointments during its lifetime

I've heard of two PO equivalent posts from the panel too- both went to non-civil-servants.

Owlet · 07-11-2015 8:06pm

Thank you. It is hard to believe the discussions with the unions are only taking place now and not before the recruitment process started. Wouldn't it look very bad to spend so much money running such a big campaign and then only appoint a handful of people to jobs? I am towards the bottom of the panel and everyone tells me I should get an offer eventually. Maybe they are just being nice to my face!

Nocrac · 07-11-2015 10:29pm

Uriel. wrote: »

I've heard of between 4 and 6 appointees. I've also heard that DPER and the unions are in ongoing debate about how appointments are to be made.

From what I've heard, the panel is effectively stalled at the moment and is likely to be for some time. Possibly the new year. Overall panel might not deliver a significant amount of appointments during its lifetime

I thought the union issues were sorted now? I also heard they are up to no 20 or so on the panel and that it has moved quickly over the last few weeks?

Uriel. · 08-11-2015 1:45am

Nocrac wrote: »

I thought the union issues were sorted now? I also heard they are up to no 20 or so on the panel and that it has moved quickly over the last few weeks?

Some outstanding issues is what I have heard. Sequencing of appointments and duration of panel are being quoted as points of difference.

The_Conductor · 08-11-2015 10:44am

Uriel. wrote: »

Some outstanding issues is what I have heard. Sequencing of appointments and duration of panel are being quoted as points of difference.

Someone in DPER said the duration of the panel was 2 years from date of first appointment. Damned if I can find it in writing anywhere- and I have looked.

Nocrac · 08-11-2015 10:56am

Uriel. wrote: »

Some outstanding issues is what I have heard. Sequencing of appointments and duration of panel are being quoted as points of difference.

The sequencing now seems to be sorted - I understand it's 1/Redeployment; 2/Open; 3/Internal. [I admit though that my info is all word of mouth].

Nocrac · 08-11-2015 10:57am

The_Conductor wrote: »

Someone in DPER said the duration of the panel was 2 years from date of first appointment. Damned if I can find it in writing anywhere- and I have looked.

A two year duration would be great news - for those on the panel.

Nocrac · 08-11-2015 11:11am

There is some info on the AHCPS website - see October 2015 ezine and News and Updates for Members (sorry I can't post links as I am new user).

Hopefully it will all become clear soon. Certainly I don't see why they can't clarify the duration of the panel.

Principal Officer in the Civil Service

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