This process has been going on for many years and Barbara George, Chief Personnel Officer said: "Generally I can say the recruitment process has been successful. One of the key objectives of any expatriate staff member is to identify and train a local counterpart. Currently we do not have expatriates in the roles of Employment Benefits and Administration Officer, Chief Agricultural and Natural Resources Officer, Chief Education Officer and Chief of Police. All of these posts have been localised in the last three years. In the immediate future there are the posts of Social Work Manager, Development Economist and Nurse Tutor that are planned for localisation. Even in my own Department we have not had a need to recruit a Human Resources Officer from overseas in the last five years. We have been fortunate that coupled with our own training and development we have the current and last Chief Secretary with personnel skills, which has allowed us to progress in accordance with our Department’s business plan."

The Governor and the Staff Officer are the only persons within SHG who are appointed by the Foreign and Commonwealth Office. All other appointments are made by the St Helena Government.

Several employees are recruited by DFID mainly in advisory posts in specialist fields. SHG informs DFID about the skills required and the recruitment process is carried out. After interviews have been held, DFID forwards their recommendations to SHG. Details are sent to the relevant Department for their consideration; however, the Department is not obliged to accept DFID’s preferred choice of candidate. There have been two recent instances, where the Education Department refused DFID’s recommendation – DFID accepted and worked with the SHG to enable a satisfactory appointment.

Kedell Worboys, UK Representative, represents SHG on all of these interviews along with personnel from DFID. Prior to becoming the UK Representative, Kedell worked within the St Helena Government as the Chief Development Officer.

Support Nurses are recruited by NICARE, the Northern Ireland Health Service, who has a contract with DFID, which also includes recruiting medical, nursing, environmental health, pharmacy, medical laboratory and dental staff. NICARE has been working with the St Helena Government for over ten years and aims to assist the international advancement of health and social services. NICARE has built up a strong working relationship with SHG and has worked in over 40 countries.

Ivy Ellick, Chief Administrative Health and Social Services Officer said that NICARE recruits personnel based on information submitted by her Department. NICARE advertises, makes a shortlist, and interviews. An occupational psychological assessment (OPA) is also undertaken. The results of the interviews plus the OPA are taken into account as part of the selection process. CVs and references of the selected candidates are checked thoroughly. NICARE then sends a list of the candidates interviewed with all the relevant information pertaining to the interview and the OPA and only recommends to SHG who should fill the post. The senior management team of the Public Health and Social Services Department then selects a candidate they find most suitable and this is forwarded to the Chief Personnel Officer to seek approval from the Chief Secretary. If a senior member of staff from the Public Health and Social Services Department is in the recruitment area when interviews are taking place, they are invited to be a part of the interviewing panel.

Pamela Lawrence, Chief Education Officer explained that in the UK formal interviews for teachers under a ‘support teacher scheme’ are undertaken by Professor Tony Charlton, Chairperson of the Cheltenham Link, the UK Representative and any senior St. Helenian teacher who, at the time, might be studying at an educational institution in the UK, as well as a UK tutor who is experienced in the relevant teaching field. St. Helenian teachers are often in training at an educational institution in the UK and these people are used to brief potential candidates and answer any questions applicants might have about life on the Island.

Prior to the formal interview, applications and CVs are sent to the Education Department. These are scrutinised and comments are sent to the recruitment panel along with any particular questions to be raised at the interview.

Following interviews, verbal and written feedback is given to the Education Department with recommendations and a short-list of candidates. The Chief Education Officer and senior managers make the preferred selection and this is forwarded to the Chief Personnel Officer to seek approval from the Chief Secretary.

In Southern Africa recruitment is undertaken by Adam Kossowski, St. Helena’s Commercial Representative. Adam has been working with the St. Helena Government for several years. A senior official from the Education Department has always been on the recruitment panel and the procedure is on the same lines as described for UK recruitment.

Recruitment of support teachers and nurses are under local salaries with minimum resettlement allowances.

In some cases people work for the St Helena Government and are paid out of Good Government Funds, which are provided by the FCO. Departments make bids for funding to a set criteria. If the funding is approved, SHG then arranges its own recruitment and the UK Representative is involved.

Some people have worked for the St Helena Government under what is known as the BESO Route – the British Executive Services Overseas. BESO sends people on short advisory assignments and promotes sustainable economic and social development. In over 100 countries one of BESO’s main aims is to deliver expert knowledge and practical assistance. Barbara George said that contracts range from three to six months. SHG pays for the travel and accommodation and the BESO volunteer receives a small weekly ‘wage’ plus a food allowance.

For all local established government employees HE Governor makes the final decision as to whether or not the applicant is to be employed by SHG after taking into account the recommendations made by the departmental recruitment panel or the Public Service Commission. The Administrator of Ascension Island, Attorney General, Chief of Police, Chief Secretary, Chief Auditor and Financial Secretary are all appointed by the Governor subject to the approval of the Secretary of State.

Unestablished workers are appointed by the relevant Head of Department.

Barbara George said: "In the near future SHG will certainly continue to need skills from abroad." Staff attrition means that SHG has problems filling posts, and even without this problem the required skills are not always available on the Island. Employees from abroad have, and continue to help to take St Helena forward. Many of the key posts in SHG have been filled by persons employed from abroad and they are valued along with all other employees for their input into the Island.