THE INTERNAL REGULATION OF JANÁČEK ACADEMY OF MUSIC
AND PERFORMING ARTS IN BRNO
as of 22 June 2017
Recruitment and Selection Code of Practice
The Academic Senate approves the following internal regulation of Janáček Academy of
Music and Performing Arts in Brno (hereinafter referred to as “JAMU”), on a proposal from
His Magnificence Mister Rector prof. Ing. MgA. Ivo Medek, Ph.D.:
PART ONE
LEGAL REGULATION
Article 1
Legislation and Recruitment and Selection Code of Practice
(1) The procedure of recruitment and selection of academic employees is regulated by
Section 77 of Act No. 111/1998 Sb., on higher education and on amendments and
supplements to certain other acts (the Act on Universities), as amended (hereinafter referred
to as the “Act”). The procedure prior to the creation of employment is also regulated by
Section 16 and 171
and Sections 30 to 32 of the Labour Code.
(2) The Recruitment and Selection Code of Practice regulates the details about the
selection procedure for posts (hereinafter referred to as the “post”) of the academic employees
of JAMU and for some other posts.
PART TWO
SELECTION PROCEDURE
Article 2
Conduct of a selection procedure
(1) In JAMU, a selection procedure is required to fill the posts of:
a) academic employees;
b) Bursar;
c) employees heading the units of JAMU, except for the faculties.
(2) Other posts than those referred to in paragraph (1) may be filled without a selection
procedure; however if a person authorized to do so decides that such posts shall be filled
following a selection procedure, a selection procedure in compliance with this internal
regulation shall take place.
Article 3
Waiver of a selection procedure
The selection procedure for the posts of academic employees may be waived if
a) employment is negotiated with an academic employee repeatedly provided the
employee should occupy the same post;
1
the provisions mentioned above refer to Act No. 198/2009 Coll., on equal treatment and on the legal remedies for protection
against discrimination and on amendments to certain other acts (the Anti-Discrimination Act), as amended
- 2 b)
an academic employee is to be promoted to a post of academic employee classified
as the next higher salary level.
c) an academic employee is to be transferred within a unit of JAMU or between units
of JAMU;
d) employment is negotiated with a hosting professor.
Article 4
Procedure prior to the commencement of a selection procedure
A decision about the announcement of a selection procedure is made by such unit of
JAMU (hereinafter referred to as the “Announcer”) which instructs the Human Resources
Department of the Rectorate to publish a call for applications (hereinafter referred to as the
“Call”).
Article 5
Selection Committee
(1) The Selection Committee (hereinafter referred to as the “Committee”) has 5
members appointed by the Announcer, with the same appointing the Chairperson among
them, prior to the commencement of the selection procedure.
(2) The Chairperson chairs the meetings and activities of the Committee. The
Chairperson may authorize another member of the Committee to chair the meeting.
Article 6
Selection procedure commencement
(1) The selection procedure is commenced upon the publishing of the Call. The Call
shall include (without limitation):
a) the name of JAMU and its respective unit;
b) the type of job;
c) in case of academic employees, the tutorial facility;
d) qualification and other requirements;
e) the method to verify in practice that the applicant fulfils the requirements for the
performance of the job, if verification in practice is done;
f) the expected or required day of commencement of employment;
g) the expected weekly working hours;
h) the expected duration of employment;
i) the deadline for filing applications;
j) the email address for filing applications;
k) a list of required annexes.
(2) The Call shall be posted in the public section of the JAMU website at least 30 days
prior to the deadline for filing applications; the Call may be published in another manner as
well.
Article 7
Decision-making
(1) Decisions by the Committee shall require the approval of the majority of all
members of the Committee. A member does not approve a proposal unless the same expresses
- 3 approval.
The vote shall be public unless a member of the Committee requests voting by
secret ballot.
(2) The vote by secret ballot shall use ballot papers in which options are pre-printed.
Each member of the Committee votes by circling the option of their choosing; otherwise the
ballot paper shall not be valid.
(3) The Chair shall announce whether a decision has been accepted immediately after
ascertaining the result of the vote.
Article 8
Filing applications
Applications are filed by the deadline to the email address indicated in the Call. No
applications arrived after the deadline shall be taken into account.
Article 9
Assessment of applications
(1) The Human Resources Department of the Rectorate shall give all the applications
received to the Chairperson of the Committee without any delay. The Chairperson shall call
the Committee in order to assess the applications no later than one week after the expiry of the
deadline for filing applications.
(2) The assessment of application shall include the verification whether the application
is complete and whether the applicant formally fulfils the requirements. Incomplete or
formally inaccurate applications shall be excluded by the Committee and the relevant
applicants shall be informed accordingly with the indication of the reason for their exclusion.
Article 10
Interviews
(1) Applicants whose applications have not been excluded shall be invited for an
interview which shall take place at a meeting of the Committee in the second week following
the expiry of the deadline for filing applications. The venue and time of the interview shall be
notified to the applicants in good time.
(2) Applicants who fail to arrive without excuse shall be deemed to have withdrawn
their applications. If an applicant is excused from the interview for good reasons, the
Committee may schedule an alternative time of the interview by the end of the third week
after the expiry of the deadline for filing applications, or waive the interview provided the
interview does not involve the verification in practice that the applicant fulfils the
requirements for the performance of the job as stated in the Call and the Committee may
evaluate such applicant on the basis of his/her application only, and/or his/her answers to
questions.
Article 11
Evaluation of applicants
(1) The Committee shall evaluate the eligibility of the applicant for the job. While
doing so, the Committee shall take account of the applicant’s previous experience and results
achieved by the applicant; the eligibility of the applicant may be verified in another manner
- 4 by
the Committee, in particular by the verification in practice that the applicant fulfils the
requirements for the job, or by requesting the applicant to submit other documents.
(2) Following the evaluation of the applicants, the Committee shall make a shortlist of
three candidates for the Announcer. The Committee may decide not to recommend any of the
applicants; the Committee does not recommend any of the applicants unless it makes a
decision that it recommends at least one of the applicants.
Article 12
Minutes
(1) Minutes shall be taken of each meeting of the Committee, which shall be verified
by the Chair and signed by the members of the Committee present in the meeting without
undue delay.
(2) The minutes shall indicate when and where the meeting took place, who was
present and who chaired the meeting, the result of the votes, exact wording of the decisions
made and date of the minutes. The members of the Committee may request their opinions be
included in the minutes.
(3) The Chairperson of the Committee shall send the minutes to the members of the
Committee and the Announcer without delay after the end of the meeting.
Article 13
Decision on employment
The Announcer shall decide on employment of any of the applicants recommended by
the Committee or about the cancellation of the selection procedure, each within one week
from the decisive event. The decisive event shall be the day on which the Announcer received
the minutes of the meetings of the Committee from the Chairperson with the recommendation
of the applicants, or the day on which it turned out that the selected applicant would not enter
into an employment contract.
Article 14
Closing a selection procedure
(1) The selection procedure is closed upon the entering into an employment contract
with the selected applicant or upon the selection procedure is cancelled.
(2) The Announcer shall cancel a selection procedure if:
a) no application was filed;
b) the Committee did not recommend any of the applicants;
c) the Announcer decided not to employ any of the applicants recommended by
the Committee; or
d) none of the recommended applicants entered into an employment contract.
PART THREE
COMMON, TRANSITIONAL AND CONCLUDING PROVISIONS
Article 15
Common provisions
- 5 (1)
In this internal regulation, the Recruitment and Selection Code of Practice means
this internal regulation.
(2) Selection procedures are administratively provided for by the Human Resources
Department of the Rectorate which shall, on the Announcer’s instruction:
a) publish the Call for filing applications;
b) gather the applications and related documents;
c) communicate with the applicants, in particular, they will inform the applicants that
1. their application has been excluded;
2. they were/were not selected.
d) record any and all documents related to the selection procedure.
Article 16
Transitional provisions
The selection procedures which were not closed prior to the effective date of this
internal regulation shall be completed in accordance with the previous internal regulations.
Article 17
Repealing provisions
The Recruitment and Selection Code of Practice for filling the posts of academic
employees and other employees of Janáček Academy of Music and Performing Arets in Brno
registered by the Ministry of Education, Youth and Sports (hereinafter referred to as the
“Ministry”) on 1 July 2004 under Ref. No. 21 976/2004-3022 shall be repealed.
Article 18
Effective date
The present internal regulation shall come into force on the day of its registration by
the Ministry, and it shall become effective on the second day of the second calendar month
following the month in which it came into force.
prof. Ing. MgA. Ivo Medek, Ph.D., m.p.
Rector
prof. PhDr. Silva Macková, m.p.
Chairperson of the Senate
- 6 -
Contents
PART ONE LEGAL REGULATION
Article 1 Legislation and Recruitment and Selection Code of Practice
PART TWO SELECTION PROCEDURE
Article 2 Conduct of a selection procedure
Article 3 Waiver of a selection procedure
Article 4 Procedure prior to the commencement of a selection procedure
Article 5 Selection Committee
Article 6 Selection procedure commencement
Article 7 Decision-making
Article 8 Filing applications
Article 9 Assessment of applications
Article 10 Interviews
Article 11 Evaluation of applicants
Article 12 Minutes
Article 13 Decision on employment
Article 14 Closing a selection procedure
PART THREE COMMON, TRANSITIONAL AND CONCLUDING PROVISIONS
Article 15 Common provisions
Article 16 Transitional provisions
Article 17 Repealing provisions
Article 18 Effective date