The Commission must keep a database of successful candidates who were not selected, use it for up to 12 months, and follow the ranking order when filling vacancies. Interview fraud or false information is an offence and can lead to removal, disqualification, possible criminal action, and termination of employment if discovered later.
2. The principal Regulations are amended by adding immediately after regulation 12 the following: Database of successful candidates “12A (1). The Commission shall keep and maintain a database of all names of successful candidates who have not been selected for employment. (2) The database of successful candidates will remain valid for a period of twelve months from the date of approval of the results. (3) The Commission shall keep the list of names in the database according to the pass mark of each candidate and fill the vacant posts according to that order. (4) The Commission shall advertise vacant post and conduct interview if the list in the database is exhausted or lacks a candidate with a required expertise or qualification. (5) Where in the database list, there is successful candidates with similar marks or rank, the following shall be regarded: 1 Judiciary Administration (General) (Amendment) GN. NO.874 (Contd.) Fraudulent act during interview (a) in case of different gender, the female shall be given priority; and (b) in case of the same gender, the older candidate shall be given priority.” “12B (1) A person who during interview- (a) use any electronic equipment or gadget capable to take photograph, exchange data, record audio or visual picture or any act of similar nature; (b) cheat in any means; or (c) intentionally provide any false information, (i) (d) commits offence, and shall be- immediately removed from the interview and be disqualified; prohibited to participate in any vacant post advertised by the Commission; and liable for further criminal action. (iii) (ii) (2) The provisions of subregulation (1) (a) shall not apply to a person with disability who due to his disability, has been medically certified to use such equipment or gadget. (3) Before take any action, the Commission shall give an opportunity to the candidate to defend himself in writing or in any other appropriate manner. (4) Where the incident is discovered after the interview or after being employed, the employment shall be terminated and the provisions of subregulation (1) (ii) and (iii) shall be applied.” Dar es Salaam, 15th October, 2024 IBRAHIM HAMIS JUMA, Chairman of the Commission 2