One of the key features of election management is that it requires a very large numbers of staff. A Human Resources Division or a Personnel Office will play a key role in the success of the electoral process. A high quality advance planning with clear definition on what categories of staff is needed and how they will be selected is crucial. Before staff can be appointed, a clear description of what the job entails and what sort of person will fill it needs to be prepared. Such preparation normally entails putting together some form of overall structure of staff and responsibilities. Any structure should have regard to the separate and distinct functions undertaken prior to, during and after the election.
An EMB structure could include specific divisions for human resource, information and technology, finance, legal services public information etc. Each division will seek differing skills, such as:
- lawyers and experienced executives for the legal division;
- trainers and teachers for the civic and voter education division;
- accountants for the finance division;
- and computer professionals for the information technology division.
Criteria such as terms of qualifications, suitability for work, age, and possibly lack of connection with parties or candidates, are common thing considered in the recruitment process. Many of the posts involved are specifically identified in laws and regulations. Commonly posts such as Returning Officer, Counting Officer and Polling Officer/Poll Worker are sometimes described in legislation, as are the duties attach to these posts.
Good employment practices should be adopted, although it is recognised that this may not always be possible. Pay scales, conditions of service, ordering of office equipment, office administration, petty cash, and so on, although perhaps considered minor issues, all need to be put in place to contribute to the successful organisation of the election administration process.
