If there is any hint of a partisan approach in the appointment process it will rapidly reduce the confidence of the participants in the fairness and openness of the electoral process. With large numbers of temporary staff, it is difficult to apply the same standards and processes as occur when permanent staff are selected for senior posts. A decision, therefore, needs to be made on the fair selection criteria which will apply to the different categories of posts. It is common for the criteria for temporary staff and the appointment process to be much simpler than for permanent staff. The recruitment process may be as basic as a recommendation from an existing poll worker that a person is suitable, followed by a check that the person is not connected to any party or candidate.
Most organisations have codes of practice and procedures for staff recruitment.
This code is designed to cover all types of University staff appointments but the principles are equally applicable to the appointment of electoral staff, particularly permanent ones. Some countries use a screening process involving the main parties when appointing, for example, voter registration staff, which assists in ensuring transparency. Criteria for Posts Poll workers usually have to work long hours and sometimes in difficult conditions. One obvious criteria is to make this necessity clear in the information about the post and clearly set out what the duties entail. The advance information should also set out clearly that, for example, any involvement with a political party or candidate will disqualify a person from working on the electoral process.