1. Fair and consistent.
2. Be non-discriminatory on the grounds of sex, race, age, religion or disability.
3. Conform to statutory regulations and agreed best practices.
4. KESC uses a merit based system to optimize potential for selecting the most suitable applicant for the job. This method uses combination of written application, behaviorally based interview questions, online testing and or use of assessment centers etc.
   
   Non-Discrimination
   In order to provide equal employment and advancement opportunities to all individuals, employment decisions at KESC will be based on merit, qualifications, and abilities.  KESC does not discriminate in employment opportunities or practices because of race, colour, religion, sex, national origin, age or

Details for Applicants
The details of a vacancy or ‘further particulars’ of a post must include the job description for the post together with any other important information that a potential applicant may need to decide whether to apply or not for that particular position. The purpose of advertising a post is to attract the widest range of high caliber applicants; therefore the particulars sent to or accessed by applicants must give a clear picture of the post, Department, and of KESC as an employer.

Consideration should be given to making recruitment information available electronically as this is less resource intensive method of communication. Electronic information can be given through KESC Website.

1. Advertisements on KESC Websites Career section will be placed and updated by the Recruitment Section at KESC Headquarters.
2. The advertisement on KESC website will be used for recruiting high ended candidates from local as well as foreign chapters.
3. The advertisement shall be placed with a start and end date on which it will automatically close and applications after the closing date will not be accepted.

1. All appointment shall be on probation for period of three months or otherwise intimated in the letter of appointment.
2. In the event of an employee failing to show satisfactory performance during the probationary period, the Company may, at its discretion, extend the period of probation by a further period not exceeding three months.
3. If an employee fails to complete the extended probationary period satisfactorily, the Company may, at its discretion, offer him an appointment in a lower grade with the usual probationary period or terminate his services.
4. The Company may, at its discretion, curtail or dispense with the probationary period of an employee during his probation.
5. If no order confirming an employee or extending the period of probation of an employee is issued on or before the expiry of his probationary period, the initial probationary period shall be deemed to have been satisfactorily completed.

1. An employee shall be deemed to have been confirmed in the service of the Company, on satisfactory completion of the probationary period or if that period is extended, on satisfactory completion of such extended period.
2. Confirmation of an employee who has satisfactorily completed his probationary period of service will be given effect from the date of his initial appointment in the grade.
   
   Liability to Serve in Any Post, etc
   An employee of the Company shall be liable to serve within or outside Pakistan, in any position / office or project or any post under the Company or a body set up or established or managed by the Company.