- Prior to reviewing resumes, the Selection Committee establishes interview questions and assignments that are used to measure an applicant's ability to do the job.
- Human Resources Representative means those employees of the Department of Human Resources designated to co-ordinate the recruitment process.
- Selection Committee includes, but is not necessarily restricted to, a Human Resources Representative and the Supervisor of the position being filled. Where appropriate, a member with technical expertise or community representative may be added to the Selection Committee, either as a full participant or in an advisory capacity with no vote in the final hiring decision.
- Technical Suitability refers to the skills, education, training and knowledge required to successfully perform the job duties.
- Personal Suitability refers to the motivation, work habits, communication and job related people skills and attitudes required to successfully perform the job duties.
- Behavioral Suitability refers to the previously demonstrated behaviors that are necessary to successfully perform the job duties.
- Systemic Employment Barriers refer to job requirements that unfairly exclude qualified people from competing for jobs. For example: requiring "GNWT experience" may discriminate against people who have never worked for the GNWT.
- Prohibited Grounds of Discrimination are race, color, ancestry, nationality, ethnic origin, place of origin, creed, religion, age, disability, sex, sexual orientation, gender identity, marital status, family status, family affiliation, political belief, political association, social condition and a conviction for which a pardon has been granted.
- Bona Fide Occupational Requirements are the essential duties of a job. Example; Highway Patrol Officers are required to drive vehicles or Slavey Interpreters are required to interpret Slavey.
- In addition to oral questions, the Selection Committee may rely on an assignment or test to help determine an applicant’s ability to do the job.
- Questions, assignments and tests shall relate to those duties, responsibilities, knowledge and skills specified in the approved job description.
- Questions, assignments and tests shall not discriminate against candidates based on prohibited grounds unless they are necessary for the performance of a bona fide occupational requirement as specified in the approved job description (Interview Questions to Avoid).
- Questions, assignments and tests shall be established in a manner that will effectively assess the technical, personal and behavioral suitability of a candidate (question and assignment examples).
- Questions, assignments and tests shall be developed, where possible, prior to the screening of applications.
- Questions, assignments and tests shall not introduce systemic employment barriers.
- Questions shall be weighted relative to their relevance to the position.
- The Selection Committee shall determine the desired weighting for an assignment prior to the interviews.
- All questions, assignments and tests used to evaluate interview results shall include suggested responses that are approved by the Selection Committee.
- Using the job description as a reference, a draft of the interview questions, assignment(s), tests and anticipated responses is prepared for review by the Selection Committee.
- Selection Committee members approve the final draft of the interview questions, assignment(s) and anticipated responses.
- Selection Committee members also review and approve the recommended weighting for each question, assignment and test as well as the relative weighting of the interview, assignment and/or test in the final overall score.
- A copy of the interview questions and anticipated responses and, if applicable assignment(s) and tests, are placed on the competition file.
Public Service Act
Public Service Regulations
Affirmative Action Policy
Financial Administration Act
Human Rights Act
Canadian Charter of Rights and Freedoms