- The Selection Committee establishes assignments and/or interview questions that will be used to measure an applicant's ability/suitability for a position. Once the screening process is complete and the Selection Committee has determined which candidates will receive further consideration, an assignment or test and/or formal interview is administered.
- Behavioral Suitability refers to the previously demonstrated behaviors (competencies) that are necessary to successfully perform the job duties.
- Bona Fide Occupational Requirements are the essential and/or statuatory standards required to perform the duties of a job. Example: Highway Transport Officers are required to have driver’s license in order to drive vehicles or Bilingual positions require the incumbent to speak an Official Language, such as French.
- Human Resources Representative means those employees of the Department of Finance designated to co-ordinate the recruitment process.
- Personal Suitability refers to the motivation, work habits, communication and job related people skills and attitudes required to successfully perform the job duties.
- 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 pardoned criminal conviction.
- 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.
- 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.
- Technical Suitability refers to the education, training, knowledge and skills required to successfully perform the job duties.
- 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 the duties, responsibilities, knowledge, skills, abilities and behaviours specified in the approved job description.
- Questions, assignments and tests shall not discriminate against candidates based on prohibited grounds unless they are required to assess the candidate’s ability to perform a bona fide occupational requirement as specified in the approved job description.
- Questions, assignments and tests shall be established in a manner that will effectively assess the technical, personal and behavioral suitability of a candidate.
- Questions, assignments and tests shall be developed prior to the screening of applications.
- Questions, assignments and tests shall not introduce systemic employment barriers.
- The Selection Committee shall determine the desired weighting for the assignment, test and/or interview prior to reviewing applications.
- All questions, assignments and tests used to evaluate candidates shall include suggested responses and/or marking keys that are approved by the Selection Committee in advance of reviewing applications.
- The Human Resources Representative shall act as chairperson and will facilitate the interview and/or administer the assignment or test ensuring compliance with all relevant policies, procedures and legislation.
- Interviews shall consist of a preestablished set of questions that will be administered to all candidates.
- Interviews may be conducted face to face, over the telephone or as a videoconference.
- The Human Resources Representative shall give candidates clear and concise instructions on how to complete an assignment or test and identify what knowledge, skills, abilities are being assessed in the assignment or test.
- Where possible, candidates shall be provided the same environment and amount of time in which to complete an assignment or test.
- Assignments or tests may be given before, during, or following an oral interview and may be completed by distance.
- When a candidate gives a response to a question that suggests illegal behaviour, gross misconduct, or a lack of adherence to a professional code of conduct and ethics or accepted practice, the Selection Committee may deem the candidate to be unsuitable, regardless of the total score of the interview.
- Selection Committee members shall reach consensus on the score of the interview questions and/or assignment.
- The pass mark for an assignment, test or interview shall be 60%. A total score of 60% means that the candidate has the ability to do the job at an acceptable level.
- In the event of a tie, the Selection Committee may administer additional oral questions and/or an assignment.
- If at any time during the competition, the Human Resources Representative determines that a candidate intentionally misrepresents any part of their qualifications or work experience, they are immediately eliminated from the competition.
- Assignment and interview results, where the previous position applied on is the same as the current position, will stand for a period of six months. Where an applicant has applied on the same position within the previous six months, and the assessment materials are the same, assignment and interview results for the old competition may be carried over to the current competition.
- Using the job description as a reference, interview questions, assignments, tests, anticipated responses and/or marking keys are developed and approved by the Selection Committee members.
- 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.
- Assignments or tests and/or interviews are administered in compliance with all relevant policies, procedures and legislation
Section 19.(1), Qualifications
Section 19.(2), Discrimination
Section 2 Selection
Section 5.(1). Prohibited Grounds of Discrimination
Section 8.(2), Bona fide Occupational Requirement
Section 6.(4), Affirmative Action Programs
Section 15.(2), Affirmative Action Programs