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0111 - Evaluating Interviews, Assignments and Tests

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Contents

Introduction

  1. Selection Committee members evaluate the oral responses, assignment and/or test for each candidate to determine who will receive further consideration.

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Definitions

  1. Human Resources Representative means those employees of the Department of Human Resources designated to co-ordinate the recruitment process.
  2. 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.
  3. Competition File is the official record of the competition containing all documents required by policies and guidelines.
  4. Affirmative Action Policy means the guidelines that support the GNWT’s commitment to a competent Public Service that is representative of the population it serves  (see the Human Resources Website for a copy of the Affirmative Action Policy).

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Guidelines

  1. The Human Resource Representative, as chairperson, shall facilitate the evaluation of the interview results.
  2. Interview results shall be evaluated based on the suggested responses approved by the Selection Committee.
  3. Written assignments are evaluated based on a predetermined answer key approved by the Selection Committee.
  4. Oral interview questions are rated on the following scale:
     
    0 Points: The candidate provides no response.
    1 Point: Although the candidate attempts to answer the question, he/she has very little understanding of the subject matter.
    2 Points: The candidate provides an answer that satisfies only part of the question.
    3 Points: The candidate provides an answer that closely resembles the suggested response approved by the Selection Committee and would be acceptable to do the job.
    4 Points: The candidate provides an answer that expands on the suggested response approved by the Selection Committee.
    5 Points: The candidate provides an impressive response that greatly exceeds the suggested response approved by the Selection Committee.

    (1/2 points may be awarded)
  5. 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.
  6. Selection Committee members shall reach consensus on the score of the interview questions and/or assignment.
  7. The pass mark shall be 60% and is generally comprised of a total score from the oral questions, written assignment and/or test. A total score of 60% represents an average score of three for each question and means that the candidate has the ability to do the job at an acceptable level.
  8. In the event of a tie, the Selection Committee may administer additional oral questions and/or an assignment.

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Procedures

  1. After administering the interview, assignment and/or test, the Selection Committee meets to evaluate and reach consensus on the candidate’s score(s).
  2. The Human Resource Representative records the results of each interview, assignment and/or test on the appropriate testing document document(s).
  3. All documents showing the results of the interview, assignment and/or test are placed on the competition file.
  4. If the competition fails to produce a successful candidate, the Supervisor may consider either cancelling the competition or closing and re-advertising. In any event, it is recommended that the Human Resource Representative and Supervisor re-visit the competition file to ensure nothing has contributed to a lack of qualified candidates (systemic barriers, advertising location, timing of competition, job description, etc.).
  5. Competitions that are re-advertised are done so as a new competition. In the event of a cancelled or re-advertised competition, the Human Resource Representative informs all GNWT employees and Affirmative Action candidates in writing.

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Authorities and References

Canadian Charter of Rights of Freedoms

Public Service Act

Affirmative Action Policy

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