- Selection Committee members evaluate the oral responses, assignment and/or test for each candidate to determine who will receive further consideration.
- Human Resources Representative means those employees of the Department of Finance 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.
- Competition File is the official record of the competition containing all documents required by policies and guidelines.
- 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 Finance Website for a copy of the Affirmative Action Policy).
- The Human Resource Representative, as chairperson, shall facilitate the evaluation of the interview results.
- Interview results shall be evaluated based on the suggested responses approved by the Selection Committee.
- Written assignments are evaluated based on a predetermined answer key approved by the Selection Committee.
- 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)
- 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 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.
- In the event of a tie, the Selection Committee may administer additional oral questions and/or an assignment.
- After administering the interview, assignment and/or test, the Selection Committee meets to evaluate and reach consensus on the candidate’s score(s).
- The Human Resource Representative records the results of each interview, assignment and/or test on the appropriate testing document document(s).
- All documents showing the results of the interview, assignment and/or test are placed on the competition file.
- 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.).
- 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.
Canadian Charter of Rights of Freedoms
Public Service Act
Affirmative Action Policy