Archived - Appointment Policy Considerations - Assessment


In making a decision on assessment, deputy heads may want to consider that:

  • There must be a clear link between qualifications and assessment tools and methods.
  • All essential qualifications for a position must be assessed, but the merit criteria can be applied in any order.
  • A person can be eliminated from further consideration as soon as it is shown that he or she does not possess an essential or asset qualification, or does not meet the operational requirements or organizational needs identified for the position.
  • The following are commonly recognized assessment methods: interview, samples of previous work, simulation/situational exercise, written tests, assessment centre, review of past accomplishments and experience.
  • The use of more than one assessment method or source of information; for example, an interview and a simulation, usually improves the quality of the assessment.
  • Assessment tools must be administered fairly, which does not necessarily mean using the same assessment tools for all persons being assessed. In assessing persons with disabilities, it may be necessary to modify the assessment procedures to allow for a fair assessment of their qualifications.
  • It is not necessary for persons with disabilities to self-identify in order to request accommodation during the appointment process.
  • Selecting and training designated group members and people from diverse backgrounds as selection board members supports bias-free appointment decisions.
  • Different persons can be responsible for the assessment in an appointment process as long as the assessments are conducted in the same manner and the information collected by those persons can be integrated to determine the merit of all the persons being assessed in a fair manner.
  • Tools are available to assist in the assessment of candidates:
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