 |
|
|
| |
| Vacancy Advertising Scheme (VAS) |
Selection Process
The purpose of the selection process is to assess relative competence of candidates as evidenced by the interview and other tests (selection strategy) if used. Guidance on competence based questioning is available by clicking here.
Candidates must be marked or scored against the requirements of the post to establish an order to merit. This must indicate whether candidates are considered suitable or not suitable. A model interview assessment sheet is available.
Guidance on using the model interview assessment sheet is available by clicking here.
The panel must also produce a brief agreed assessment for each candidate This is used to give feedback to candidates. Example candidate assessments are available by clicking here.
Any ongoing disciplinary issues that had been indicated on the application form must then be discussed with the applicant's personnel section to see if these have concluded and in order to assess the impact on the applicant's suitability to take up post.
Panels may also then consider attendance records in order to assess any impact on the applicant's suitability to take up post (see "Using attendance data in the selection process" above). A report of the selection exercise must be completed. This must be certified by the Chair of the panel. The report must be kept with all the other VAS paperwork for audit purposes.
A model Panel Report is available as are notes to help complete the model panel report.
|
| Back to top ^ |
|
|
|
