17Comparative assessment

17 Comparative assessment

17 Comparative assessment

(1) A comparative assessment for a role is the process of assessing an individual’s claim against—

(a) the pre-established standards for the role, and

(b) any other claimants for the role.

(1A) For the purposes of subrule (1)(a), the assessment of the individual’s claim against the pre-established standards for the capabilities required for the role must include, at a minimum, an assessment of the individual’s claim against the pre-established standards for the focus capabilities for the role.

(2) The process is to include the following—

(a) screening for essential requirements such as a qualification or licence,

(b) reviewing an application and resume,

(c) at least 3 capability-based assessments, one of which is an interview,

(d) referee checks.

(3) To avoid doubt, referee checks under subrule (2)(d)—

(a) may be carried out in relation to a candidate undergoing a comparative assessment, and

(b) must be carried out in relation to a candidate who is proposed to be offered employment following a comparative assessment.

Note—

Rule 19(5) and (6) set out the requirements for referee checks in relation to talent pools.

(4) A comparative assessment must be carried out by 2 or more assessors.

(5) For the assessment of a candidate for a non-executive role—

(a) an independent assessor is required if an assessor is the direct supervisor of another assessor, and

(b) the independent assessor must be a person who is not employed in the same part of the Public Service agency in which the other assessors are employed and in which the non-executive role is being filled.

(6) For the assessment of a candidate for an executive role—

(a) an independent assessor is required if an assessor is the direct supervisor of another assessor, and