What is merit? | How is merit assessed? | The selection advisory panel | The assessment process | Selecting the best applicant

In the Northern Territory Public Sector (NTPS), selection is based on the merit principle.

What is merit?

Merit is defined in the Public Sector Employment and Management Act as "the capacity of the person to perform particular duties, having regard to the person's knowledge, skills, qualifications and experience and the potential for future development of the person in employment in the Public Sector."

Back to top 

How is merit assessed?

Merit is determined through a fair and transparent assessment process based on the stated principles of merit, natural justice, human resource management and conduct.

These guiding principles are found in the Public Sector Employment and Management Act, its Regulations and Employment Instructions.

The assessment process is chosen to suit the circumstances of the vacancy and the business environment in which it operates and, in most cases, is carried out by a "selection advisory panel".

The panel is responsible for making a balanced judgement on the relative merit of the applicants in respect of the selection criteria established for the position and to convey its recommendations to the delegated officer.

The merit assessment process generally includes the following steps:

The Application

Applicants, taking into account the responsibilities of the job, provide written evidence of their qualifications, skills, knowledge and experience which demonstrates their claims against the selection criteria contained in the job description.

Assessment Process

The selection advisory panel considers applications and obtains as much other information about applicants as they require, to make an informed assessment.

Selecting the Best Applicant

When the panel has gathered sufficient information, they evaluate the evidence to determine whom, in their judgement, has established the greatest capacity to do the job.

Back to top 

The selection advisory panel

A panel is usually made up of three people and the majority of panel members will normally be NTPS employees. The make up of the panel will vary depending on the assessment process.

Back to top 

The Assessment Process

Shortlisting

Shortlisting is a sorting process the panel undertakes to identify those applicants who meet at minimum the essential selection criteria and can be considered for further assessment. This process is a systematic assessment of the strengths of the applicants' claims against the selection criteria.

Before a panel can proceed, internal NTPS redeployees (employees who have been declared surplus to the requirements of an agency) must be given prior consideration for the vacancy at the shortlisting stage.

Redeployees are assessed for their ability to do the job with a reasonable period of training

Assessment Methods

In collecting information to explore the capacity of applicants to do the job, the panel may use one or more of the following assessment methods:

The interview - The interview allows the panel to explore the applicant's claims against the selection criteria in order to obtain further information to consider in their assessment. The panel will ask questions related to job requirements and selection criteria, fully explore answers and allow for questions from the applicant.

Usually interviews are structured and interactive, consisting of a series of predetermined questions and should centre on issues related to the selection criteria and the demands of the job.

The interview could also be used to allow the applicant the opportunity to explain and expand on the information provided in their application.

An interview is only one method of assessment that may form part of the total assessment process.

Case studies - the applicants are given a certain amount of time to prepare a verbal or written response to a particular hypothetical situation relevant to the job.

Role-plays - the applicants are invited to participate in a role play exercise relevant to the job.

Samples of work and presentations - where relevant to the job requirements, the panel may ask applicants to provide examples of past work or make a presentation to the panel.

Aptitude tests - are designed to measure ability or capacity to learn by identifying a person's area of talent or suitability for certain types of work. Examples include tests for numerical ability, speed and accuracy, clerical ability and mechanical aptitude.

Achievement tests - aim to measure what has already been learned. The test can consist of a written or oral examination or a simulated "on-the-job" exercise. Achievement tests are suitable where specific skills are used in the job and it is relatively easy to measure them.

Personality and temperament tests - tend to be used at more senior levels and aim to identify personality traits such as emotional adjustment, assertiveness, etc. Trained psychologists administer these tests.

Contacting referees - is undertaken to obtain further information about an applicant's work performance, and to explore and verify information regarding an applicant's claims. It is usual for a panel to contact one or more referees for each shortlisted applicant.

The panel may contact referees nominated by the applicant and other persons who the panel considers can provide relevant comment (non-nominated referees). Referee comments can be provided to the applicant and based on the principles of natural justice, applicants will be given the opportunity to respond to unfavourable comments made by a non-nominated referee. The applicant's response will be taken into consideration when determining the merit of the referee's comments.

Back to top 

Selecting the best applicant

Having gathered sufficient evidence through the assessment process, the panel makes a systematic and objective evaluation of all relevant information. The evidence before the panel can include written applications; information obtained through interviews and/or other assessment methods, referee reports and applicant response to unfavourable comment.

If a number of applicants meet all the essential criteria, the panel's role is to select the applicant who best meets the criteria. To do this the panel will make a comparative assessment of all applicants.

When the evaluation is completed, the panel makes a recommendation to the Chief Executive Officer or delegated officer in their agency.

Back to top