Merit selection ensures that selection is based only on a person's ability to perform the work. Merit selection aims to choose the best person for the job, resulting in a quality workforce.

Standards of merit selection

There is considerable flexibility in the tools that can be used to achieve merit selection. For example, a range of methods may be used to assess applicants including:

• application
• psychometric testing
• interview
• aptitude testing
• information sought from referees.

There is no set process that must be applied in all circumstances.

Minimum standards

Competition: obtain the best field of applicants through advertising.

Selection criteria: describe those specific capabilities (knowledge, skills and abilities) needed to do the job.

Selection committee: a group of people selected to assess candidates for a position.

Comparative: assessment rate applicants individually on how well they meet the selection criteria, assessing them, on the best evidence obtainable, on how they would meet the job requirements.

Equity: design the process to be fair to all members of the community.

Integrity: select impartially and ethically.

Choosing the best person: recommend the appointment of the person whose capabilities (knowledge, skills and abilities) best match the job requirement.

Transparency: decisions can withstand scrutiny and be publicly defensible