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:
- psychometric testing
- aptitude testing
- information sought from referees.
There is no set process that must be applied in all circumstances.
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