Adequacy of selection methods

The assessment of candidates included one standardised and anonymised cognitive test - 1. Number of files that meet the criterion (used for point allocation)

The assessment of candidates included one standardised and anonymised cognitive test - 2. Please fill in the checklist (does not determine point allocation)

The assessment of candidates included one standardised work sample exercise - 1. Number of files that meet the criterion (used for point allocation)

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in the public service in a non-representative group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Recruitments to top management public service positions are excluded. The analysis must determine whether a work sample test was part of the selection process. In the case of recruitments open to external candidates to fill managerial positions, at least one work sample test must assess managerial competencies and must be based on a pre-defined competency model encompassing managerial positions. At a minimum, the competency model must include the list of competencies, the definition of each competency, and behavioural indicators describing specifically how a competency can be observed. For the purpose of the assessment, competences for managerial positions must include at least people management, and planning and organisation of work in the organisational unit. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 15 = linear function • x = 15 = 1 point.

The assessment of candidates included one standardised work sample exercise - 2. Please fill in the checklist (does not determine point allocation)

The assessment of candidates included a structured interview - 1. Number of files that meet the criterion (used for point allocation)

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in the public service in a non-representative group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Recruitments to top management public service positions are excluded. The analysis must determine whether a structured interview (i.e., an interview in which the structure of the questionnaire is the same for all the candidates) was part of the selection process. In the case of recruitments open to external candidates to fill managerial positions, if the structured interview includes the assessment of managerial competences, it must be based on a pre-defined competency model encompassing managerial positions. At a minimum, the competency model must include the list of competences, the definition of each competency, and behavioural indicators describing specifically how a competency can be observed. For the purpose of the assessment, competences for managerial positions must include at least people management, and planning and organisation of work in the organisational unit. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 15 = linear function • x = 15 = 1 point.

The assessment of candidates included a structured interview - 2. Please fill in the checklist (does not determine point allocation)

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in the public service in a non-representative group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Recruitments to top management public service positions are excluded. The analysis must determine whether a structured interview (i.e., an interview in which the structure of the questionnaire is the same for all the candidates) was part of the selection process. In the case of recruitments open to external candidates to fill managerial positions, if the structured interview includes the assessment of managerial competences, it must be based on a pre-defined competency model encompassing managerial positions. At a minimum, the competency model must include the list of competences, the definition of each competency, and behavioural indicators describing specifically how a competency can be observed. For the purpose of the assessment, competences for managerial positions must include at least people management, and planning and organisation of work in the organisational unit. These requirements must be fulfilled in all the recruitments in the sample to award points.

Assessment methods were developed by professionals qualified in personnel selection

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in the public service in a non-representative group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Recruitments to top management public service positions are excluded. The analysis must determine whether professionals qualified in occupational psychology and psychometrics, from the central government administration or external, contributed to the development of the assessment methods, including their content and the scoring method. This analysis may involve the review of existing regulations and guidelines on the preparation and administration of assessment methods, and interviews with HR staff in the recruiting authority(ies) included in the group of central government administration bodies.

Information provided by candidates in the job application was verified before the appointment

The legislation establishes that the highest-ranked candidate after the selection must be appointed

Review of primary and secondary legislation regulating selection procedures to access public service positions in the central government administration. Only recruitment open to external candidates is considered. If there are separate provisions regulating recruitment to top management public service positions, they are not considered. For the assessment, general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to recruitment of public servants are only considered if there is an explicit reference to them in general legislation on the public /civil service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is excluded from the assessment. The analysis must verify whether the general civil service and/or public service legislation fulfils the following elements: • The best-ranked candidate, after the selection phase, should be appointed to the position. The only exception allowed is when the second-ranked candidate is appointed after the voluntary resignation of the first-ranked one. • Legislation should establish reasonable timelines between the selection decision and the date to start employment to ensure that administrative issues do not hinder the appointment of first-ranked candidates. Reasonable timeliness means an amount of time which is necessary and convenient for candidates to join the public service considering their circumstances before the appointment (e.g., notice periods to which they are subject). • Political appointees are not allowed to change the selection committee’s decisions. • In pooled recruitments, procedures ensure that the appointment to vacant positions is made respecting the ranking of candidates after the selection. Namely, the first ranked candidate has the right to choose the vacancy to which he or she will be appointed, and the rest follow in descending order. Or the recruiting authorities have the obligation to appoint successful candidates to vacancies starting by the best-ranked one and following in descending order. The general civil service and/or public service legislation must include all the elements above to score points. Otherwise, 0 points are awarded. If the general civil service and/or public service legislation fulfils the criterion, a reduction of points may be applied based on the checklist to assess SI 8.3, Criterion 2.

The first-ranked candidates were appointed - 1. Number of files that meet the criterion (used for point allocation)

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in the public service in a non-representative group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Recruitments to top management public service positions are excluded. The analysis must verify whether the following elements were fulfilled in the recruitments analysed: - The best-ranked candidate after the selection phase was appointed to the position or if the second-ranked candidate was appointed, it was due to voluntary resignation of the first-ranked one. - In pooled recruitments, the first ranked candidate chose the vacancy to which the candidate was appointed, and the rest followed in descending order. Or the recruiting authorities appointed successful candidates to vacancies starting by the best-ranked one and followed in descending order. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 15 = linear function • x = 15 = 3 points.

The first-ranked candidates were appointed - 2. Please fill in the checklist (does not determine point allocation)

Analysis of a non-representative sample of recruitment files in competitions open to external candidates to fill vacancies in the public service in a non-representative group of central government public administration bodies organised in the last full calendar year. The situation is analysed in the ministry responsible for finance, ministry responsible for internal affairs (of interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Recruitments to top management public service positions are excluded. The analysis must verify whether the following elements were fulfilled in the recruitments analysed: - The best-ranked candidate after the selection phase was appointed to the position or if the second-ranked candidate was appointed, it was due to voluntary resignation of the first-ranked one. - In pooled recruitments, the first ranked candidate chose the vacancy to which the candidate was appointed, and the rest followed in descending order. Or the recruiting authorities appointed successful candidates to vacancies starting by the best-ranked one and followed in descending order.

Retention rate of public servants appointed to open-ended jobs through open competition in the central government administration (%)

Percentage of public servants appointed in the year before the latest full calendar year as a result of a recruitment open to external candidates who stayed in the public service for one year after their appointment. Data relates to central government administration only. If centralised data does not exist, 0 points are awarded. Points are allocated based on the retention rate (x): • x < 75% = 0 points • 75% ≤ x < 95% = linear function • x ≥ 95% = 3 points.