e27e962b____Staffing_File_Documentation_Decision_points_Source_of_Requirement
[0] 9 [Documentation Required] Assessment Plan The tools to be used to assess the merit criteria; with the rating or scoring criteria or scale(s), weighting, pass marks, etc. [Decision Point] Assessment [Source of Requirement] 
Employment Equity in the Appointment Process Policy Deputy heads must use assessment tools and processes that are designed and implemented without bias and do not create systemic barriers. Official Languages in the Appointment Process Policy Deputy heads must ensure that proficiency in the second official language, other than specialized or expert proficiency in one or both official language(s), is assessed by means of the Second Language Evaluation, or other assessment method approved by the Commission. Deputy heads must respect the Public Service Employment Act, which requires that an examination or interview for the purpose of assessing qualifications, other than language proficiency, must be conducted in the person's official language of choice. Assessment Policy The assessment is designed and implemented without bias, political influence or personal favouritism and does not create systemic barriers. The assessment processes and methods effectively assess the essential qualifications and other merit criteria identified and are administered fairly. The identification of persons who meet the operational requirements and organizational needs is carried out objectively. Deputy heads must ensure that the assessment processes and methods result in the identification of the person(s) who meet the qualifications and other merit criteria used in making the appointment decision and provide a sound basis for making appointments according to merit. Deputy heads must ensure that those responsible for assessment: obtain the PSC's approval before using tests of personality, intelligence, aptitude, or tests of like nature; adhere to the guidelines set forth in the document entitled Testing in the Public Service of Canada, published by the PSC, when developing and using standardized tests; use assessment tools that do not create systemic barriers to employment; use the PSC's Second Language Evaluation test or another instrument approved by the PSC to assess official language skills on a "meets/does not meet" basis; conduct their own assessment of expert or specialized official language proficiency qualifications; and assess qualifications for appointment to or within the EX group with a structured interview and a structured reference check, and any additional assessment tools necessary to provide clear evidence for appointment decisions (such as SELEX), or obtain approval from the PSC for exceptions to the EX assessment requirements on a case-by-case basis, except for acting EX appointments over four months. Deputy heads must respect the Canadian Charter of Rights and Freedoms and the Canadian Human Rights Act, which prohibit certain grounds of discrimination.
Source of Requirement – Staffing File Documentation
Source of Requirement