On whether the hiring process was properly applied, the possible findings are:

Finding   What it means 
Merit  The process was both properly designed and applied to result in an appointment based on merit. 
Merit with exception  The process contained one or more errors in design or application: there was no identifiable negative impact on the outcome. 
Merit not applied  The process contained one or more errors in design or application: the impact on the outcome was known to be negative and as a result, the appointment was not based on merit.  
A finding of merit not applied can also be made if there is insufficient evidence or documentation to demonstrate that the design or application of a process was based on merit. 

On whether the individual appointed was qualified, the possible findings are:

Finding   What it means 
Qualified  The person, when appointed, possessed the qualifications specified as required for the position. 
Not qualified  The person, when appointed, did not possess the qualifications specified as required for the position. 
Qualifications not demonstrated  There was insufficient evidence provided to demonstrate that the individual, when appointed, possessed the qualification specified as required for the position. 

We also make one determination on the file documentation to support the hiring decisions.

Determination  What it means 
Good  The hiring process was comprehensively documented with minimal or no follow-up required. 
Sufficient  The hiring process was partially documented. Some documents were missing or incomplete and/or some aspects of the process required clarification. There was sufficient information to complete the audit. 
Insufficient  The hiring process was insufficiently documented. Key aspects of the process not documented and/or verbal evidence was required to complete the audit.