We draw each sample approximately 7-10 days after the sample period had ended. Where the BC Public Service Agency is involved in coordinating the collection of documentation, we send them a list of the relevant appointments. At this point they can also identify appointments that are out of scope. For each sample, we send a [...]
After discussions with the hiring manager, we send a copy of the preliminary report to the deputy minister. The deputy minister or their staff, at that point, have the opportunity to provide more evidence about the hiring process that may impact the final result.: We consider any addition information received Amend the audit report where [...]
Each appointment audit looks to determine: Was the hiring process properly applied to result in appointments based on merit? Was the person appointed to the position qualified?
No. We only share the results for appointments we audit in a given ministry with the respective deputy minister. The Merit Performance Audit Report we publish at the end of each year is a comprehensive analysis and summary of the overall results for the BC Public Service. We do not report out any results by [...]
No. The law does not allow the Merit Commissioner to review the hiring practices of a ministry or organization upon request.
No. The Merit Commissioner’s mandate is to conduct random audits of appointments, not specific competitions or appointments. The Merit Commissioner can, on request by an unsuccessful employee applicant in a competition, conduct a staffing review of a specific hiring process.
We conduct our annual merit performance audit on a fiscal year basis (appointments made between April 1 and March 31). We divide the fiscal year audit into four sampling periods. This allows us to select and audit appointments closer to the time the competition was held, when the process is fresher in the hiring manager’s [...]
We send individual audit reports to the respective deputy ministers in April and October of every year. Each year, we also summarize our overall results in a Merit Performance Audit Report. We provide this report to the Legislative Assembly and publish it on our website around November.
A final finding of merit not applied means that we identified: At least one error in the design or application of the recruitment and selection process (e.g., past work performance, a factor of merit, was not considered as required) The error had a negative impact on the competition outcome (e.g., The wrong person is appointed [...]
Where the audit finding is merit not applied, we send a copy of the preliminary report to the deputy minister. The deputy minister or their staff, at that point, may be able to give more evidence about the hiring process that may impact the final result. Once we receive this information: we consider it, amend the report where appropriate, and sent the final audit report to [...]