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?
In the fall, after we have audited all the appointments for a fiscal year, we group the results. We analyze the results for any trends and common issues we observed. We publish in our Merit Performance Audit Report the overall results, observations, and recommendations to improve merit-based hiring on our website.
Twice a year, we provide a detailed report on each appointment audited to: The deputy minister in which the appointment was made. The Deputy Minister of the BC Public Service Agency. We encourage the deputy ministers to share the individual audit reports with the responsible hiring managers.
If there are many audits being done in your ministry, it’s likely due to a combination of: A higher-than-average number of appointments resulting in a greater opportunity for appointments from that organization to be selected. Each quarter, every appointment on our list has an equal chance of being selected as part of the sample for [...]
Yes. On a quarterly basis, we get lists of all permanent and temporary appointments over seven months made in ministries and organizations. We combine these lists and apply a random number generator, which creates our sample. Every appointment on our list has an equal chance of being selected as part of the sample for audit. [...]
Does the merit performance audit include appointments that are the result of out-of-service competitions, expressions of interest or developmental opportunities?
Yes. As long as the appointment is made under the Public Service Act, and either permanent or temporary over seven months.
The Merit Commissioner can only audit positions where the Public Service Act applies. On an annual basis, the Merit Commissioner conducts a merit performance audit that examines two types of appointments: Permanent appointments Temporary appointments over seven months Other types of appointments are subject to special audits by the Merit Commissioner. These include: Direct appointments [...]
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 [...]