The Staffing Review process has three steps with the first two taking place within the organization making the appointment. In the event an unsuccessful candidate remains concerned, the Merit Commissioner has authority for the third step.
Step 1 – Feedback from hiring manager
Step 2 -Internal inquiry by deputy minister or organization head
Step 3 – Review by Merit Commissioner
For step 1 and for step 2 you must be:
An unsuccessful employee applicant for either a permanent or a temporary appointment over seven months
A current BC Public Service employee who is either working or on layoff at the time of requesting feedback
Employee applicants who are unsuccessful for an appointment to an excluded position may only undergo step 1 and step 2 of the process.
For step 3 you must also be an unsuccessful candidate for a position covered by a bargaining unit (i.e., BCGEU, BCNU, PEA).
If you are not a BC Public Service employee, we encourage you to:
Ask the hiring manager questions about the competition
Request feedback about your performance in the competition
The following outlines the three steps of the staffing review process. The first two steps are conducted within the relevant organization. More information on Steps 1 and 2 is available for employees on the BC Public Service Agency website (MyHR).
The process starts with notification. The hiring manager notifies unsuccessful employee applicants of the competition outcome.
STEP 1 – Feedback from the hiring manager
Following notification, employee applicants have five calendar days to request feedback from the hiring manager about why they were unsuccessful.
As soon as practical, the hiring manager (or panel representative) provides the employee with a clear and accurate explanation as to why they were unsuccessful. The explanation may be provided verbally or in writing.
STEP 2 – An internal inquiry by the deputy minister or organization head
Following feedback, employee applicants have five calendar days to request an inquiry. A request must be:
Made in writing and must include the reasons (also known as grounds)
Sent to the deputy minister of organization head responsible for the appointment (usually by email)
Following the completion of an internal inquiry, the deputy minister or organization head:
Decides to either confirm the original appointment, or direct the hiring manager to reconsider that appointment
Provides the employee with the decision and/or a report within 30 days
STEP 3 – Independent review by the Merit Commissioner
Employee applicants who are not satisfied with the results of the inquiry and who are unsuccessful for a position covered by a bargaining unit may request an independent staffing review by the Merit Commissioner.
A staffing review by the Merit Commissioner is the third and final step of the staffing review process. As staffing review is an expedited investigation that does not involve a hearing. The Merit Commissioner strives to deliver a decision within 30 days of receipt of the competition file.
The request for a staffing review must be made to the Merit Commissioner within five calendar days of the deputy minister or organization head’s provision of the inquiry decision.
Submits the request for a review in writing
Provides a copy of the grounds submitted for the internal inquiry and the resulting decision
The Office of the Merit Commissioner:
Determines is the request is eligible for a review
Notifies the employee and the responsible organization head if a review will proceed
Collects documents, including missing ones
Contacts and meets (usually by phone) requestor
Contacts and meets (usually by phone) hiring manager
Contacts other parties as needed (e.g., other panel members, BC Public Service Agency Staff)
Analyzes information focusing on facts, requirements of the Public Service Act, application of relevant policies and collective agreement provisions and fairness of process
Issues a report to the requestor, relevant deputy minister, and head of the BC Public Service Agency
The Merit Commissioner’s decision is to either:
Dismiss the review
Direct the organization head to reconsider the appointment