2022-001195
- Date of request
- 21 February 2022
- Date of response
- 08 March 2022
- Corporate information
Request
In relation to the recruitment process that took place in November 2021 for the position of B6 Information Analyst, I would like to request the following information:
1. I understand that the presentation was part of the recruitment process, but it did not count towards the final decision:
a. Who made the decision not to score the presentation as part of the final decision?
b. What were the reasons for this decision?
2. I understand that the interviews were conducted by a team of trained interviewers and the process was overseen by the People Development Manager Caroline Crocker:
a. What type of training did the interviewers received?
b. How many interviews were conducted and how may interviewers took part in total and in each of the interviews?
c. What system was used to ensure consistency?
3. I understand that the final stage (and the only one that counted towards a final decision) was an interview which included both technical and competency based questions:
a. What were the questions?
b. Were all the questions technical or competency based?
c. Were they based upon clear criteria in line with the job description and person specification?
4. I am assuming that there was a scoring mechanism agreed and communicated to all interviewers to ensure fairness and consistency:
a. What was the scoring mechanism for each question?
b. Was the scoring mechanism based upon clear criteria in line with the job description and person specification?
5. I understand that some B5 Information Analysts in PHS have received specific training as part of the Analysts Training Institute initiative:
a. Why has this training not been offered to all B5 Information Analysts in PHS?
b. What is the success rate of the Analysts Training Institute B5 analysts who applied to a B6 post?
c. What was the equivalent rate for the rest of the applicants?
I believe that it is appropriate for me to request this information, based on the following points from the NHS Scotland Agenda for Change Handbook:
31.20 Selection should be consistently applied and based upon clear criteria which are in line with the job description and person specification.
31.21 A written record of all decisions should be kept for a minimum of six months.
31.22 A means of monitoring the selection process should be agreed at local level.
31.23 Interviews are one means of selecting job applicants. Consideration should be given to the options available. In all cases the process should suit the requirements of the job and be designed to bring out the best in the applicants.