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Human Resource Manual

0104 - Preparing the Screening Criteria



  1. Screening criteria will be established to determine which candidates qualify for further consideration.  They consist of a combination of prerequisite experience and education.


  1. Human Resources Representative means those employees of the Department of Human Resources designated to co-ordinate the recruitment process.
  2. Selection Committee includes, but is not necessarily restricted to, a Human Resources Representative and the Supervisor of the position being filled.   Where appropriate, a member with technical expertise or community representative may be added to the Selection Committee, either as a full participant or in an advisory capacity with no vote in the final hiring decision.
  3. Competition File is the official record of the competition containing all documents specified in the guidelines.
  4. Equivalencies are the various combinations of education and experience required to do the essential duties of the job.
  5. Qualified means that applicants meet predetermined staffing requirements that are established by the Selection Committee through the selection criteria.
  6. Systemic Employment Barriers refer to job requirements that unfairly exclude qualified people from competing for jobs.  For example: requiring "GNWT experience" may discriminate against people who have never worked for the GNWT.



  1. The job description is used as a guide to create the "screening criteria" which establishes various combinations of education and experience required to do the job.
  2. The Selection Committee shall identify one or more combinations of education and experience they consider to be equivalent to the education and experience established in the job description for the position.
  3. To assist in the identification of equivalencies, the GNWT practice is to consider one year of directly related experience equivalent to one year of education and vice versa.  However, this is only a guideline.  Experience and education combinations must often be considered on a case by case basis.
  4. As it is not possible to identify all equivalencies, the sentence “Other combinations of education and experience will be considered on a case by case basis” must be included on the screening criteria sheet.
  5. Statutory requirements for position qualifications must be included in the screening criteria. Some examples of statutory requirements are:
    1. for a position which requires the employee to drive, applicants must have a driver's license or be able to obtain a driver's license within a reasonable time;
    2. for a lawyer's position, the applicant must be eligible to be a member of the NWT Law Society; or
    3. for a physician's position, the applicant must meet registration and licensing requirements under the Medical Profession Act.
  6. Screening criteria shall not result in the establishment of systemic employment barriers.  For example, rather than requiring experience with the Government of the Northwest Territories' Financial Information System (FIS), the screening criteria should address a more general requirement such as experience in a computerized accounting environment.
  7. Where possible, the screening criteria shall be completed prior to the preparation of the advertisement.
  8. The screening criteria shall be completed prior to reviewing applications for the position.



  1. The Human Resources Representative prepares a draft of the screening criteria based on the actual knowledge, skills, abilities, experience and education specified in the job description.
  2. The screening criteria is dated and signed off by all members of the Selection Committee to indicate consensus agreement of the Selection Committee.
  3. The original copy of the screening criteria, dated and signed by all Selection Committee members, is placed on the competition file.
  4. See the screening criteria for an example.


 Authorities and References

Public Service Act
Section 17, Appointments by competition

Revised: December 10, 2014