The two-step review and appeal process applies to job competitions for all merit-based temporary, seasonal and permanent bargaining, non-bargaining and management positions as per the Recruitment and Review Appeal Policy. Bargaining unit employees may also consult their respective collective agreement and union representative(s). A process map can be found here.
Step 1: Request for Review – Consult with Selection Board Chair
Applicant contacts the Selection Board Chair (SBC) in writing within seven (7) calendar days of receipt of their status. Feedback will be provided by a member of the Selection Board and/or a recruitment management representative, and will include decisions made regarding applicant’s candidacy. If the applicant disagrees with the rationale provided, they may proceed to Step 2.
Step 2: Request for Appeal
Applicant will submit a written request for appeal to the Chair and Chief Executive Officer of the Public Service Commission (PSC), within seven (7) calendar days of receiving feedback from Step 1. An appeal must be based on claims of an unreasonable result due to perceived issues associated with the recruitment process.
The PSC shall:
• review the competition file;
• gather relevant information from involved parties; and,
• determine if any specific issues were associated with the recruitment process and communicated to all parties.
Appeal decisions are final and binding.
Instructions
Please address your request to the Chair and CEO of the PSC, contactpsc@gov.nl.ca.
The request must include:
• the competition number;
• title of the position being recruited;
• hiring Department or Agency;
• name of the Selection Board Chair; and,
• sufficient information to reasonably substantiate the request based on the grounds of reasonable disagreement related to the feedback received.
Important Considerations
• Under the Public Service Commission Act, final hiring decisions rest with the Deputy Minister or designate, who may select any candidate from the recommended list, or choose not to select any candidate, with valid rationale.
• All parties must remain civil and respectful through the review and appeal process. Disrespectful behavior demonstrated verbally, physically, or in writing will not be tolerated, and may result in the discontinuance of the appeal.
• Detailed information on responses provided from candidates during the interview assessment will not be reviewed. Similarly, interview notes are considered transitory records, and will not be referenced during the review.
• Concerns must remain focused on the competitive process. Issues, including but not limited to human resource management matters or contents of references, are not within the scope of these appeals and therefore will not be investigated through this process.
• The review and appeal process does not apply to those hired outside of the merit-based process.
• Appeals will focus only on information brought forward to the Selection Board Chair for review, and no new information will be considered at this stage.