• Applicants should be ranked appointable or non-appointable based on:

- the written application

- performance at interview

- further evidence (eg. additional forms of assessment)

- referee checks.

• Each Selection Committee member should initially make rankings on the basis of their own notes and assessment of each applicant's performance in relation to the selection criteria.
• The Presiding Member should seek initial rankings from all members without discussion.
• Ranking differences and reasons for ranking should then be discussed, considering only relevant/appropriate information.
• The Selection Committee needs to agree on the applicant to be recommended for appointment.
• A unanimous decision is the preferred option.
• If a unanimous decision is not reached, a majority is acceptable.
• Where the vote is tied, the Presiding Member has a casting vote.
• Dissenting members may submit a minority report to Human Resources within 24 hours clearly explaining why the decision was not unanimous.
• The Selection Committee should also consider other applicants eligible for appointment and agree on an eligibility list.
• The Selection Committee records its decision and reasons for the applicant selected for appointment on the HR13 Selection Committee Report form - all Selection Committee members should sign the HR13 form.

• The Presiding Member should prepare the HR13 Selection Committee Report form to detail the Selection Committee's recommendations.
• Comment on the relative merit of the recommended applicant(s) on the basis of the selection criteria only.
• The HR13 form should also be used to provide information about applicants considered non-appointable to assist in post-interview feedback or if an appeal is lodged.
• The HR13 form should be signed by all Selection Committee members and returned to the HR Consultant/Officer.
• Selection Committee members should keep all their personal selection process notes (eg. shortlist, interview) until expiry of any appeal period.

• The list of recommended applicants, in order of relative merit, will be retained for up to six months for general staff positions, and up to 12 months for academic staff positions.
• If the appointee needs to be replaced or further identical vacancies occur, staff may be appointed from this list.

• If the Selection Committee is not unanimous in its recommendation, dissenting members of the Committee may submit a minority report to Human Resources within 24 hours.
• A minority report should clearly set out the reasons why the decision was not unanimous. It should specify if merit based selection has not been followed.
• Minority reports will be considered by the Director, Human Resources, for general staff positions, or the Deputy Vice-Chancellor (International & Education) if the Director, Human Resources is a member of the Committee, or the Deputy Vice-Chancellor (International & Education), for academic positions (or the Vice-Chancellor, if the Deputy Vice-Chancellor is a member of the Committee).