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QUICK GUIDE TO ALIGNING RECRUITMENT TO THE PERFORMANCE DEVELOPMENT FRAMEWORK

From September 2007, we want to be a position where all recruitment is aligned to the Performance Development Framework.

Job Profiles and Person Specifications

Four new templates have been designed, one for each of the four levels of behaviour within the Performance Development Framework. Each of the templates details examples of effective behaviour at that specific level. (Level 1, level 2, level 3 and level 4)

Before you begin, you will need to know what level the role has been aligned to. This information will soon be on ResourceLink, but in the meantime you may need to use your personal knowledge of the role or speak to the Recruitment Team for clarification on what level the role has been assigned.

Using the relevant level template, you should be able to cut and paste information from any existing job profile into the template. The contents of the job profile should usually remain unchanged as the Performance Development Framework does not affect the duties of the role. For the person specification section, you should identify essential and desirable Technical and Job Specific Requirements related to the role that do not fall under any of the behaviours within the Performance Development Framework. Examples would be qualifications or specific training required to undertake the role, or specific knowledge of a particular topic. An example of technical and job specific requirements for a Personnel role is as follows:

Technical and Job Specific Requirements

Essential Desirable

  • Holds a degree in Human Resource Management or equivalent

  • Demonstrates knowledge of employment legislation and best practice relevant to role

  • Able to produce and analyse comprehensive statistical information using Excel and Access

  • Demonstrates a full understanding of the Personnel issues present within an Inner London Authority

Essential Desirable

  • Good presentation skills

  • Member of the Chartered Institute of Personnel and Development

  • Demonstrates a good understanding of competency/behaviour based recruitment and selection processes

  • Proven ability to effectively facilitate training courses

You then need to identify the six to eight behaviours from the Performance Development Framework that are crucial to the role. These will all be essential criteria. The rest of the behaviours listed should then be deleted.

Shortlisting

Shortlisting should be carried out in the usual way after the closing date. Please refer to the Step by Step Guide to recruitment for information on shortlisting.

Interviewing

Interviews should be behaviour based to gain as much information as possible about the applicants' past experience and how they align to the required behaviours in the Performance Development Framework. Behaviour based interview questions can be found by in the Behaviour Based Interview Question Guide. Use the Template Interview Booklet to record your questions and candidates' answers. Half day workshops are available on behaviour based interviews bookable via the Student Centre.

Uploaded by the Personnel Intranet Team - July 2007

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