98kB - Royal Australian Mint

How to use the Selection Ratings when assessing a candidate for a position
Please don’t take the request to be a referee lightly. It is important that your comments are honest and
factual to give the applicant an accurate assessment of their performance as well as enable the
selection panel to make a well informed decision. A well written reference allows an applicant to get a
picture of how their performance is rated by someone else. It also gives the opportunity to discuss any
issues regarding their performance.
When you go to write the reference, please consider if you are:
• in a position to comment on the applicant in regards to the selection criteria
• able to give honest and constructive comments
• are on the panel or may have a conflict of interest
Please discuss any issues which may affect your reference with the applicant so that these can be
sorted before the reference is written and subsequently accepted by the applicant.
You will need to have a copy of the selection criteria for the position in question. Remember, you are
only assessing the applicant in relation to the specific criteria and how they meet that criterion.
For each criterion, give examples of how and to what degree the person meets that criterion; what are
their specific strengths or weaknesses in that area; give examples of how they meet/do not meet the
criterion and how strong are their skills in regards to this criterion.
It is important to give enough details to substantiate your rating. It is not enough to give a certain rating
but not give the details to reinforce your assessment. While you don’t need to write a short novel, you
should give more than a few words.
For each of the selection criteria, think about how the applicant works, what skills they possess and
what knowledge they have. Once you have those details, you will be able to give them an appropriate
rating.
Excellent – for use only if they have exceptionally high level of skills. This rating is for someone who is
near perfect. They should have high level skills and knowledge; demonstrate outstanding skills level and
work without supervision. Your comments should include wording such as high-level, high-quality,
exceptional; outstanding. The applicant should be performing at a 95% competency level for the role.
Very Good – for use if they have above average skills. They should have well developed skills; sound
experience and work with little supervision. Your comments should include wording such as above
average; well developed; strong, works above level required; highly developed. The applicant should be
performing at a 85-95% competency level for the role.
Good – for use if they have the relevant skills to do the job. They should have good job knowledge,
perform duties effectively and work with supervision. Your comments should include wording such as
good, competent; capable, proficient, satisfactory, relevant. The applicant should be performing at a 55-
85% competency level for the role.
Requires Development – for use if they would need some training and development to be able to do
the job at an acceptable level. They should have basic knowledge; limited skills and would require
constant supervision. Your comments should include wording such as basic; inadequate; insufficient;
below standards. The applicants should be performing at 45-55% competency level for the role.

Unsuitable – for use if they don’t possess have the skills and knowledge to be able to meet the criterion.
They wouldn’t be able to demonstrate adequate skills or knowledge. Your comments should include
limited; poor; lacks. The applicant would be performing at below 45% competency level for the role.
Not Ranked – unable to comment on the applicant in regards to the criterion.
This description of the ratings also applies for Selection Panels when assessing candidates in interviews.
Please contact HR if you have any questions about using the Selection Ratings.
Definitions of Ratings
Rating Description Indicators of Performance
Excellent
(95%+ competent)
Very Good
(85-95%
competent)
Good/Satisfactory
( 55-85%
competent)
The applicant possesses
exceptionally well developed
and relevant skills and
abilities, and the appropriate
personal qualities in relation
to this criterion, and their
performance is outstanding.
(To be only used in cases
where exceptional skills
have been demonstrated
against this criterion).
Applicant possesses highly
developed and relevant skills
and abilities, and their
performance clearly exceeds
requirements and is
consistently high against this
criterion.
Applicant possesses
relevant skills, abilities and
personal qualities and has
demonstrated competency
at the required level. Would
generally perform effectively
against this criterion.
Is able to perform at high level without close
supervision for more than one of the following
reasons:
• excellent job knowledge
• delivers high quality outcomes independently
and through others
• demonstrates high level technical
skill/knowledge (where appropriate)
• considerable demonstrated self awareness,
initiative, and problem solving
• seeks out and implements better ways of
working
• demonstrates strong team working behaviours
• shares skills, knowledge and information with
others
Is able to perform at a very high level with little
supervision and is able to achieve good results for
more than one of the following reasons:
• highly reliable and responsible;
• well developed job knowledge;
• able to suggest/initiate improvements;
• able to deal very well with most of the complex
matters relating to the applied position;
• very strong team leadership skills.
Is able to perform at an acceptable level with
limited supervision for more than one of the
following reasons:
• good general job knowledge;
• has ability to follow directions;
• is reliable and could carry some responsibility;
• is able to deal with all routine matters involving
the position and most of the complex matters;
• participates well in a team..

Requires
Development
(45-55%
competent)
Unsuitable (below
standard)
(under 45%
competent)
Not Ranked/Rated
Applicant possesses some
skills, abilities and personal
qualities relevant to the
criterion, but is limited on
others. Would be able to
temporarily perform the
duties with close supervision
and would be expected to
meet the criterion with further
training and development.
The applicant is unable to
demonstrate that s/he
possesses the adequate
skills, abilities and personal
qualities in relation to the
criterion, even on a
temporary basis
Would require close supervision to perform at an
acceptable level for more than one of the following
reasons:
• basic/general job knowledge;
• could follow directions but would require
frequent monitoring;
• could deal with most routine matters relevant to
the position;
• inconsistent work performance;
• is expected to work well in a team.
Would be unable to perform the duties and would
require constant supervision for more than one of
the following reasons:
• limited job knowledge
• demonstrates poor quality outcomes
• limited technical skills/ knowledge
• lacks flexibility and adaptability
• takes limited responsibility for own work or
development
• has difficulty dealing with routine matters
The Selection Advisory Committee was unable to determine whether the applicant
met the selection criterion from the information provided; or referee comments were
insufficient to make an assessment.