The questions below relate to the latest train op campaign Advertised in December 2016 After the first train op Assessments successful candidates Are asked to a competency based interview. This is where candidates exaggerate or imagine a scenario to pass a benchmark by a pair of assessors. Please answer the following questions. 1 How many pairs of assessors where there for these interviews. 2 For each pair of assessors, detail, per calendar month, the total number of candidates seen, and the total number of candidates whom they say met the benchmark I.e. Assessor pair "A" January 2017 total candidates X met benchmark "y" February 2017 total candidates X meet benchmark "Y" Etc etc for match April May June July August. Assessor pair "B" January 2017 total candidates X met benchmark "y" February 2017 total candidates X meet benchmark "Y" Etc etc for match April May June July August. Etc etc for each pair of assessors. 3 If you have a limited number of positions for this campaign, which you said was 250, how do you correlate the benchmark to the number of positions? ie if you have 1000 candidates passing the first assessment, is it the assessors who decide the benchmark? If so they might pass 400 as meeting the benchmark? Which would be too many for the total positions so: 4 Detail the exact way you decide who meets the benchmark in relation to the total number of positions. In particular name and give the positions of the tfl staff who decide this. 5 give the percentage of BAME internal staff who applied for train op. 6 give the percentage of male / female internal staff who applied for train op. 7 why does this information have to come from an FOI request? Why is this information regarding claririty of information regarding internal recruitment process not given to internal candidates?

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Our Ref:         FOI-1629-1718

Thank you for your request received on 25 September 2017 asking for information about the latest Train Operator internal recruitment campaign.

Your request has been considered in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm we do hold the information you require.

The second stage of the assessment process for this campaign requires each candidate to participate in a Competency Based Interview (CBI) and Communication Exercise. Successful candidates must reach each of the required benchmarks in the four competencies assessed in the CBI and the benchmark in the Communication Exercise. Overall, for a candidate to be successful, they need to pass the interview and the communication exercise.

1. How many pairs of assessors where there for these interviews
2. For each pair of assessors, detail, per calendar month, the total number of candidates seen, and the total number of candidates whom they say met the benchmark, i.e.:

Assessor pair "A"
January 2017 total candidates X met benchmark "y"
February 2017 total candidates X meet benchmark "Y"
Etc. etc. for match April May June July August.

Assessor pair "B"
January 2017 total candidates X met benchmark "y"
February 2017 total candidates X meet benchmark "Y"
Etc. etc. for match April May June July August.

Etc. etc. for each pair of assessors.

Unfortunately, to provide the information you have requested would exceed the ‘appropriate limit’ of £450 set by the Freedom of Information (Appropriate Limit and Fees) Regulations 2004.

Under section 12 of the FOI Act, we are not obliged to comply with a request if we estimate that the cost of determining whether we hold the information, locating and retrieving it and extracting it from other information would exceed the appropriate limit. This is calculated at £25 per hour for every hour spent on the activities described.

This is because it is estimated that it would take over 18 working hours to retrieve and compile the information you have requested. This information is not collated centrally, therefore we would have to look at the files for each of the candidates in order to extract the information requested.

To help bring the cost of responding to your request within the £450 limit, you may wish to consider narrowing its scope so that we can more easily locate, retrieve and extract the information you are seeking. If you want to refine your request or make a Freedom of Information Act request in future, please bear in mind that the Freedom of Information Act allows you to request recorded information held by Transport for London. You should identify the information that you want as clearly and concisely as you can, specifying the types of document that you are looking for. You might also consider limiting your request to a particular period of time, geographical area or specific departments of TfL.

Although your request can take the form of a question, rather than a request for specific documents, TfL does not have to answer your question if it would require the creation of new information or the provision of a judgement, explanation, advice or opinion that was not already recorded at the time of your request.

Please note that we will not be taking further action until we receive your revised request.

3. If you have a limited number of positions for this campaign, which you said was 250, how do you correlate the benchmark to the number of positions? i.e. if you have 1000 candidates passing the first assessment, is it the assessors who decide the benchmark? If so they might pass 400 as meeting the benchmark? Which would be too many for the total positions so:

The Job Description for this role explained that although you may be successful and offered the role, you may not commence employment with TfL or start training immediately. There may be a requirement to delay your start date until you are required.  This is because all successful candidates, which had reached the required benchmark are recruited onto a wait list, irrespective of the number of vacancies advertised.

4. Detail the exact way you decide who meets the benchmark in relation to the total number of positions. In particular name and give the positions of the TfL staff who decide this

As explained above, all candidates who successfully reach the benchmarks in both the CBI and Communication Exercise are deemed successful and are progressed to the Onboarding stage. The assessor and Business Manager refer to notes taken during the CBI and decide immediately after the CBI if the candidate they have just interviewed has met the required benchmarks. A separate assessor scores the Communication Exercise immediately after the exercise has been completed. Candidate results are then quality monitored before a candidate is informed of the outcome.

5. Give the percentage of BAME internal staff who applied for train op

56.33%.

6. Give the percentage of male / female internal staff who applied for train op

Male: 80%;  Female: 19%;  Other: 1%.

7. Why does this information have to come from an FOI request? Why is this information regarding claririty of information regarding internal recruitment process not given to internal candidates?

The answer to questions 3 and 4 may be found in the Job Description for this role, whilst other elements of your request include a level of detail which is not normally recorded and has been exempted under section 12 of the FOI Act as detailed above.

If this is not the information you are looking for please feel free to contact me.

Please see the attached information sheet for details of your right to appeal.

Yours sincerely

Gemma Jacob
FOI Case Officer
FOI Case Management Team
General Counsel
Transport for London

[email protected]

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