in order to gain understanding of application selection process, reviews, interview outcomes & decision making and in accordance with the Freedom of Information Act, please provide me with the following information as described below: 1) A summary or table of all material submitted by each candidate including covering letters, CV’s, qualifications and all other submitted supporting documents, used for initial candidate selection & profiling. 2) Confirmation of how the candidates were shortlisted for the position and what parameters were used to assess the required skills, knowledge and experience. For example; • The assessment criteria for each candidate at both the first (competency) and second (technical) stage interviews. • Evidence of how the required competencies defined by the Job Description’s skills, knowledge and experience were linked back and scored against the candidate’s demonstrable experience. • Evidence of how the answers were mapped against noted previous experience and required capabilities and accountabilities. 3) The scores achieved by each candidate and all associated evidence / notes made by the assessor(s) to support / justify the assessment made in line with item 2). 4) A copy of all questions asked at the first and second interviews and the model answer along with associated scoring and weighting to particular key markers within the model answer. 5) An accurate summary (or actual details - if easier) of all notes and evidence of cross referencing of how questions and assessment criteria were referenced to the Job Description and required skills, knowledge and experience. 6) A summary of all notes / minutes prepared for all moderation that was carried out between different interview panels. 7) Final assessment for each candidate and all associated notes and minutes made by the assessors through the moderation and review process to evidence the objective assessment in accordance with the Job Description and all associated addendums with particular regard to skills, knowledge, experience and proven competency. I acknowledge that personal information needs to remain anonymous, therefore would it be possible to present the information in a way that allows each application & associated decisions to be consistently identified throughout the recruitment process. i.e. Candidate A, Candidate B etc. In line with the FOIA recommendations on the government website, I understand that the above information is usually provided at the earliest possible time with a maximum time period of 20 working days

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Our ref: FOI-2157-1819/GH

Thank you for your request received by Transport for London (TfL) on 16 November 2018 asking for information about the recruitment process followed for the Principal Engineering Leader Ref 027461 for Built Environment.

Your request has been considered under the requirements of the Freedom of Information Act 2000 and our information access policy. I can confirm that we do hold the information you require.

1. A summary or table of all material submitted by each candidate including covering letters, CV’s, qualifications and all other submitted supporting documents, used for initial candidate selection & profiling.

    

   In accordance with TfL’s obligations under Data Protection legislation and as required by section 40(2) of the FOI Act, we cannot share this information as it is personal data and even if anonymised, could still be used to identify a specific person. Disclosure of this personal data would be a breach of the legislation, specifically the first principle which requires all processing of personal data to be fair and lawful. It would not be fair to disclose this personal information when the individuals have no expectation it would be disclosed and TfL has not satisfied one of the conditions which would make the processing ‘fair’.

    

    

2. Confirmation of how the candidates were shortlisted for the position and what parameters were used to assess the required skills, knowledge and experience.

    

   All applicants were longlisted and shortlisted on the basis of the required skills, knowledge and experience as listed in the appropriate job description, and relevant technical addenda.

    

   For example;

    

   • The assessment criteria for each candidate at both the first (competency) and second (technical) stage interviews.

      

     The competency assessment criteria was the same for all candidates in stage one of the process, and consisted of;

      

      

     TfL Competencies allocated to this role following evaluation of the job description by the central organisational development and capability team;

      

3. The scores achieved by each candidate and all associated evidence / notes made by the assessor(s) to support / justify the assessment made in line with item 2).

• Change & Innovation

   

• Commercial Thinking

   

• Communication and Influence

   

• Safety Awareness

   

• Strategic Thinking

   

• Team Leadership

   

   

  TfL Behaviours;

   

• Accountable

   

• Active

   

• Collaborative

   

• Direct

   

• Fair and Consistent

   

   

  The technical assessment criteria was varied depending upon the technical specialism, and was created in line with the specified required skills, knowledge and experience as per the relevant technical addenda.

   

   

• Evidence of how the required competencies defined by the Job Description’s skills, knowledge and experience were linked back and scored against the candidate’s demonstrable experience.

   

• Evidence of how the answers were mapped against noted previous experience and required capabilities and accountabilities.

   

  All applicants are longlisted and shortlisted on the basis of how their CV and Cover Letter demonstrates the required skills, knowledge and experience as listed in the appropriate job description, and relevant technical addenda.

   

   

As detailed in our response to Q.1 above, we cannot share individuals information as it is personal information, and could be used to identify a specific person.

4) A copy of all questions asked at the first and second interviews and the model answer along with associated scoring and weighting to particular key markers within the model answer.

We are not obliged to provide you with this information as it is subject to a statutory exemption to the right of access to information under section 43(2). In this instance the section 43(2) exemption has been applied as disclosure would, or would be likely to prejudice our commercial interests. The questions asked during the assessment process and model answers may be used in future recruitment exercises. Disclosure of this information would give some candidates an unfair advantage in future recruitment exercises and hinder TfL’s ability to recruit the best candidates in the future.

The use of this exemption is subject to an assessment of the public interest in relation to the disclosure of the information concerned. We recognise the need for openness and transparency by public authorities, but in this instance the public interest in ensuring that we are able to recruit the best candidates outweighs the general public interest in increasing transparency of our processes.

5) An accurate summary (or actual details - if easier) of all notes and evidence of cross referencing of how questions and assessment criteria were referenced to the Job Description and required skills, knowledge and experience.

The assessment criteria is created in partnership with the central organisational development and capability team who score and evaluate job descriptions at TfL. All indicators are aligned via the Hay Score for the role, which allocates a specific level to be assessed through the process. We are unable to provide you with notes relating to individual candidates as these contain personal information.

6) A summary of all notes / minutes prepared for all moderation that was carried out between different interview panels.

The wash up session records are held, but as per Q.1 above, we are unable to provide you with this personal information.

7) Final assessment for each candidate and all associated notes and minutes made by the assessors through the moderation and review process to evidence the objective assessment in accordance with the Job Description and all associated addendums with particular regard to skills, knowledge, experience and proven competency.

Again, we are unable to provide you with personal information relating to all the candidates.

Whilst we have refused to release any personal information requested above, outside of the Freedom of Information process, you may request those records which relate to you personally. Should you wish to do this, please contact Sian-Enetia Hull in HR Recruitment at XXXX .

If you are not satisfied with this response please see the attached information sheet for details of your right to appeal.

Yours sincerely

Graham Hurt

FOI Case Officer

FOI Case Management Team

General Counsel

Transport for London

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