Key Concept - Merit

Under the new Public Service Employment Act (PSEA), the values of merit and non-partisanship remain the cornerstones for appointments to and within the public service, resulting in a public service that is representative and able to serve the public with integrity in the official language of their choice.

Merit is now defined in the new PSEA. Merit means that every person who is appointed must meet the essential qualifications, including official language proficiency, for the work to be performed. As well, managers may take into consideration other "merit criteria," such as additional (asset) qualifications, operational requirements and organizational needs identified currently or in the future.

Essential qualifications are those qualifications that are absolutely necessary to perform the work. Some examples include experience, education, knowledge, skills, personal suitability, behavioural competencies, and competence in either or both official languages.

An asset qualification might, now or in the future, benefit the work or the organization. Some examples could be experience, education, knowledge, skills, personal suitability and behavioural competencies.

Current and future operational requirements could include such elements as a requirement to travel or work shifts. Current and future organizational needs could include organizational renewal or the need to increase the representation of designated employment equity group members. Organizational needs may be identified by either the manager or the employer.

While managers must assess essential qualifications, they have the flexibility to establish and assess the other merit criteria to select the person who is the "right fit" for a particular job. In an appointment process, managers must provide, upon request, further information on the merit criteria which will be used.

For more information, please consult Assessing Merit on the PSEA Web site.