Annex 5: Candidate Assessment Form (CAF)

This form is intended to evaluate candidates who are shortlisted for VN and SVN positions.

Vacancy Number Position Grade

Position to be filled

Duty Station WBS

S EC TION 1
Name(s) of recommended candidate(s) by the Selection Panel
List the candidates that the panel recommends hiring in order of preference starting from the most preferred to the least
preferred

First or
Reason Country of
Name of Candidate second tier Gender
for Tier1 Nationality
candidate
1st
Choose an Choose an Choose an
recommended
item. item. item.
candidate
2nd
Choose an Choose an Choose an
recommended
item. item. item.
candidate
3rd
Choose an Choose an Choose an
recommended
item. item. item.
candidate

Sections 1 and 2 should include shortlisted candidates: those who were cleared by REC and interviewed. It is not
necessary to include all candidates.

1
Reason for Tier: Internal candidate, Non-represented Member State (NMS), Special measure for women applying to posts P-4 and above.

1 Updated November 2022

S EC TION 2
Name(s) of non-recommended candidate(s)
Candidates listed in this section are considered as not suitable for the position after interview. They will not be
considered for appointment through the vacancy that this CAF is related to.

First or
Reason
Name of Candidate second tier Gender Country of Nationality
for Tier2
candidate

Choose an Choose an Choose an

item. item. item.

Choose an Choose an Choose an

item. item. item.

Choose an Choose an Choose an

item. item. item.

S EC TION 3
Evaluation of shortlisted candidates (both CLEARED by REC and interviewed)
Use the same order used in Section 1 and 2

C ANDIDATE A
Name of Candidate
Current Grade Choose an item.

Contract Type Choose an item.

National of non-
represented Member Choose an item.
State (NMS)

Evaluation Criteria Summary of the Candidate

Education Indicate here the highest academic qualications
Summary of Relevant List here the reasons why the candidate is shortlisted which could be a summary
Experience / Reason of their experience relevant to the vacancy (drawn from the candidate’s
for shortlisting experience outlined on their CV or PHF).
Language/s Indicate the candidate’s level in the required languages as assessed by the panel.
Test Scores If any assessment was conducted besides interviews, indicate the candidate's
(if applicable) results/performance here.
Interview Summary REMINDERS
1. Interview questions should be based on the required competencies and
technical skills for the vacant position as advertised in the S/VN.

2
Reason for Tier: Internal candidate, Non-represented Member State (NMS), Special measure for women applying to posts P-4 and above.

2 Updated November 2022

 2. The interview summary is not meant to be a summary of the answers
provided by candidates to the panel but rather the overall assessment by the
panel of candidates answers to determine whether they demonstrate or not
the competencies targeted.
3. Avoid contrast bias when interviewing and reporting on the interviews:
 Contrast bias refers the tendency to judge and report on a candidate’s
performance by comparing them to another candidate (rather than the objective
set of required criteria) to determine their suitability to the job.
 To arrive at the decision of recommending or not recommending a candidate,
their performance should be compared only to the set of competencies required
to perform the job.
 Comparison between candidates happens at a later stage to determine the order
by which the position should be offered.
 At this point, you are only determining if the candidate meets the requirements
and can be considered suitable for the position.

Reference 1 Indicate if the reference is from a current supervisor

Reference 2 Indicate if the reference is from a previous supervisor

C ANDIDATE B
Name of Candidate
Current Grade Choose an item.

Contract Type Choose an item.

National of non-
represented Member Choose an item.
State (NMS)

Evaluation Criteria Summary of the Candidate

Education Indicate here the highest academic qualications
Summary of Relevant List here the reasons why the candidate is shortlisted which could be a summary
Experience / Reason of their experience relevant to the vacancy (drawn from the candidate’s
for shortlisting experience outlined on their CV or PHF).
Language/s Indicate the candidate’s level in the required languages as assessed by the panel.
Test Scores If any assessment was conducted besides interviews, indicate the candidate's
(if applicable) results/performance here.
Interview Summary REMINDERS
1. Interview questions should be based on the required competencies and
technical skills for the vacant position as advertised in the S/VN.
2. The interview summary is not meant to be a summary of the answers
provided by candidates to the panel but rather the overall assessment by the
panel of candidates answers to determine whether they demonstrate or not
the competencies targeted.
3. Avoid contrast bias when interviewing and reporting on the interviews:
 Contrast bias refers the tendency to judge and report on a candidate’s
performance by comparing them to another candidate (rather than the objective
set of required criteria) to determine their suitability to the job.

3 Updated November 2022

  To arrive at the decision of recommending or not recommending a candidate,
their performance should be compared only to the set of competencies required
to perform the job.
 Comparison between candidates happens at a later stage to determine the order
by which the position should be offered.
 At this point, you are only determining if the candidate meets the requirements
and can be considered suitable for the position.

Reference 1 Indicate if the reference is from a current supervisor

Reference 2 Indicate if the reference is from a previous supervisor

C ANDIDATE C
Name of Candidate
Current Grade Choose an item.

Contract Type Choose an item.

National of non-
represented Member Choose an item.
State (NMS)

Evaluation Criteria Summary of the Candidate

Education Indicate here the highest academic qualications
Summary of Relevant List here the reasons why the candidate is shortlisted which could be a summary
Experience / Reason of their experience relevant to the vacancy (drawn from the candidate’s
for shortlisting experience outlined on their CV or PHF).
Language/s Indicate the candidate’s level in the required languages as assessed by the panel.
Test Scores If any assessment was conducted besides interviews, indicate the candidate's
(if applicable) results/performance here.
Interview Summary REMINDERS
1. Interview questions should be based on the required competencies and
technical skills for the vacant position as advertised in the S/VN.
2. The interview summary is not meant to be a summary of the answers
provided by candidates to the panel but rather the overall assessment by the
panel of candidates answers to determine whether they demonstrate or not
the competencies targeted.
3. Avoid contrast bias when interviewing and reporting on the interviews:
 Contrast bias refers the tendency to judge and report on a candidate’s
performance by comparing them to another candidate (rather than the objective
set of required criteria) to determine their suitability to the job.
 To arrive at the decision of recommending or not recommending a candidate,
their performance should be compared only to the set of competencies required
to perform the job.
 Comparison between candidates happens at a later stage to determine the order
by which the position should be offered.
 At this point, you are only determining if the candidate meets the requirements
and can be considered suitable for the position.

4 Updated November 2022

 Reference 1 Indicate if the reference is from a current supervisor
Reference 2 Indicate if the reference is from a previous supervisor

S EC TION 4
Recommendation Comments
Please provide further justification, particularly if the recommended candidate(s) has not performed best at the test
and/or at the interview, if there are split opinions among the panel members and if there are several candidates
recommended, etc.

Please indicate if the proposal of the recommended candidate(s) is coherent with the needs of the Mission towards
achieving gender parity and geographical parity (North/South). A complete CAF must contain the staffing table listed
in section 5 below.

If you are recommending two (2) or more candidates, include a comparison/comparative analysis to justify
the recommendation of one candidate over the other/s here. Please include how the panel came up with the
ranking of ALL the recommended candidates.

S EC TION 5
Headcount in the Professional category in the office (country, regional)/department

Female Male Grand

Grade
Non-OECD-DAC OECD-DAC 3
Total Non-OECD-DAC OECD-DAC Total Total

UG
P-1
P-2
P-3
P-4
P-5
D-1
D-2

Total

S EC TION 6
Selection Panel Members
Please insert information on the Panel members (the Panel Chair is listed first).

3
The list of OECD-DAC countries can be found here

5 Updated November 2022

 Signature indicating
Location agreement with the
content of the CAF,
Name Position Title Gender Nationality (Duty station, and agreement to
Country) maintain full
confidentiality4.

Choose
an item.

Choose
an item.

Choose
an item.

Choose
an item.

Date: Click here to enter a date.

4
In signing, Selection Panel members note that the confidentiality of the selection process is of paramount importance and agree not to disclose
confidential candidate information to others. Panel members also acknowledge that to the best of their knowledge, IN/161 Rev. 1 on Relatives in the
Workplace has been respected when selecting candidates.

6 Updated November 2022