All currently open, ESC regulated public appointment opportunities can be found on the Scottish Government’s Public Appointments page. Every advertised opportunity must contain an applicant information pack and a link to the relevant application portal. 

The applicant information pack should contain the details about the role such as what is involved and what the time commitment and remuneration are (the role description). The pack also describesthe skills, knowledge, experience or other attributes being sought, based on the appointing Minister’s requirements for the role.

Often (but not always) this will result in criteria being sought which can be divided into three categories:

• Essential criteria: the successful applicant must demonstrate sound evidence of all essential criteria listed in the applicant pack.
• Desirable criteria: the successful applicant does not have to demonstrate evidence of any desirable criteria listed in the applicant pack. These will only be used in a situation where there is a tie break between applicants on the essential and/ or priority criteria.
• Priority criteria: a type of essential criteria which carries greater weighting than a standard essential criterion. Not all appointment rounds will use priority criteria; however, in rounds that utilise it, the successful applicant must demonstrate sound evidence across all listed essential criteria. The final decision of who should be appointed will be based on the person who also displays the strongest evidence against the priority criterion/ criteria.

The applicant information pack should detail the stages at which each criterion is assessed. You should review in detail the criteria highlighted in the applicant information pack before you make your application. 

Some examples of what you may be asked to submit during the written application stage include:

• A detailed CV
• A cover letter
• Written responses to demonstrate specific criteria being sought for in a role

Please note that the materials requested will differ from opportunity to opportunity (eg. one opportunity may only ask you to fill in a form with written responses for each criterion listed, while another may ask you to submit all three). Always refer to the applicant information pack when preparing your application, and prioritise your evidence of criteria being assessed at the initial stage during this stage of your application.

If you need to request a reasonable adjustment at this stage of your application, please ensure that you notify the Scottish Government’s Public Appointments Team timeously to ensure the team has sufficient time and resources to support you appropriately to make your application. You can find the contact details of the Public Appointments Team on their dedicated page.

Shortlisting is the stage of assessment in which those applicants who will move to the final stage of assessment are identified. Once past the closing date of the initial application process, members of the selection panel (listed on the relevant applicant pack) will receive the completed applications and begin the shortlisting process. Panels will normally only progress applicants who have demonstrated good evidence across all of the essential criteria being tested at that stage to the final stage of assessment.

On some occasions where the panel anticipate there to be a large volume of applications for a publicised public appointment opportunity, they may adopt a sifting process. This is where officials supporting the public appointments process first sift out applications that do not meet the minimum requirements for appointment, and only pass on the applications that meet the minimum criteria for appointment to the selection panel for shortlisting. Officials responsible for the sifting process will be named in the applicant information pack, and if applicants know or have a conflict of interest with the individuals responsible for the sifting/ shortlisting process, they must declare it in their initial written application.

You will be notified of the outcome of your initial application once sifting and shortlisting is complete, regardless of whether you have been invited to attend the final stage assessment.

The final stage of assessment typically involves an interview with the selection panel. Your interview can take place:

• Online
• In person (either at one of the Scottish Government’s offices or the public body’s office)

As part of the interview, the selection panel will also conduct a ‘fit and proper person’ test. This test is designed to check whether:

• You agree to apply the nine principles of public life in Scotland and be bound by the Members' Code of Conduct for the body concerned;
• Your conduct to date has been compatible with the public appointment;
• You have any inappropriate or unmanageable conflicts of interest;
• You may be barred from being appointed by a requirement set out in the constitution of the body; and
• You are able to able to meet the time commitment required for this appointment.

Additionally, the selection panel may decide to test your skills, knowledge, experience or other attributes required for the role by additional assessment methods. Examples of this include:

• A board paper exercise
• A presentation
• (if relevant to the board’s work) An interview with a young people’s panel
• (if seeking a specialist for role) A targeted assessment exercise, for example to assess expertise in a given field

Using all evidence gathered during the stages of assessment, the selection panel will identify the candidate(s) who most closely met the selection criteria and recommend them to the appointing Minister for appointment.
The appointing Minister may choose to meet the recommended candidates before making their final decision for appointment. 
The final decision for appointment is the responsibility of the appointing minister, not the selection panel. However, it is a requirement under the Code of Practice that only the most able candidates identified in the appointment round are appointed.