3/21/2017. Behaviour, competency, dimension and qualities & abilities based interviews focus on HOW you do / achieve something as well as WHAT you did

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1 District judge (Magistrates Court) judicial appointment: understanding the application process Manjula Bray Business Psychologist and Career Coach, Selectif Ltd 20 March 2017 A ROUTE MAP Competency-based selection Application process stages & content Providing evidence on paper & via tel. Behaviour, competency, dimension and qualities & abilities based interviews focus on HOW you do / achieve something as well as WHAT you did 1

2 Competencies A cluster of behaviours that describe the fundamental actions that will enable people to be effective in the job. The recruiters tool kit What s inside? How & when are specific tools used? 1) Eligible? 2) Qualifying FULLY COMPLETED test online 3) Scenario SELF 4) Telephone ASSESSMENT interview 5) Selection day: Interview Situational judgement Real play 4) Referees / Independent assessors 2

3 If you can do it, it ain tebraggin... it s a matter of self-confidnce. I got wh er e I did because I wasn t no shrinking violet. Dizzy Dean It s not what you can do, but the way you do it that counts. Mae West Evidence is key It s all about your significant achievements so lose the modesty! 3

4 The 5 competencies 1. Exercising judgment 2. Possessing and building knowledge 3. Assimilating and clarifying information Working and interacting with others 5. Managing work efficiently Exercising judgement: Demonstrates integrity and applies independence of mind to make incisive, fair & legally sound decision Exercising judgement what that looks like (the indicators): Applies the relevant law and procedure correctly and in a timely manner Demonstrates independence of mind Ensures fairness; demonstrates integrity and acts without bias or prejudice Communicates decisions clearly and in a considered way 4

5 Possessing & building knowledge Possesses a detailed knowledge of a relevant jurisdiction, law and practice. Demonstrates willingness and ability to learn and develop professionally. Possessing and building knowledge includes: Demonstrates a detailed knowledge of law and procedure Demonstrates an ability to acquire further knowledge rapidly Keeps abreast of changes in the law and embraces new court processes and procedures Pursues continuous learning and professional development In pairs Spend 2-3 mins listening (no note taking!) to your colleague s example Spend a further couple of mins giving them WWW and ebi feedback (colleague to note) after checking content against the indicators Swap over 5

6 Assimilating & clarifying information Assimilating and Clarifying information: Quickly assimilates information to identify essential issues, develops a clear understanding and clarifies uncertainty where necessary: Effectively assimilates and processes large amounts of information from multiple sources Critically analyses information and applies appropriate weight to it Identifies, and ensures the focus remains on, the relevant issues Keeps an open mind and does not reach premature conclusions Individually, Think of an example that satisfies the majority of the indicators, and If this example were to be featured in a newsletter, what would be the one sentence heading? Write it down. Ask your colleague (from the last exercise) to develop a heading for the first example you shared. Reciprocate for them. 6

7 Values diversity and shows sensitivity to the different needs of individuals. Demonstrates good communication skills and builds rapport effectively Working and communicating with others Working and communicating with others: Values diversity and shows sensitivity to the different needs of individuals.demonstrates courtesy and authority, inspiring respect and confidence in others Listens attentively to ensure a fair opportunity to all parties to present their case whilst ensuring the efficient disposal of the proceedings Shows an awareness of the importance of diversity and sensitivity to the needs of different communities and groups Works constructively with others Provides direction and uses appropriate strategies to maintain control and defuse tension when needed Communicates effectively both orally and in writing in a manner that ensures understanding by others 7

8 Managing work efficiently: Works and plans effectively to make the best use of resources available Manages time and prioritises tasks to ensure efficient completion of workload Demonstrates resilience, responding calmly and flexibly to changing circumstances and pressure Resolves problems independently but seeks advice and offers assistance to others when appropriate Utilises available resources, including the latest technology, to carry out the role in the most efficient way Translate into The Hero s journey S O A R 8

9 1. Situation...briefly set the scence 2. Objective(s) &Obstacle(s) describe vividly 3. Actions 3. Achievement? 9

10 4. Result? Efficiency e.g. (259 words) Situation Obj Action Result As Assistant Coroner, I have presided over complex inquests often at short notice. One such inquest concerned the death of a man on a dual carriageway. The IPCC were involved who had carried out an investigation concerning the actions police officers across two force areas. I received the paperwork, which was substantial at short notice. I needed to consider and analyse the papers in detail to ensure that I was fully conversant with all the facts. In order to absorb and process the information quickly I made my own detailed notes to ensure I understood the pertinent issues. I also carried out specific and detailed research to assess all the possible likely verdicts available to me, prior to the inquest taking place. Additionally, I drafted key facts that were not disputed so that at the inquest I could focus on contentious issues. At the Inquest, I identified the order in which I wanted witnesses to give oral evidence so that I could focus on the issues identified. I explored with the witnesses the key issues surrounding their evidence to elicit a clear picture of events leading up to the collision, seeking further explanations on their actions where appropriate. Through detailed analysis of the documentation, prior identification of issues and subsequent testing of this in evidence, and research on available verdicts, I concluded there was no negligence on the part of the police. By pre-drafting part of my decision, I was able to deliver my written verdict of accidental death to all parties involved at the conclusion of the inquest. 10

11 Standards of performance Poor Competent Exceptional? So, what s your track record like? Past behaviour is the best predictor of future performance 11

12 Scoring: how well did they EVIDENCE this competency? E D C B A Telephone interview basics Seeking evidence to demonstrate your exceptionality and motivations for specific jurisdictions. Also clarification / additional evidence where gaps identified at sift stage Pace and pause Clarity Be decisive Be succinct Crutches PMS Practicalities Summary Competency-based selection (SOAR) Application process stages & content Providing evidence on paper & via telephone (next time, face to face, in person) 12

13 Judicial appointments: interview training This course will equip you with the skills needed to help enhance application and interview performance. Participants can benefit from expert guidance in tailoring your submission to make a positive impact in the competency-based application and selection process, as well as invaluable interview practice with feedback. Max10 places per session available on: 26 April 2017; London Only five places left! 19 May 2017; London 20 October 2017; Bristol Register online: That s it! Thank you for engaging with me and keep in touch! manjula@selectif.co.uk