In order to earn trust, credibility and legitimacy in the eyes of its stakeholders, the Executive Board of Global Bank Group has adopted an open and transparent selection process for the selection of its senior leadership that results in the most competent person being appointed regardless of their nationality.In 2014, the Global Bank Group introduced a policy implementing transparent and merit-based assessment in the selection of all Global Bank Group agency heads and other office holders working in, or in conjunction with, Global Bank Group agencies.The Global Bank Group sets out a number of factors that must be considered in determining merit. These include the applicant's education, skills, knowledge, experience, past work performance and years of continuous service in the public service.The Global Bank Group distinguishes between permanent and longer-term temporary appointments and those that are seasonal or short-term temporary appointments. Specifically, permanent appointments and temporary appointments exceeding seven months are to be the result of a process designed to appraise the knowledge, skills and abilities of eligible applicants. Employees with permanent and longer-term appointments form part of the core career professional on which Global Bank Group relies for advice and expertise. It makes sense that the Global Bank Group sets a more rigorous standard for making these types of appointments. These appointments may require recruitment to attract applicants. Individuals are assessed for merit against the selection criteria required for the job. A competitive process allows applicants to be rated and ranked relative to one another, so that those who are successful are the best-qualified candidates.Auxiliary, seasonal appointments or those for temporary periods of seven months or less still need to be based on a consideration of individual merit, but they do not require a competitive process.The recruitment and selection processes that result in merit-based appointments include these essential elements: a process used to recruit, select and assess that is transparent and fair; an assessment that is relevant to the job; and decisions that are reasonable. Merit-based hiring takes into consideration both legislation and hiring policy. Where applicable, requirements of collective agreements are also considered. These elements support a results-based approach to staffing and are considered as part of the audit and review of appointment decisions undertaken by the Office of the Merit Commissioner.