Selection process overview

Vacancy request
The selection process starts when the JAC receives a vacancy request from Her Majesty's Courts Service, the Tribunals Service or the Ministry of Justice. The vacancy request includes the number of vacancies, a job description and the eligibility requirements for the post. Some requirements are prescribed by statute, others (non statutory criteria) are stipulated by the Lord Chancellor.

Advertising
The JAC advertises all  selection exercises on this website, in our email newsletter Judging Your Future and in national and specialist media.
If you are interested in an exercise you can sign-up to receive alerts, and we will let you know when that exercise launches. 

Applications
The JAC tailors the application form for each selection exercise and prepares an information pack and guidance on the selection process. On receiving the completed application form, we check that the candidate meets the entry requirements. We also make an assessment of good character.

Applications should be submitted to the JAC electronically. The JAC will only accept hard copy references in exceptional circumstances.

Information about filling in the application form can be found here

Shortlisting
The purpose of shortlisting is to identify candidates to proceed to the selection day. It is either undertaken on the basis of a test or by a paper sift.

• Paper sift - undertaken by the selection panel for the exercise and based on written evidence, including the candidate's self-assessment and references.
• Tests - can be written papers, designed to assess candidates' ability to perform in a judicial role, by analysing case studies, identifying issues and applying the law.

Tests are our preferred method for making shortlisting decisions in the majority of exercises.  We tailor our processes appropriately, however, so may not use them when making a small number of appointments, and in other, limited, circumstances.

We are working towards moving tests online. Candidates have told us they want this to provide improved anonymity when applying for judicial roles and to enable them to sit a test at a convenient time and location. Online tests should also improve the speed and cost effectiveness of selection processes. The expectation that all candidates will take tests online is in accordance with the Government's strategy of 'digital by default'. Candidates can request reasonable adjustments to ensure they can participate in the selection process fairly. Alongside this we continue to explore alternative methods for shortlisting.

Information about taking a qualifying test can be found here.

References
Depending on the shortlisting method used by the JAC, referees are approached either before the paper sift, or after the qualifying test.
The JAC will seek information from people who are well placed to comment on how the candidate meets the qualities and abilities.  The JAC seeks references from the following groups:

• Candidate Nominated - candidates are requested to nominate three, sometimes six, referees they know personally or professionally.  It is the candidates' responsibility to ensure 'candidate nominated' references are submitted directly to the JAC.  The JAC will inform candidates when 'candidate nominated' references need to be submitted, along with details of where the relevant forms and associated information can be found on the website.
  
• JAC Nominated - the JAC will also approach referees it nominates itself, these are called 'JAC nominated' referees.  These referees will be either judicial or professional and are drawn from a generic list of possible referees tailored for each selection exercise and detailed in the information pack for that exercise.  For example, if an existing tribunal member applies, the JAC may ask the Chair or President of the relevant tribunal for a reference for that candidate.  The JAC will contact 'JAC nominated' referees directly and the candidate will not have to obtain these references on behalf of the JAC.

References should be submitted to the JAC electronically. The JAC will only accept hard copy references in exceptional circumstances.

Information and guidance on selecting referees can be found here.

Candidate Selection Day
If shortlisted, candidates are invited to a selection day, which may consist of a panel interview, interview and role-play, interview and presentation or interview and situational questioning. Candidates will be expected to demonstrate the qualities and abilities required.

• Interviews
  Interview panels consist of three to five panel members including a Chair, a Judicial Member and an Independent Member. You will be advised of who will be sitting on your panel prior to your Selection Day.
  Information about interviews can be found here.
  
• Role-Play
  Role-play usually simulates a court or tribunal environment. Candidates are asked to take on the role of Judge and respond to a simulated situation. These exercises assess how you would deal with situations you might face and decisions you would be asked to make if you were appointed. They enable you to demonstrate whether you have the required qualities and abilities and whether you maintain performance under challenge and pressure.
  Information about role-play can be found here.
  
• Situational Questioning
  Situational questioning focuses on what a candidate would do in a specific situation.  This technique involves questions that describe a hypothetical situation based on challenging, real-life, job-related occurrences and asks the candidate how they would handle the problem.

Panel report
Panel members assess all the information about each candidate and agree which candidates best meet the required qualities. The Panel Chair then completes a report providing an overall panel assessment. This forms part of the information presented to the Commission.

Statutory Consultation
As required under sections 88(3) and 94(3) of the Constitutional Reform Act 2005 (CRA), the Commission must, as part of the selection process, consult the Lord Chief Justice and another person who has held the post, or has relevant experience of the post, about those candidates the Commission is minded to select. The Commission will consider the responses, together with other information about a candidate.

Selection decisions
The Commission considers all the information gathered about candidates to select those it recommend to the Lord Chancellor for appointment.

Report to Lord Chancellor
When reporting its final selections to the Lord Chancellor, the Commission must say what the consultees' comments were and whether it followed them or not, and give reasons.