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The Respondent has minimally shown that the Applicant received a full and fair consideration. The Applicant was lawfully not selected for the Post, as her test result was below the passing score. The requirements the written test directly related to the responsibilities of the contested position. There was no indication of any alterations or discrepancies with the marking methodology. The Organization does not have a promotion system where managers are obligated to develop and train supervisees for promotion opportunities and assist them in career growth and, therefore, job applicants have no right to be trained for recruitment exercises. It is not within the jurisdiction of the Tribunal to pronounce on the merits or deficiencies of such a system. Managers and supervisors are obligated “to take all appropriate measures to promote a harmonious work environment, free of intimidation, hostility, offence and any form of prohibited conduct. It is incumbent on managers to resolve escalation of disharmonious relationships through constructive dialogue and a humane management approach. In the instance case, if such a dynamic existed between the Applicant and her supervisors, it is recommend that the Applicant’s FRO and the Chief of Client Services take steps to address the on-going relationship issues between them and the Applicant. Th Applicant’s managers should finalize any outstanding performance appraisals for the Applicant and avoid such delays in the future as such mismanagement does not contribute to a harmonious workplace. In respect of the reassignment decision, the decision is not receivable ratione materiae as the Applicant did not seek management evaluation.