Annex IV template — HR screening
Download an Annex IV technical documentation template tailored to HR screening: ranking, interview scoring, fairness evidence, oversight, monitoring, and logging.
Draft an HR screening Annex IV doc you can review in ~60 minutes.
For compliance, risk, product, and ML ops teams shipping agentic workflows into regulated environments.
Last updated: Dec 16, 2025 · Version v1.0 · Fictional sample. Not legal advice.
Report an issue: /contact
What this artifact is (and when you need it)
Minimum viable explanation, written for audits — not for theory.
A system-type Annex IV template for hiring/HR screening: rankings, scoring, recommendations, and the evidence you need for oversight and fairness reviews.
It keeps the focus on controls and proof: disclosures, reviewer workflows, and traceability across versions.
You need it when
- Your system screens, ranks, or scores candidates or influences hiring decisions.
- You need to show oversight, explainability, and fairness-oriented evaluation evidence.
- You’re preparing internal governance reviews or external audits.
Common failure mode
HR systems ship without explicit boundaries (“not solely automated”), without oversight triggers, and without defensible evidence about evaluation and bias/fairness checks.
What good looks like
Acceptance criteria reviewers actually check.
- Outputs are explicit (rankings/scores) and boundaries are explicit (what is not automated).
- Data minimization and sensitive data handling are defined.
- Fairness-related checks and thresholds are documented (where applicable).
- Oversight rules define always-review vs sampled review and recorded rationale.
- Logs and exports can prove which model/policy version produced a recommendation.
Template preview
A real excerpt in HTML so it’s indexable and reviewable.
## 4) Performance metrics & thresholds - Validity metrics (fit-for-purpose) - Fairness checks (where applicable) - Calibration and error analysis ## Evidence pointers - Oversight records (approvals, overrides, escalation) - Candidate disclosure artifacts + UI proof (if applicable)
How to fill it in (fast)
Inputs you need, time to complete, and a miniature worked example.
Inputs you need
- A clear statement of intended purpose + boundaries (especially for hiring decisions).
- Your data sources and retention windows.
- Evaluation approach and threshold governance.
- Oversight SOP and monitoring plan references.
Time to complete: 45–90 minutes for v1.
Mini example: boundary statement
Boundary: - The system provides recommendations only. - Humans make final hiring decisions. - Always-review: any rejection recommendation with confidence < 0.7.
How KLA generates it (Govern / Measure / Prove)
Tie the artifact to product primitives so it converts.
Govern
- Policy-as-code checkpoints that block or require review for high-risk actions.
- Versioned change control for model/prompt/policy/workflow updates.
Measure
- Risk-tiered sampling reviews (baseline + burst during incidents or after changes).
- Near-miss tracking (blocked / nearly blocked steps) as a measurable control signal.
Prove
- Hash-chained, append-only audit ledger with 7+ year retention language where required.
- Evidence Room export bundles (manifest + checksums) so auditors can verify independently.
FAQs
Written to win snippet-style answers.