Communications of the AIS.
Rating Applicants Plan For Rating Applicants When an agency announces an examination for any occupation, it must have an examining plan.
Plans for in service placement actions used by human resources or personnel offices follow the same basic principles as those used for outside hiring. The plan should include the job elements, a crediting plan for rating applicants, announcement information, forms, questionnaires to be used, and other rating information.
Ideally, a panel composed of examiners and agency operating officials who know the job requirements prepare the examining plan. In this way operating officials and Information system a module with case interested parties play a vital role in the examining process which is directly related to local job requirements.
The number of panel members and the methods used vary, depending on the nature of the job, or jobs, and local considerations. In preparing the examining plan, the panel can adapt material from examining guides to meet local requirements.
For example, general instructions, announcement paragraphs, application forms, suggested crediting plans, and other appropriate material not necessarily all of these in each case, however may be included.
Developing The Examining Plan Developing the examining plan usually requires a number of steps: Studying the job A thorough understanding of the work and the characteristics or job elements needed for success is necessary.
Identifying the job elements Identifying the proper set of elements for a particular job involves: Deciding which of the five job categories is appropriate; Comparing the job to be filled to those described in the category; and Selecting the set of approved elements most appropriate for the job.
Deciding how to obtain information about applicants A decision must be made as to the best way to obtain information about the degree to which applicants possess required abilities. Forms or oral interviews designed to elicit this information should: The selection of application forms, checklists, etc.
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Forms may be modified or new forms be developed for local use. Short-Answer Supplemental Experience Statement Sheets Supplemental experience sheets may be used to obtain more information from the applicant if necessary. Such forms should be kept simple, and, to the extent possible, they should not require skill in writing.
In developing forms locally, rating guides may be used as a reference for the kinds of information usually needed in connection with job elements. Reference Checks or Qualification Questionnaires While reference checks or qualification questionnaires are not required, they may be useful to support or supplement information received from applicants: When supervisors can be contacted easily; When it is not practicable to get information from applicants; or When there is some doubt concerning the statements made by an applicant.
Qualification inquiries should be made of sources such as employers and schools when available information indicates the possible existence of an unfavorable record. If the desired information is obtained by telephone, the examiner should ask essentially the same questions that are asked on the application form, and a brief written summary of the information should be kept with the application.
As in other examining procedures, present employers should not be contacted unless permission is given by applicants, and all information received should be considered confidential.
Tests In deciding whether tests will be used, the value of the information to be obtained should be considered in relation to the availability of tests, their cost, and time factors.
If tests are used as one indication of ability, the examining plan should provide complete information as to the type of test, its use in measuring an element, and a method of converting test results to point values. Preparing the crediting plan Preparation of the crediting plan is one of the most important steps in examining for a job.
The plan contains descriptions of specific kinds of acceptable experience, training, or other information for each element. Information illustrating degrees of potential or ability for an element are grouped as follows: Demonstrated superior ability 4 points Demonstrated satisfactory ability 3 points Barely acceptable or potentially satisfactory ability 2 points Information which is of some value, but indicates less than barely acceptable ability 1 point Point value descriptions are best prepared with the assistance of subject-matter experts who can describe the shop practices, materials, equipment, etc.
They are usually developed after review of the applications received. In this manner, all of the possible kinds of information that will be needed in rating the applications are included. A good understanding of requirements is increased in group discussion; and a group interpretation tends to be more generally applicable than one adopted by an individual rater without consultation.
After the crediting plan is prepared, it should be tested to be sure that it will be a useful tool in assessing the potential of applicants for success on the job, e. Rating Guides Rating guides developed by the Office of Personnel Management are helpful in preparing local crediting plans. Each rating guide contains a definition of the particular job element; levels of ability within the element; work examples where appropriate; and typical questions that may be asked of competitors.
These examples and descriptions are broad and general because the rating guides cover a variety of jobs in which the element is important. A rating guide has two major purposes: The example selected serves as a general description of demonstrated satisfactory ability 3-point value and represents the mid-point of the eligibility range.
The general description of demonstrated satisfactory ability 3-point value can be expanded to fit the local job requirement. Using the 3-point value description as a reference, often one of the higher levels of ability in the rating guide can be selected as a guide for the 4-point value description.
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