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The Responsibilities of the Selection Committee include the
following:

Reviewing the application form and supplemental information,
including the Board resume
Preparing questions for candidate and supervisor interviews and
submitting a copy of the questions to the UMP Commitee for
approval
Submitting the weights for each dimension to the UMP Committee for
approval before the interview process begins
Providing all rcquired information to the UMP Committee prior to the
closing date of the posting of the UMP position
Interviewing candidates --(All members of the selection committee
must be present at each interview.)
Interviewing candidates' current supervisor--(All members of the

selection committee must be present at each interview.)
• Reviewing candidates' educational transcripts when appropriate

Reviewing the requirements of the position for which the candidate is
being interviewed
Retaining all paperwork and notes from the selection process for one

year

oral and written interviews

for all ajpplicants

Selection Criteria
The Traince(s) will be selected using the following information:

A wrilen interview -- this will be administered by HRM and will not
be preparcd in advance
An oral interview

Board resume
• Other information may be reviewed:

Interviews with supervisors
Educational transcripts

The Written Interview
The Selection Commiuce will develop a set of at least three questions that
address one or more of the targeted selection dimensions. Each of these
questions will be used to evaluate the candidates' written communication skills
and at the same time will be an opportunity for the candidate to provide
information about his or her qualifications for the specified job. The written
interview will be supervised by HRM and will be given prior to the oral
interview.
The results will be reviewed by each member of the Selection Committee, will
be used to supplement the information gained in the oral interview, and will be
incorporated in the overall scoring of the candidate by the Sclection Commit-
tee.
A new set of questions will be developed by the Selection Committee each

The Oral Interview
The interviewing process will be conducted by the Selection Committee as a
whole using the following procedures:

The Selection Committee will develop at least two to three questions
for each job-related dimension.
The Selection Committee as a whole will review all questions for
appropriateness and completeness prior to the actual interview.
Each oral interview will be conducted by the full Selection Commit-

tee.

Preliminary scores for each dimension will be assigned by each
interviewer at the conclusion of the oral interview.
The candidates should be offered an opportunity to discuss their leave
usage and any other information that they feel is pertinent to their
selection.

need examples of skills and abilities

Other Information
The Board resume including leave records will be reviewed.

Scoring
Each of the targeted selection dimensions for the specific job family will be
scored from 1-5. The behaviors demonstrated within the dimensions will be
evaluated and points assigned as follows:
1 = Much Less Than Acceptable (significanuy below criteria required for

successful job performance)
2 = Less Than Acceptable (generally does not meet criteria relative to

quality and quanuity of behavior required) 3 = Acceptable (meels criteria relative to quality and quanuity of behavior

required) 4 = More Than Acceptable (generally exceeds criteria relative to quality

and quantity of behavior required) S = Much More Than Acceptable (signisicanuly above criteria required for

successful job performance) A goal of this scoring method is to guard against the possibility of the interviewer with a technical background giving more credence to technical examples than to non-technical examples of behavior. The only time that a technical answer/example should be given more credence than a non-iochnical example is in the scoring of the technical knowledge dimension. The interviewer will evaluate the examples based on the substance provided by the candidate. Predetermined weights will be applied to each score. That is, values from 1

110 5 will be assigned to each dimension to reflect the importance of that dimension to successful performance in the job. These values will be assigned before

5

any evaluation of candidates begins. The candidate's score for a given dimension will be multiplied by the weight to give a weighted score for each dimension. The sum of these weighted scores will determine the final point total for the candidate.

Scoring Procedure
Using Targeted Sclection Methodology, the interviewers will evaluate the
writen and oral responses and will score the candidate on each dimension
separately before meeting to determine the consensus score for each dimen-
sion. Each consensus score will be multiplied by the weight for that dimension.
After the consensus scores are weighted, they are then summed to generate the
candidate's total scorc.
Since both oral interviews and wriuen questions are used to evaluate the
candidates, it is essential to this scoring methodology that redundant examples
are counted only once for a given dimension. The following procedures will be
used -40 determine the scores of each candidate:
1. In accordance with Targeled Selection Methodology, interview the

candidate and record examples given by him or her that provide
behavioral evidence of the candidate's qualification for the position.
The Selection Committee will pursue questioning unul a complete

response (or STAR*) is developed. 2. Next, for each dimension Selection Commitee members review the

recorded evidence given in the oral interview and the evidence recorded in the candidate's wriuen responses. Selection Commiuee members will make certain that duplicate or redundant examples evidences are only counted once for the same dimension, and will determine the dimensional score from the distinct examples given. After each interviewer scores the candidate on each dimension, the Selection Committee will discuss their individual scores until a consensus score is reached. The consensus score for each dimension will be multiplied by the pre-assigned weight for that dimension. These products are summed to give the total score.

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Selection of Finalists
The highest scored group of candidates will become finalists. A minimum of at
least three candidates must be included in this group or all of the candidates if
there are fewer than three. The Selection Commitee will review additional
sources of information for these candidates.

* STAR represents an answer that includes the description of a situation, the related action, and the result

Review of Additional Qualifications - Supervisor Interviews,
the Board's Resume, and Transcripts
The Board's resume and transcripts (if any) of all of the finalists will be
reviewed at this stage if they were not reviewed previously.
A standard set of questions will be used to interview supervisors. These
questions will address the targeted selecuon dimensions.
After the top candidates are determined, their supervisors are then interviewed
by the full Selection Committee on selected dimensions. If different behavioral
examples are idenuified during this interview, the consensus score will be
reviewed. If the consensus score changes, new weighted and local scores will
be computed.

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Final Recommendations to IRM Senior Management
All scores developed during the interview process (individual, consensus, and
weighted) will be forwarded to the UMP Committee which will review this
information for consistency with the UMP procedures. When the Selection
Commillee's process conforms to the procedures in the Upward Mobility
Program, the UMP Commillee will recommend the highest scoring candidate
to the Deputy Executive Director for Information Resources Management
(DED-IRM) for final approval.

Selection of Trainees/Feedback to Remaining Applicants
The DED-IRM will approve the final selections for all Trainee positions.
Candidate evaluation forms will be completed for all applicants, reviewed by
the UMP Committee, and submited to HRM. If formal complaints arise, the
Procedures for Appeals specified under Administration of the Upward Mobility
Program will be followed.

Trainee
Positions

Initial Placement in Program
Trainees will generally be placed in the program at the lowest FR level of the
specific Trainee ladder. If a Trainee in the Computer Applications Program-
mer, Financial Reports Analyst, or Information Systems Specialist job meets
all of the specified qualifications, he or she will be placed at the FR-33 level.
Trainees will be qualified to advance to the next highest FR level after one
year in grade, and upon the UMP Commillec's verification that I) the OJT/
coursework objecuves have been achieved and 2) the skill level, as outlined in
the individual Development Plan, has been allaincd. The branch manager will
recommend a Career Ladder Progression to the UMP Committee. If the UMP
Committee concurs, they will forward the recommendation to the DED-IRM
for final approval.

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Salary and Pay Adjustments
For employces in either the regular (FR) or other (Wagc-Board or Printing
Grade) salary schedulc, normal Board compensation policy will prevail when
either transferring or being promoted into an UMP Trainee position. If,
however, the cmployee has chosen to accept a lower grade and his or her
current salary does not exceed the maximum in this grade, his or her salary
will remain unchanged. This employee will be eligible for merit increases. If
the employec has chosen lo accepi a lower grade position and the employee's
current salary exceeds the maximum of the new salary range, his or her current
salary will be frozen and no salary increases will occur unul the range maxi-
mum catches up" with the frozen salary. While the employee's salary is
frozen, the employec will not be eligible for merit increases. As for all Board
employees, the UMP-trainee will receive promotions and other forms of
compensation when he or she meets or satisfies the appropriate requirements.

never reduced

.

UMP Trainee Classifications and JEPS
There are two grade levels in the Computer Applications Programmer Trainee,
Financial Reports Analyst Trainee, and Information Systems Specialist Trainee
job families -- FR-32 and FR-33. The qualification standards for these two
grades and for thc entry level position are given below.
FR-32 • High School Diploma or Equivalent

Onc ycar of full-uime Board experience

PMP rating of CMS or beuer
FR-33 High School Diploma or Equivalent

Onc ycar of specialized experience
PMP rating of CMS or beuer
A minimum of six hours of college level coursework in specific
job-related courses. Internal and extemal coursework must
include the following topics:
For Computer Applications Programmer
• Introduction to computer science, data processing, or

information systems
Introduction to software logic
Introduction to computer programming
TSO/PDF

JCL
For Financial Reports Analyst

Incoduction to Accounting
Principles of Economics
Principles of Accounting
TSO/PDF

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