November 18, 2019 The USA Hire Working Group meeting will ...

1

OFFICIAL USE NOTICE: This material is intended exclusively for use by USA Hire Customers and is not to be distributed without approval from the USA Hire Program Office. This communication may contain information that is proprietary, privileged, confidential or otherwise legally exempt from disclosure. If you have received this presentation in error, please notify the USA Staffing Program Office immediately and delete all copies of the material.

The USA Hire Working Group meeting will begin shortly.

Please log in to Adobe Connect prior to calling in so that your name is tied to your phone number

Audio Conference Options:• Dial-out [Receive a call from the meeting] – Preferred Method

November 18, 2019

USA Hire: Transforming Government One Hire at a Time

Agenda

2

• CVTI Form Elimination• Competency Lookup Tool• Assessment Testing Windows• FSA and EA Update• Assessment Strategy

Use the Chat feature in Adobe Connect to pose questions to the presenters.USA Hire: Transforming Government One Hire at a Time

CVTI Form EliminationPresenter: Sharon Wilborn, Customer Outreach, USA Hire

• The CVTI Form has been eliminated due to sufficient data collection over the past 8 years to support the government-wide job analyses used to develop the USA Hire Standard Assessments.

• The Federal Supervisor Assessment (FSA) and Federal Executive Assessment will not require a CVTI form, either.

• Agencies must still ensure all competencies assessed are identified in the job announcement.

3USA Hire: Transforming Government One Hire at a Time

Competency Lookup Tool


• Available on the USA Hire Resource Center

• Access is through logging into Max. gov

• May be saved and emailed or saved to a shared drive.

4


USA Hire: Transforming Government One Hire at a Time 5

Assessment Testing WindowsPresenter: Scotty Gray, Business Analyst, USA Staffing

• Applicants apply to the USA Hire announcement are given a testing window to complete assessments

• Defined Testing Window Options: – Default Testing Window: USA Staffing determine this window based

on the announcement open and close dates– Custom Testing Window: HR user inputs a custom window


Assessment Testing Windows

• Default (recommended) – How to Use: – Don’t populate any dates – Don’t click the “Save and Close” button (even after dates have been auto- populated)

• Default – What to Expect: – Window dates are auto-populated by USA Staffing based on announcement period– Dates automatically re-calculated by USA Staffing after the HR user modifies the

announcement close date (post-release)


Default = Announcement Open Date

Default = Announcement Open Date + 2 days


• Custom – How to Use: – Populate custom window dates in pop-up and click ‘Save & Close’ button– At any time, open pop-up and click ‘Save & Close’ button (even if dates previously

calculated by default)

• Custom – What to Expect: – No automatic behavior, user will have to manually modify custom window whenever a

change is made to the announcement dates.



• Custom windows can be set at the applicant level as well– Reasonable Accommodation Adjudication– Late Filer Applications– Modifying or Reordering assessments through Application > Gear Icon > Edit External

Assessment Dates– Modifying or Reordering assessments through Applicant List > {Select Applicant} > Apply

Action > Re-Order External Assessments

• Custom Applicant – What to Expect: – Disrupts any automatic behavior– Custom applicant window retained until modified by a user

• Key-take aways: – It’s recommended to keep the default system behavior for assessment windows– Opting for a custom window (at a vacancy or application level) will disrupt automatic system

behavior and always require manual HR intervention from that point forward



• Changes coming soon to the Set USA Hire Assessment Window Pop-Up • Existing functionality remains the default choice



• Dynamic Testing windows were developed in support of specific Custom USA Hire assessments. We’ll keep you informed about future applications of this feature.

• Users would have to go out of their way to choose this non-default option


FSA and EA UpdatePresenter: Alix Autrey, Lead Personnel Research Psychologist, AEB


• Update on the Federal Supervisor Assessment and the Executive Assessment• Overview

• Pricing

• Availability

Federal Supervisor Assessment Overview


• Composed of two item types: Situational Inventory (SI) and Behavioral Index (BI)

• Measures Accountability, Customer Service, Decisiveness, Flexibility, Interpersonal Skills, Problem Solving, and Resilience

• Can be used for a variety of white-collar job series; can be combined with other agency/job series specific assessments (e.g., AssessmentQuestionnaires)

14

Executive Assessment Overview


• Agencies will be able to use any combination of the assessments they deem appropriate for their SES hiring needs: Situational Judgment Test, Work Simulation, Work Styles Assessment

• All Executive Core Qualifications (ECQs) are measured across the three assessments; agencies and participants are provided feedback reports on each applicant

• The assessments can be used for selection into SES positions as well as Candidate Development Programs (SES CDPs)

15

FSA/Executive Assessment Pricing


• FSA starts at $3500 per JOA for the first ten JOAs and then the price decreases slightly for subsequent JOAs

• For the EA, the price varies based on number of assessments used--$5,000 for one, $6250 for two, and $7,500 for all three assessments

16

FSA/Executive Assessment Availability


• Both will be available in the mid-December timeframe to allow time for configuration

• If you are interested in further discussing these assessments, contact your USA Staffing account manager; or [email protected](EA) or [email protected] (FSA)

17

mailto:[email protected]

mailto:[email protected]

Assessment StrategyPresenter: Michael Blair, Lead Personnel Research Psychologist, AEB


• First of a series of sessions on assessment strategy

• Today

• Developing Your Assessment StrategyPart 1: Questions and Considerations

18


• Defining Assessment

• Context

• Stakeholders

• Content

• Process

Context Stakeholders Content Process

Defining Assessment


• Assessment– A systematic approach to gathering information about individuals– Used to make selection, promotion, or other career-related

decisions

• Assessment Tool– Any procedure used to measure an individual’s employment or

career-related qualifications and interests– Includes objective, subjective, and projective measures

• Assessment Strategy– Plan for designing and implementing one or more assessment

tools for an organization, occupation, or a specific situation

Defining Good Assessment


• Reliability– How well an assessment measures a characteristic– Produces dependable, repeatable, and consistent information– Reliability ranges from 0 to 1– What is a “good” reliability coefficient?

• Validity– What is measured and how well it is measured– Degree to which an assessment accurately predicts an outcome– Validity ranges from 0 to 1– What is a “good” validity coefficient?

ContextThe Federal Landscape


• Delegated examining

• Merit promotion

• Direct hire authority

• The time vs quality conundrum

ContextBarriers to Effective Assessment


• Minimal assessment knowledge/expertise

• Lack of collaboration among key players

• Constraints on time and/or resources

• Misperception/confusion on policies and procedures

• Availability of meaningful and/or useful data to support assessment development

• System limitations or constraints

“Simple” Context Questions


• What process was used previously and was it effective?

• How many job openings are expected?

• How many applicants are expected per opening?

• Is the job general or specialized in nature?

• What is the level of the job?

• Is this a hard to fill position, and if so, why?

• What are the characteristics of the applicant pool?

• What resources (people, time money) are available?

“Complex” Context Questions


• What other factors do we need to consider in filling this position?– Satisfaction with previous applicants and hires– Cost of a hiring error– Union involvement– Litigation history / potential– Turnover / retention

• Does your agency support the use of assessments?– Advocates– Detractors

Stakeholders


• Agency Leadership

• Hiring Managers

• HR Personnel

• Job Applicants

• Subject Matter Experts

• Personnel Psychologists

• Information Technology Staff

• Tax Payers

Primary stakeholders

Secondary stakeholders

The key with stakeholders is to understand who they are, their individual perspectives, and which ones are most important for your assessment situation.

Content Questions


• What is the intended purpose of the assessment?• Has a job analysis been conducted?• Has the job changed significantly since the last job analysis?• What are the critical competencies?• What competencies are required at entry?• What competencies do you want to measure and why?• How is success measured on the job?• How will success be measured for the assessment?

Process Questions


• How will the assessments be delivered?• What assessment approach will be used?• What is the assessment administration order?• How will the assessments be scored?• Have you evaluated each assessment option for:

– Reliability and validity?– Competencies assessed?– Assessment double dipping or dichotomies?– Overall value relative to other options?

Other Things to Consider


• Practicality / viability / feasibility of the assessment process– Sometimes less is better…

• What are you really trying to predict?– Retention, training success, job performance, hiring manager

happiness…

• And the question that is most frequently forgotten, but may be the most important of all…– Do you really need an assessment?

USA Hire: Transforming Government One Hire At A Time

November 18, 2019 The USA Hire Working Group meeting will ...

Documents

Transcript of November 18, 2019 The USA Hire Working Group meeting will ...