Discussion 12
Hi all-
Normally I wouldn't send out another update so close to my last update, but I wanted to ask a question (see later in this e-mail).
- New members -
I'm pleased to announce that the following individuals are new members to our discussion list, bringing our total to 52 * welcome!
* Chris Gist, EDD
* Rebecca Mize, DMV
* Maria Anderson, DMV
AND, as a surprise...we have our first non-California state member! Please welcome Juan Benavidez, from the State of Oklahoma's Office of Personnel Management!
- Information -
A couple days ago I was sent CA POST's new hiring guidelines for interviewing peace officers. It's an "advance copy" and therefore not in its final form, but I'd be happy to share. It's a very well written piece on developing and administering a proper structured interview, with some great references.
- Question -
Now time for my question. In your structured interviews, do you ask a question similar to, "Please describe to the panel your background, training, and experience as it relates to this position."
If so, what KSAs do you link this to and how have you determined its weight relative to other KSAs you are measuring?
We used to ask this question but recently discontinued it due to concerns over how exactly to link this to the job analysis data. I'm re-thinking this decision and am interested in your feedback.
- That's all for now, folks! Keep that job analysis data rolling in--171 separate job analyses and counting! -
Bryan Baldwin
Brian: I'd be interested in what you get back in response to your
question. We have not asked the experience/education in part I believe
because we've unable to obtain rating criteria for the responses. I'd
be curious to see what others have done.
"Carrasco-Minton, Julie"
Ditto what Julie said,
Funny but we were having this same discussion the other day. Food and Ag would be interested in what everyone's thoughts would be.
Kimberly Dean
Exam Analyst
Department of Food and Agriculture
The way that we have been using this question is making it our first
question. What we do is have some broad base suggested responses (very
general) and we measure the candidates education, experience, and training
based on the very general suggested responses. We link the question to all
of the KSAs. The reason we do this is because the candidate suggested
responses could cover a wide range of KSAs. The candidate may have a vast
array of education and experience that is applicable to the classification.
Hope this helps.
"Cooper, Bill"
We have routinely asked this question in the past, but have more recently been looking at it's relevance to the class/KSAs. I'd be interested in knowing what others have been doing as well. Maybe we can talk about this on Tuesday?
Also, Bryan, I'd be interested in receiving a copy of POST's peace officer hiring guidelines, so....if you're sharing, can you send it to me?
"Regena Caton"
Hi, All!!
In response to Bryan's question re: how to include a general experience/education/qualification question in a structured interview in such a way as to ensure job-relatedness and a link to the job analytic data, let me first say "great question!!" It's one we deal with on a regular basis, and here's how we have tackled the issues at hand:
If previous experience, training, education, etc., are (and, in so many instances it ARE) important to future job success, then it is specific experience, training, education that are important. So, instead of asking one big, unfocused experience, etc., question, we can ask a series of such background questions, each geared to very specific KSAs identified in the job analysis.
For example, if we were designing a structured interview for the job of Exam Analyst, we might have an experience-based question asking about the candidates' experience conducting job analyses; we could have another one focused on developing selection instruments; we could have a question re: the candidates' training and education in the areas of assessment and measurement, etc. We would use the KSAs from our job analysis to identify the subject areas of each of however many of these background-type questions we might ask.
A single, broad, non-focused question is much more difficult to score than would be a series of specific experience/education/etc., questions.
Hope this helps!!
Shelley
We used to do general background questions at the beginning of the interview
just to "relax" the candidates and not grade them.
Currently, we don't do them although I like Shelly's idea of asking a
background question that are specifically tied to KSAs. Therefore I may
want to use it for some exams in the future in this manner.
Marisa Pereira, Manager
Exam Unit
Department of Industrial Relations
Personnel Office
Shelley, that's a great suggestion. My only question is whether, when
you're asking these types of questions, they are being linked (to use
your example) to "Knowledge of job analysis", "Skill to conduct job
analysis", etc.? Or is this another KSA altogether, something along the
lines of "Experience conducting job analysis"? I just want to make sure
we're all on the same page and that this is being documented in a way
you think is appropriate.
Thanks for everyone's input. Obviously a very relevant question area.
Bryan
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