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State Hiring Process: A Presentation for Executive Order Four Diversity Council

State Hiring Process: A Presentation for Executive Order Four Diversity Council. Competencies and Selectives Presented by the Iowa Department of Administrative Services March 28, 2008. Screening Plan “Road Map”. Fill position? → Job Design → Duties and Responsibilities → Competencies

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State Hiring Process: A Presentation for Executive Order Four Diversity Council

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  1. State Hiring Process:A Presentation for Executive Order FourDiversity Council Competencies and Selectives Presented by the Iowa Department of Administrative Services March 28, 2008

  2. Screening Plan “Road Map” Fill position? → Job Design → Duties and Responsibilities → Competencies → Minimum Qualifications → Selective Certification → Hire List

  3. Job Design “Organizing tasks, duties and responsibilities into productive units of work.” • What tasks? • What order? • Organizational fit

  4. Position Description Questionnaire (PDQ) Background Information Duties and Responsibilities (Expands) Competencies, Essential Functions, Sign-offs

  5. Competencies Official State Definition: “Observable and measurable • Knowledge • Abilities • Skills • Behaviors that must be applied to achieve results aligned with the goals of the organization.” • Needed to perform duties and responsibilities • More intangible, abstract • More generic – cross-functional

  6. Examples of Competencies One, two or several-word descriptor followed by definition. • Reading – Understands and interprets written material, including technical material, rules, regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written material to specific situations. • Mathematical Reasoning – Solves practical problems by choosing appropriately from a variety of mathematical and statistical techniques. • Physical Strength and Agility – Ability to bend, lift, climb, stand, and walk for long periods of time; ability to perform moderately heavy laboring work.

  7. Competency Selection Criteria • Necessary to perform job • Necessary when hired • Performance-differentiating

  8. The Screening Device should come as close as possible to mirroring the job being filled. Selection Device Most critical competencies Necessary at entry Performance differentiating The Job Job Duties and Responsibilities Essential Functions Required Competencies Job-Relatedness

  9. Self –Screening by Potential Applicants Employer Screens Minimum Qualifications The Hiring “Funnel” Selective Cert Screening Device(s) Interview Checks Hire Offer Post Offer Screens Probation Multiple Screens Narrow the List

  10. Minimum Qualifications: Initial Screen for Competencies What are minimum qualifications? • Standards for the amount and kinds of • education • training • experience that an applicant must possess in order to be considered for employment in a job class and position. • Based on identifying those areas of education, training, and experience that will provide the competencies required to perform essential job functions.

  11. Example of MQs for Executive Officer 1 EDUCATION, EXPERIENCE, AND SPECIAL REQUIREMENTS Graduation from an accredited four year college or university and the equivalent of three years of full-time professional level experience such as program administration, development, management or operations;

  12. Selective Certification Definition in ASM: Selective certification is a means of narrowing the applicant pool by seeking a more specific type of background WITHIN the stated minimum qualifications. • Used with more general job classes • Nexus with duties and responsibilities, required competencies and essential functions • Determined by DAS-HRE along with MQs • Applicants must meet selective to go on hire list

  13. Examples of Executive Officer 1 Selectives SELECTIVE CERTIFICATION For designated positions, the appointing authority, with Iowa Department of Administrative Services – Human Resources Enterprise prior approval, may request those applicants possessing a minimum of twelve semester hours of education, six months of experience, or a combination of both, or a specific certificate, license, or endorsement in the following areas: • 006 agriculture • 010 amusement rides - inspection, installation, maintenance • 035 engineering • 038 air brakes unrestricted • 054 biological sciences • 220 military logistics

  14. Example of Selective Definition 220 – Military Logistics:  6 months’ experience, 12 semester hours, or a combination of both in military logistics involving procurement, supply, equipment maintenance, asset security, inventory control and military installation property equipment management. From “Numerical Selective Definitions” http://das.hre.iowa.gov/documents/class_and_pay/selective_long_definitions_numerical.doc

  15. Additional Resources • Applicant Screening Manual http://das.hre.iowa.gov/documents/publications/applicant_screening_manual.pdf • Class Descriptions http://das.hre.iowa.gov/job_descriptions.html • Competency Guide http://das.hre.iowa.gov/documents/class_and_pay/competency_guide.doc • Competency Library http://das.hre.iowa.gov/documents/class_and_pay/job_competencies.pdf • Selective Lists http://das.hre.iowa.gov/info-managers.html#lists

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