Broad-Based Testing

1. Broad-Based Testing Los Angeles County Office of Education PERSONNEL COMMISSION

2. The Problem • Many related classifications • Differ on specific job content and levels of responsibility • Many obstacles to class consolidation - logistical, political, fiscal • Each class has a unique examination • Variably content and quality • Not consistently updated • 2-3 month recruitment & examination cycle time • No overall competency architecture across the classes • Core competencies and competency progression • Pass point paradoxes (lower pass points for higher level jobs based on selection ratios)

3. Purpose and Objectives • Improve testing quality, reliability, and efficiency • Improve coherence of clerical examination plans • Reduce redundant testing • Reduce time to place candidates on eligibility lists • Ensure eligibility lists are quickly available

4. Strategy • Core test battery for as many classifications as possible • Annual calendar of assessment opportunities (e.g., quarterly) • Computer-based testing • Score banking and certification to different exam plans • Different weights and cut-off scores for different classifications based upon relevancy and level needed • College-Board Model (SAT, GRE, etc.)

5. Score Data Flow

6. Development of the Test Battery • Reviewed job analyses from Agency-Wide Classification Study - 2004-2007 • Re-stated duties into “generalized work activity” (GWA) statements with no reference to specific job content. • Map GWAs to each classification • Identify relevant assessment tools for GWAs • Via GWAs, map assessment tools to Classifications • Derive relevancy and weight of assessment tools to classifications.

7. Matrix of GWA with Classifications

8. Competencies Assessed - Tests • Following Instructions (MC) • English Usage & Grammar (MC) • Microsoft Outlook (MC) • Microsoft Excel (Performance, OPAC) • Microsoft Word Skills (Performance, OPAC) • Telephone - Customer Service (SJ, OPAC) • Sequencing and ordering speed and accuracy (timed) • Computational speed and accuracy (timed) • Checking and comparing speed and accuracy (timed) • Data Entry speed and accuracy (timed, OPAC)

9. Matrix of Tests with GWAs

10. Matrix of Tests with Classifications

11. Result • Linkage of tests-to-tasks-to-classifications to establish job relatedness • Derived weighting scheme for each classification • Relevant tests • Relevant weights • Job specific competencies identified in the job analyses are assessed in specialized examination parts • Min Quals • TE • Interview • Performance

12. Clerk Intermediate Clerk Senior Clerk School Clerk Senior School Clerk Data Control Clerk Senior Data Control Clerk Typist Clerk Intermediate Typist Clerk Temporary Office Worker Senior Typist Clerk Department Assistant, Dance Department Assistant, Music Department Assistant, Theater Department Assistant, Visual Arts Receptionist Reader Information Resources Specialist Media Dispatching Clerk Secretary Division Secretary Legal Secretary School Administrative Secretary Senior Division Secretary Executive Legal Secretary Executive Assistant Applicable Classifications

13. Affected Positions

14. Administrative Practices • Score Life: • 2 years • Test Administration: • Every 3 months • Test Retake: • Once every 6 months • Retake Scope: • Whole Battery – not individual tests for logistical reasons • Weighted or Qualifying-Only: • Qualifying Pass/Fail-only for Promotional Exams • Weighted for Open recruitment

15. Administrative Practices • Effective Scores: • Only the candidate’s most recent score, not the highest score, can be certified to a list. • For candidates whose scores enable them to be placed on an eligibility list (pass the exam), the certified scores stands for the duration of eligibility on the respective list. • Scores already certified are not updated by retakes • One’s score (and relative ranking) on a list can not be improved until eligibility expires (one year). • Multiple (10) Pass Points • Low individual test pass points • Reduced Adverse Impact • 3 apparent factors: • Computer skills, speed and accuracy, verbal

16. Recruitment • Continuous offering of the BBC • Continuous recruitment for all affected classifications • Establishes a pre-tested pool of potential candidates for the affected classes • For most classifications, limited or no public posting for job specific recruitments • Notifications sent to pre-tested pool, based on test cut-off score • Invitations to apply to take the specialized exam parts for the classification

17. No need to go to the general population for each recruitment

18. Benefits Received and Expected • Test quality improvement through • Data monitoring and psychometric analysis • Empirical validation research • Development of alternate forms • Administration efficiencies through • Managed efficiencies in test administration and score managements • Minimizing retesting of the same candidates for different classifications • Improved communications with candidates • Recruitment enhancement through • Maintaining a pre-tested pool of applicants • Having something to offer at job fares • Reduced eligibility list production cycle time

19. ADMINISTRATIVE ANALYST ADMINISTRATIVE ASSISTANT ADMINISTRATIVE AIDE ASSISTANT ADMINISTRATIVE ANALYST RESOURCE & DEVELOPMENT ANALYST PROJECT COORDINATOR COMPENSATION ANALYST RESEARCH ANALYST LEGISLATIVE ANALYST BUDGET ANALYST HEAD START PROGRAM RESULTS SPECIALIST HUMAN RESOURCES AIDE HUMAN RESOURCES ANALYST HS PROGRAM DEVELOPMENT SPECIALIST ASSISTANT HUMAN RESOURCES ANALYST LABOR RELATIONS SPECIALIST Broad Based Administrative Classes(Round 1)

20. Broad Based Administrative Tests

21. Thank you!