Ohio.gov  |   State Agencies   |   Online Services
You are here : Divisions  >  Human Resources  >  Talent Management  >  Test Development  >  Device Consult
Selection Device Consultation Services
This team responds to requests for consult for test development and/or administration including civil service testing, proficiency tests, promotional tests, etc.

Selection Procedure: Any procedure used singly or in combination to make a personnel decision including, but not limited to, paper-and pencil tests, computer-administered tests, performance tests, work samples, inventories (e.g., personality, interest), projective techniques, polygraph examinations, individual assessments, assessment center evaluations, biographical data forms or scored application blanks, interviews, educational requirements, experience requirements, reference checks, background investigations, physical requirements (e.g., height or weight), physical ability tests, appraisals of job performance, computer-based test interpretations, and estimates of advancement potential. These selection procedures include methods of measurement that can be used to assess a variety of individual characteristics that underlie personnel decision making.1

Test: A measure or procedure in which a sample of an examinee's behavior in a specified domain is obtained, evaluated, and scored using a standardized process.
  • Job analysis tools
  • Development templates
  • Administration tool kit
  • Scoring methods
Structured Interview: Job analysis-based questions with standardized scoring.

QEE Test:
Qualifications, education and experience test assesses if minimum qualifications are met.

Assessment Center:
Job-related simulations used to observe and evaluate assessees.

Physical Ability Test: A work sample test that asks candidates to perform tasks involving physical skills performed on the job.
A proficiency examination is a selection instrument given to applicants when they are required to demonstrate that they meet the minimum qualifications of the position. These instruments must be developed as valid assessments through a job analysis method, and are designed to assess whether individuals have the knowledge, skills, and abilities that are prerequisite to the position. Proficiency examinations result in a score which indicates if applicants demonstrate proficiency in the minimum qualifications of the position.


1199: 30.02 Awarding the Job “The Employer may use proficiency testing and/or assessments to determine if an applicant meets minimum qualifications and, if applicable to rate applicants pursuant to this Section.”


OCSEA: 17.06 - Proficiency Instruments/Assessments “The Employer may use proficiency testing and/or assessments to determine if an applicant meets minimum qualifications and, if applicable, to rate applicants pursuant to Section 17.05.”


OEA/NEA: 17.07 - Civil Service Examinations “Where a civil service examination has been given, all eligible employees within the office or institution of the Agency in which the vacancy exists who passed the examination, shall be considered in filling the vacancy as described above.” Test Reviews:


Test Reviews: DAS will not provide test reviews for proficiency examinations.

Civil service examinations are used to determine the rank of all applicants seeking specific civil service positions by assessing applicants’ knowledge, skills and ability to perform the functions of the position. Various civil service jobs may each require a different civil service exam. Recent changes to the Ohio Revised Code and Ohio Administrative Code have impacted state civil service examinations through the following:

  •  Civil Service examinations can be created for a specific position or group of positions. (OAC § 123:1-17-02)
  •  Civil Service examinations will be tied to recruitment, and announced on an agency’s posting. (OAC § 123:1-17-01)
  • Certification lists will be maintained by the agency – not DAS
  • Selection can be made from the top 25% of the position-specific eligible list. (ORC § 124.27)
  •  The list will expire at end of the selection process, with the option of considering candidates on the list for up to one year. (ORC § 124.26) Civil service and proficiency examinations created by agencies will be protected from public record requests. (ORC §124.09)

The Ohio Constitution Section 15.10 Civil Service “Appointments and promotions in the civil service of the state, the several counties, and cities, shall be made according to merit and fitness, to be ascertained, as far as practicable, by competitive examinations. Laws shall be passed providing for the enforcement of this provision.” (Adopted September 3, 1912)

Content-based validity evidence: Demonstration of the extent to which content on a selection procedure is a representative sample of work related personal characteristics, work performance or other work activities or outcomes.

Construct validity evidence
: Evidence of a relationship between measures intended to represent the same construct.

Criterion-related validity evidence: Demonstration of a statistical relationship between scores on a predictor and scores on a criterion measure.

U.S. Equal Employment Opportunity Commission Uniform Guidelines (EEOC)

http://www.eeoc.gov/laws/regulations/

Society for Industrial and Organizational Psychology (SIOP)

http://www.siop.org/

International Personnel Assessment Council (IPAC)

http://www.ipacweb.org/

International Public Management Association for Human Resources (IPMA-HR)

http://www.ipma-hr.org/

Society for Human Resource Management (SHRM)

http://www.shrm.org/

This site contains links to outside web sites as a convenience to all users. These include links to web sites operated by other government agencies, nonprofit organizations and private businesses. When you link to another web site, you are subject to the privacy policy of that new site. When you follow a link to one of these sites neither DAS nor its contributors warrant the accuracy, reliability or timeliness of any information published by these external sites, nor endorses any content, viewpoints, products, or services linked from these organizations, and cannot be held liable for any losses caused by reliance on the accuracy, reliability or timeliness of their information. Portions of such information may be incorrect or not current. It is the responsibility of the user to evaluate the content and usefulness of information obtained from other sites. Any person or entity that relies on any information obtained from these links does so at his or her own risk.

1. All definitions are courtesy of SIOP Principles.