Selection procedures include methods of measurement that can be used to assess a variety of individual characteristics that underlie personnel decision making. Supported selection procedures are valid, fair, defensible, and effective.
Job Analysis is the process of gathering and identifying tasks and responsibilities of a job to determine the essential functions of a position and what knowledge, skills, and abilities are required.
Job Analysis can be used for many functions including creating accurate position descriptions, ensuring a position is properly classified, creating job postings, developing selection instruments, and in performance reviews.
Quick Job Analysis Manual
Subject Matter Expert Instructions
Job Analysis Questionnaire
Job Analysis Long Version Instructions
Job Analysis Long Version Spreadsheet
Job Analysis Short Version Instructions
Job Analysis Short Version Spreadsheet
Other organizations offering job analysis tools:
DACUM International Training Center
Great Lakes Employment Assessment Network (GLEAN)
Western Region Intergovernmental Personnel Assessment Council (WRIPAC)
Society for Industrial and Organizational Psychology (SIOP)
Can include assessments, proficiency examinations, or interviews. Valid Selection devices are fair, defensible, and effective. They can be created by using data obtained from the job analysis.
Test Development Job Analysis Manual
External organizations offering Assessment Services:
CPS HR Consulting
International Public Management Association for Human Resources (IPMA-HR)
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:
*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)
30 E. Broad St., 27th Floor
Columbus, Ohio 43215
Classification & Compensation
Performance Management & Development
Workforce & Succession Planning
Learning & Talent Development
Item Documentation Form
Test Administration Guidelines
Test Item Review Checklist for Multiple Choice
Forms and Publications
IT Classification Project