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Selection/Assessment Resources

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:

assess

biddle

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:

  • 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)