On June 6, 2013, the Supreme Court ruled that Section of the Defense of Marriage Act


Prohibition on modifying ACWA written tests



Download 4.8 Kb.
View original pdf
Page40/556
Date11.02.2019
Size4.8 Kb.
1   ...   36   37   38   39   40   41   42   43   ...   556
Prohibition on modifying ACWA written tests
You may not modify the content of an ACWA Written Test, including the scoring values and final automated ratings. You must use the test intact.
Modifying ACWA rating schedules
When using the ACWA Rating Schedules, you may modify the specialized qualification questions in Questions 1 through 5, but you may not change the rating questions. Since it is a court-approved rating schedule the following restrictions apply You must use the instruments intact. You MAY NOT modify the contents of the instruments or values used in the scoring process You MAY NOT edit, delete, renumber, or change the responses or values of the scoring keys You MAY NOT edit, delete, renumber, or otherwise change Questions 6 through 156; and You must limit access to computerized examining records through the use of secure passwords by employees of the examining office.




Delegated examining operations handbook:
Introduction
Materials needed
Pledge to applicants
Competitive examining process flow chart
Section a - what is delegated examining authority
What does delegated examining cover
How delegated examining authority is terminated, suspended, or revoked.
Job information
Section c - agency responsibilities
Rating and ranking applications
Applying veterans preference
Screening for potential suitability concerns
Other determinations
Requests for reconsideration
Training and certification
Section d - delegated examining training responsibilities
Refresher training
How to get delegated examining training
Section e - references
Chapter 2 - identifying the job and its assessments
Temporary limited employment
Extension of temporary appointment
Exceptions to the time limits
How to make temporary appointments
How to announce fora temporary job
Term employment
Extension of term appointment
How to make term appointments
How to announce fora term job
Agencies named in the case
Criteria for covered positions
Mailing address for reports
Acwa or alternative assessments
Examining instruments
Acwa rating schedule
Who can administer acwa assessment instruments
Distributing acwa materials
Opm examining services
How is direct-hire authority initiated
Direct-hire authority coverage
Legal compliance
Justification for severe shortage of candidates
Definition of critical hiring need
Examples of triggers for critical hiring need
Where to submit a request for direct-hire authority
Excepted service positions, senior executive positions, and appointments
Interchange agreements
What is job analysis
Legal requirements
Why is job analysis important for selection
When to conduct job analysis
Results of job analysis
Section c - identify assessment tools
Assessment tools
Understanding reliability and validity
The role of job analysis invalid assessment
Structured interview
Strengths considerations example
Armed services
Specific information about using non-opm developed assessments
Assessment center
Crediting plan rating schedule
Example of rating schedule the behavioral consistency method
The validity of rating schedules
The validity of accomplishment records
Indicators of proficiency
Agency certification program
Advantages disadvantages example
Professional activity
Professional certification
Submitting your request
Chapter 3 - recruit and announce the job
Section a – recruitment
Developing a recruitment strategy
Recruitment tools
Superior qualifications appointments (5 cfr part 531)
Section b - what is public notice
Required notice via usajobs
Adequate public notice
Factors in determining length of open period
Recommended open period
Closing dates and cutoff dates
When to use a cutoff date
Section c - create a job announcement
What to include in a job announcement
Additional items fora job announcement
Reasonable accommodation statement
Section d - references
Chapter 4 - accept and review applications
Electronic applications
Designing your own application forms
Restricting applications tor sums only
When to provide an extension
Accepting late applications
If the applicant…
Incomplete applications
Applicants who fail to provide a college transcript
Applicants who are on active military duty
How to handle applications from applicants who are on active military duty
Applicants who fail to sign their application
Career transition assistance program requirements
Where to find records of all potential ctap eligibles
Special note
Interagency career transition assistance plan (ictap)
Citizenship, veterans preference, age, and other requirements
What to do if the applicant is a non-citizen
Veterans’ preference - when is an applicant entitled to veterans preference
Special provisions fora new law
Eligibles on certificates
Eligibles on registers
Designated veterans' preference codes
Tp point preference and
Age - when is age a factor for determining eligibility
Selective service - verifying selective service
General schedule positions
Wage grade positions
When the applicant does not meet the qualification requirements
Section c - references
Chapter 5 - assess applicants
Section b - rating the applicants
Step 4: adjudicate veterans preference. step 5
The role of minimum requirements in the assessment process
Occupational qualification standards
Written test screening
Where to find the current qualifications standards
Selective factors
Example of a selective factor
Documenting selective factors
Quality ranking factors
Assessment process
Rating procedures
Numerical rating procedures
Example of quality levels
Additional points to augment the rating
Maximum number of allowable points per quality level
Applying veterans' preference
Job announcement requirement
Agency responsibilities
Defining quality categories
Examples of quality categories
Competencies/ksas high
Category definition
Ranking eligibles
Applying veterans preference
Order of certification under category rating
Merging categories
Certifying/issuing a certificate of eligibles
Example of merging categories before issuing a certificate
Illustration of merging before issuing a certificate
Reporting requirements for category rating
Documenting the rating process
Materials for documenting the file
Section c - establishing an inventory
Types of examining
Special handling of a preference eligible’s application
Issuing certificates
Three considerations under traditional rating and ranking procedures
Competitor inventory
Types of inventories
Requirements for establishing a competitor inventory
Period of eligibility fora competitor inventory
Pre-rated inventory
Deferred-rated inventory
Notice of receipt of application
Maintaining a competitor inventory
Re-examining (recompeting) applicants
Multiple applications from a single applicant
Removal based on selection
Terminating or combining inventories
Alternative to termination
Retaining applications for extended consideration
Notification of termination
Disposition of records
Information on the notice of results
Reconsideration of rating
Chapter 6 - certify eligibles
Section a - criteria outlined in the job announcement
Geographic area of consideration
Excessive number of well-qualified applicants
Interdisciplinary categories
Example of category 1
Example of category 2
Dual certification
Single job vacancy certification at multiple grade levels
Exception to single job vacancy certification at multiple grade levels
Multiple grade levels
Multiple specialties
Multiple geographic locations
Quick reference
Definition of custodian
Definition of elevator operator
Definition of guard
How to announce fora position restricted to veterans
Positions restricted to one gender
Section b - creating a certificate of eligibles
Ranking the eligibles
Order entitlement
Ordering the preference categories
Professional and scientific positions at gs and above
Where to find more information on this topic
Restricted to preference eligibles
When to certify non-preference eligibles
Unrated eligibles
Four methods of breaking tied rating
Type of tie breaker
Number of names certified
Fewer than three eligibles
Certification of eligibles under case examining
Required items on a certificate of eligibles
Numbering system for certificates
Section c - audit a certificate
Preparing the certificate for the audit
Documenting the selecting official’s action
Eligible selected
Documenting failure to report for an interview
Documenting mail returned unclaimed (cru)
Improper removal
Procedures in applying the
Appointing official’s action
Finding an improper audit
Auditing a certificate of eligibles under category rating procedures
Selection procedures under category rating
Authority codes
Objecting to an eligible
Definition an objection
Type description
Forms used in an objection or pass over
If the objection is…
If the pass over
How to handle a request for medical pass over
Lost consideration due to erroneous certification
Two types of erroneous certification
Correcting an erroneous appointment
Lost employment consideration
Conditions fora legal violation
Mandatory action for lost employment consideration
Options for lost employment consideration
Determining the number of priority considerations
Lost certification
Order of selection
Chapter 7 - reporting and accountability
Section a - safeguarding the examining process
Test administrator (ta)
When an examining office employee, or a close relative, intends to compete
When an opm testis legally challenged
Privacy act requests - material to be made available by authority of the privacy act
Exempt material not to be made available
Denial of disclosure
What to include in your quarterly workload report
What not to include in the quarterly workload report
Section d - annual self-audits
Exception from self-reviews
Section e - opm review
Section f - references
Glossary term definition
Appointing officer
Assessment tool
Behavioral consistency
Career-conditional
Category rating
Competency-based
Content validity
Critical hiring
Erroneous certification
Excepted service
Indicator of
Job announcement
Merit promotion
Minimum qualifications
Non-competitive
Notice of results
Outstanding scholar
Professional
Quality categories
Term definition
Schedule ab bappointment
Schedule cb bappointment
Senior executive
Standing inventory
Subject matter
Temporary appointment
Test administrator
Veterans’ preference
B. positions covered
E. responsibilities of the parties
Agency responsibilities
F. termination, suspension or revocation
Ii. terms and conditions for opm providing examining services and other
Appendix c - records retention and disposition schedule
Stock control records of examination test
Register/standing inventory
Eligible applications
Retain records fora total
Appendix d – administrative careers with america, alternative
Series position
Description of
Responsibilities of an agency test administrator
Responsibilities of an agency test control officer
Initial training
When to order test materials
Securing test material
Transporting test materials
Administering the test
Preparation for the test
Scheduling of test
Order test materials
Review with monitors how
Guarding against competitor impersonation in the test room
When fraud or cheating occurs
Instructions for conducting the test
Giving examinations to persons with disabilities
Disposition of materials
Processing answer sheets
Performance tests
Test security procedures under emergency conditions
Reporting a test loss/compromise
Sample test security agreement
Test security and control officer
Inventory - close-ended (mosaic) competencies
In this appendix
Professional/administrative study occupations
Series occupation
Creative thinking
Decision making
Influencing/negotiating
Interpersonal skills
Managing human
Organizational awareness
Self-management
Stress tolerance
Visual color
Building and
Economics and
Food production
Legal, government and
Production and
Public safety and
Clerical/technical study occupations
Mosaic competencies clerical/technical study - 1993-1994
Conscientiousness
Eye-hand coordination
Manages and organizes
Perceptual speed
Technical competence
External awareness
Human resources
Internal controls/integrity
Managing diverse
Competency description
Written communication
Strategic thinking
Leveraging diversity
Building coalitions/communication
Entrepreneurship
Financial management
Technology management
Data management
Policy, planning,
Systems analysis
Attention to detail
Information management
Mathematical reasoning
Technology application
Mosaic competencies information technology study - 2000-2001
Computer languages
Database administration
Hardware engineering
Information resources
Information systems/network
Infrastructure design
Modeling and
Object technology
Product evaluation
Requirements analysis
Systems integration
Telecommunications
Series occupations
Organizational
Mosaic competencies trades & labor occupational study (tlos) - 2000-2002
Contracting/procurement
Engineering and
Hazardous materials
Plumbing and pipefitting
Road work and
Vehicle maintenance
Science & engineering technician occupations
Conflict management
Customer service
Depth perception
Oral communication
Project management
Mosaic competencies science and engineering occupational study - 2000 – 2002
Chemical engineering
Cost-benefit
Electronics engineering
Fluid dynamics and
Forest management
General engineering
Horticulture
Landscape architecture
Measurement and
Mining engineering
Propulsion and
Risk management
Structural engineering
Wildlife biology
Opm's job analysis methodology
How competencies should be written
Task and competency linkages
Job analysis worksheet for tasks
Job analysis worksheet for competencies
Worksheet for task and competency linkages
Accomplishments worksheet
Multiple choice/yes-no
Note: appendix h
Job analysis worksheet for task and competency linkage
Importance scale
Sample job analysis for task and competency linkage
Sample rating schedule benchmark worksheet
Medium description: examples low
Competency scales
Appendix h - model agency-based accountability coverage agenda
Merit principle or law
Merit principle assessment
Merit principle
Appendix i - ctap/ictap charts
Ctap special selection consideration
Ictap special selection consideration
Appendix j – transmutation tables for general schedule positions
Transmutation table for the maximum number of matching points (6)
Appendix k - professional and scientific positions
Appendix l - random referral instructions
Basic rule to random number lists
Tied eligibles
Maintaining random lists
How to handle random lists
Materials needed for completing report
Completing the quarterly workload reporting form
Name and location of examining office
Number of certificates audited.
Number of certificates in (9), which were used.
Completing quarterly workload reporting form
Number of certificates in (15) above unused because of ctap/ictap referral.
Appendix n - oversight review guide
Category questions
Appendix o - assessing applicants with disabilities
The rehabilitation act of 1973
Purpose of an assessment accommodation
Maintaining the competitive nature of the assessment process
Preserving assessment integrity
Applicant responsibility
Agency responsibility
Documentation
Getting help with documentation
Accommodations with little or no impact
Other accommodations
Accommodations with potential impact
Other assessment accommodations
Employment interviews
Performance tests
Using an american sign language (asl) interpreter



Share with your friends:
1   ...   36   37   38   39   40   41   42   43   ...   556


The database is protected by copyright ©userg.info 2017
send message

    Main page

bosch
camera
chevrolet
epson
fiat
Harley Davidson
Honda
iphone
mitsubishi
nissan
Panasonic
Sony
volvo
xiaomi
Xperia
yamaha