Presentation on theme: "Los Angeles County Office of Education"— Presentation transcript:
1 Los Angeles County Office of Education Broad-Based TestingLos Angeles County Office of EducationPERSONNEL COMMISSIONTELL THEM FROM THE BEGINNING THIS WILL BE AN OVERVIEW OF THE BBC EXAMINATION PROCESS AND METHODOLOGY.
2 The Problem Many related classifications Differ on specific job content and levels of responsibilityMany obstacles to class consolidation - logistical, political, fiscalEach class has a unique examinationVariably content and qualityNot consistently updated2-3 month recruitment & examination cycle timeNo overall competency architecture across the classesCore competencies and competency progressionPass point paradoxes (lower pass points for higher level jobs based on selection ratios)
3 Purpose and Objectives Improve testing quality, reliability, and efficiencyImprove coherence of clerical examination plansReduce redundant testingReduce time to place candidates on eligibility listsEnsure eligibility lists are quickly availableSUM IT UP IN A COUPLE OF SENTENCES. OVERVIEW: THIS HAS BEEN PRESENTED BEFORE. HIGHLIGHT QUALITY AND EFFCICENCY.
4 Strategy Core test battery for as many classifications as possible Annual calendar of assessment opportunities (e.g., quarterly)Computer-based testingScore banking and certification to different exam plansDifferent weights and cut-off scores for different classifications based upon relevancy and level neededCollege-Board Model (SAT, GRE, etc.)
5 Score Data FlowHighlight: Where there is a need of an eligibility list for a particular classification, we will postIT’S A TWO STEP PROCESS.
6 Development of the Test Battery Reviewed job analyses from Agency-Wide Classification StudyRe-stated duties into “generalized work activity” (GWA) statements with no reference to specific job content.Map GWAs to each classificationIdentify relevant assessment tools for GWAsVia GWAs, map assessment tools to ClassificationsDerive relevancy and weight of assessment tools to classifications.
7 Matrix of GWA with Classifications Typist ClerkSecretaryAccountingClerkReceptionistGreet, interact, and provide information to others in person and on the telephone12Verify, input, and correct data and informationReceive, sort, and categorize information and materialsUnderstand, interpret, explain, and follow directions, rules, and regulations
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 Telephone Customer ServiceData Entry speed and accuracySequencing and ordering speed and accuracyFollowing Written InstructionsGreet, interact, and provide information to others in person and on the telephonexVerify, input, and correct data and informationReceive, sort, and categorize information and materialsUnderstand, interpret, explain, and follow directions, rules, and regulations
10 Matrix of Tests with Classifications Typist ClerkSecretaryAccountingClerkReceptionistTelephone Customer Service12Data Entry speed and accuracySequencing and ordering speed and accuracyFollowing Written Instructions
11 ResultLinkage of tests-to-tasks-to-classifications to establish job relatednessDerived weighting scheme for each classificationRelevant testsRelevant weightsJob specific competencies identified in the job analyses are assessed in specialized examination partsMin QualsTEInterviewPerformance
14 Administrative Practices Score Life:2 yearsTest Administration:Every 3 monthsTest Retake:Once every 6 monthsRetake Scope:Whole Battery – not individual tests for logistical reasonsWeighted or Qualifying-Only:Qualifying Pass/Fail-only for Promotional ExamsWeighted 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 retakesOne’s score (and relative ranking) on a list can not be improved until eligibility expires (one year).Multiple (10) Pass PointsLow individual test pass pointsReduced Adverse Impact3 apparent factors:Computer skills, speed and accuracy, verbal
16 Recruitment Continuous offering of the BBC Continuous recruitment for all affected classificationsEstablishes a pre-tested pool of potential candidates for the affected classesFor most classifications, limited or no public posting for job specific recruitmentsNotifications sent to pre-tested pool, based on test cut-off scoreInvitations 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 throughData monitoring and psychometric analysisEmpirical validation researchDevelopment of alternate formsAdministration efficiencies throughManaged efficiencies in test administration and score managementsMinimizing retesting of the same candidates for different classificationsImproved communications with candidatesRecruitment enhancement throughMaintaining a pre-tested pool of applicantsHaving something to offer at job faresReduced eligibility list production cycle time
19 Broad Based Administrative Classes (Round 1) ADMINISTRATIVE ANALYSTADMINISTRATIVE ASSISTANTADMINISTRATIVE AIDEASSISTANT ADMINISTRATIVE ANALYSTRESOURCE & DEVELOPMENT ANALYSTPROJECT COORDINATORCOMPENSATION ANALYSTRESEARCH ANALYSTLEGISLATIVE ANALYSTBUDGET ANALYSTHEAD START PROGRAM RESULTS SPECIALISTHUMAN RESOURCES AIDEHUMAN RESOURCES ANALYSTHS PROGRAM DEVELOPMENT SPECIALISTASSISTANT HUMAN RESOURCES ANALYSTLABOR RELATIONS SPECIALIST