1. Broad-Based Office Skills Testing
Los Angeles County Office of Education
PERSONNEL COMMISSION
TELL THEM FROM THE BEGINNING THIS WILL BE AN OVERVIEW OF THE BBC EXAMINATION PROCESS AND METHODOLOGY.

2. The Problem Many clerical/secretarial classifications
Differ on specific job content and levels of responsibility
Many obstacles to class consolidation - logistical, political, fiscal
Each class has a unique examination
Variably content and quality
Not consistently updated
2-3 month recruitment & examination cycle time
No overall competency architecture across the classes
Core competencies and competency progression
Pass point paradoxes (lower pass points for higher level jobs based on selection ratios)

3. Purpose and Objectives
Improve testing quality, reliability, and efficiency
Improve coherence of clerical examination plans
Reduce redundant testing
Reduce time to place candidates on eligibility lists
Ensure eligibility lists are always available
SUM 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 testing
Score banking and certification to different exam plans
Different weights and cut-off scores for different classifications based upon relevancy and level needed.

5. Strategy: Similar to SAT & ACT for applying to college
Sign up and take the test
Apply to the colleges of choice
Send scores
Colleges set their own pass-points and weights for final selection decisions
Sign up and take the test
Apply to the jobs of choice
Scores populated
Each job has its own pass-points and weights for final selection decisions
SAT & ACT ANALOGY

6. Score Data Flow
Highlight: Where there is a need of an eligibility list for a particular classification, we will post
IT’S A TWO STEP PROCESS.

7. Development of the Test Battery
Reviewed job analyses from Agency-Wide Classification Study
Re-stated duties into “generalized work activity” (GWA) statements with no reference to specific job content.
Map GWAs to each classification
Identify relevant assessment tools for GWAs
Via GWAs, map assessment tools to Classifications
Derive relevancy and weight of assessment tools to classifications.

8. Example GWAs
Greet, interact, and provide information to others in person and on the telephone
Verify, input, and correct data and information
Receive, sort, amd categorize information and materials
Understand, interpret, explain, and follow directions, rules, and regulations
Operate a personal computer and other common electronic office equipment
Format, edit, keyboard and type documents.
Gather compile, collate, and assemble information and materials
Maintain and coordinate calendars and schedule meetings and events
Receive, track, and record monetary/numerical information and data
EDIT THIS SLIDE

9. Matrix of GWA with Classifications
Typist Clerk
Secretary
Accounting
Clerk
Receptionist
Greet, interact, and provide information to others in person and on the telephone 1 2
Verify, input, and correct data and information
Receive, sort, amd categorize information and materials
Understand, interpret, explain, and follow directions, rules, and regulations

10. 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 (OPAC)

11. Matrix of Tests with GWAs
Telephone Customer Service
Data Entry speed and accuracy
Sequencing and ordering speed and accuracy
Following Written Instructions
Greet, interact, and provide information to others in person and on the telephone x
Verify, input, and correct data and information
Receive, sort, and categorize information and materials
Understand, interpret, explain, and follow directions, rules, and regulations

12. Matrix of Tests with Classifications
Typist Clerk
Secretary
Accounting
Clerk
Receptionist
Telephone Customer Service 1 2
Data Entry speed and accuracy
Sequencing and ordering speed and accuracy
Following Written Instructions

13. Result
Linkage of tests-to-tasks-to-classifications to establish job relatedness
Derived weighting scheme for each classification
Relevant tests
Relevant weights
Job specific competencies identified in the job analyses are assessed in specialized examination parts
Min Quals
Interview
Performance

14. Applicable Classifications
Clerk
Intermediate Clerk
Senior Clerk
School Clerk
Senior School Clerk
Data Control Clerk
Senior Data Control Clerk
Typist Clerk
Intermediate Typist Clerk
Temporary Office Worker
Senior Typist Clerk
Department Assistant, Dance
Department Assistant, Music
Department Assistant, Theater
Department Assistant, Visual Arts
Receptionist
Reader
Information Resources Specialist
Media Dispatching Clerk
Secretary
Division Secretary
Legal Secretary
School Administrative Secretary
Senior Division Secretary
Executive Legal Secretary
Executive Assistant

15. Affected Positions Classification # LACOE Positions
% of Clerical Positions
Senior School Clerk
110
27%
Secretary 78
19%
Division Secretary 46
11%
Senior Typist Clerk 35 9%
School Administrative Secretary 30 7%
Intermediate Typist Clerk 28
Senior Division Secretary 24 6%
TOTAL
351
87%

16. Administrative Practices
Score Life:
2 years
Test Administration:
Every 3 months
Test Retake:
Once every 6 months
Retake Scope:
Whole Battery – not individual tests for logistical reasons
Weighted or Qualifying-Only:
Qualifying Pass/Fail-only for Promotional Exams
Weighted for Open recruitment

17. 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 retakes
One’s score (and relative ranking) on a list can not be improved until eligibility expires (one year).
Multiple (10) Pass Points
Low individual test pass points
Reduced Adverse Impact
3 apparent factors:
Computer skills, speed and accuracy, verbal

18. Recruitment Continuous offering of the BBC
Continuous recruitment for all affected classifications
Establishes a pre-tested pool of potential candidates for the affected classes
For most classifications, limited or no public posting for job specific recruitments
Notifications sent to pre-tested pool, based on test cut-off score
Invitations to apply to take the specialized exam parts for the classification

19. No need to go to the general population for each recruitment

20. Status Officially launched on February 9th, 2009
Advertised on our PC website & Weekly Job Opportunities s.
Two exam administrations in March & April phased in the BBC in the context of specific classification recruitments.
June and October 2009 BBC administrations as part of annual calendar

21. Process Improvements Since Start
Candidates are automatically notified via when particular job classifications are open for recruitment.
Candidates receive their score report along with an Examination Information Sheet to address frequently asked questions.
Scores can (soon) be viewed on-line with ID and Password
Candidates who miss the Scantron exam portion can re-register to take the next exam administration.
Candidates who are unable to attend the first Computer Exam can attend the Computer Make-up exam typically scheduled the following week.

22. Benefits Received and Expected
Test quality improvement through
Data monitoring and psychometric analysis
Empirical validation research
Development of alternate forms
Administration efficiencies through
Managed efficiencies in test administration and score managements
Minimizing retesting of the same candidates for different classifications
Improved communications with candidates
Recruitment enhancement through
Maintaining a pre-tested pool of applicants
Having something to offer at job fares
Reduced eligibility list production cycle time

23. Next Project: BBA Broad-Based Administrative Classifications
Administrative, Analyst, and Professional Series
Focus on college grads
Same general model
Launch in Q1, 2010

24. Thank you!
Questions?
Comments?