Technical Assessment Questionnaires for HR and SMEs

Technical Assessment Questionnaire Also known as TAQ Training for HM & SMEs Multi-Hurdle Assessment that Meets the Requirements Outlined in E.O. 13932 DOI.GOV/IBC Updated 12/28/23

Part I Overview of Technical Assessment Questionnaire This questionnaire measures an applicants technical expertise. HR in collaboration with in-depth input from SMEs can develop questionnaires to assess applicants knowledge about their field. These questionaries are not psychometrically validated and have no validity or reliability data established; thus, they are not considered Job knowledge tests, however, they are questionnaires (not tests) designed to measure components of an applicants knowledge that they will be required to display on the job. The information contained in this presentation is meant to provide an initial framework for implementation of this hurdle and is subject to change based on additional guidance provided by OPM and DOI. Updated 12/28/23 D O I . G O V / I B C

Part I - Overview Continued Broad use once developed; assessment is easy to administer. Good alternative in place of USAH assessment. Can accommodate large applicant pools. Available for series not covered under USAH. Cuts down on T2H. Not recommended for entry level positions unless position is highly technical. 75% of score is based on Technical Assessment/25% Self Report Questionnaire. Updated 12/28/23 D O I . G O V / I B C

Part I - Overview Continued Questions cannot be used as a screen-out for candidates. Each technical question must be reflective of the competencies in the Job Analysis. These competencies must be critical to the performance and needed upon entry to the position (i.e., cannot easily be learned in the first months on the job). Questions must be appropriate given the level of the positions (e.g., entry level positions likely do not need expert-level technical knowledge). Questions must be designed so that external applicants without federal background (if filling vacancy via delegated examining) have an equal opportunity of knowing the material. There shouldn t be an advantage given to applicants who have federal job experience. Avoid using agency-specific jargon or acronyms. Safeguards are put in place to avoid adverse impact and ensure relevance to the job. A minimum of two SMEs are required to validate the correct responses to the questions that are developed. Updated 12/28/23 D O I . G O V / I B C

Role of Hiring Manager prior to recruitment Identify SME(s) who will be developing and testing the technical assessment questionnaire. SMEs should have extensive knowledge of the job and be at or above the grade level of the position being filled. SME may be the Hiring Manager since the SME will not be actively involved in assessing applicants prior to certificate issuance. HR is working on a template document to include examples of what the questions will look like (e.g. multi choice/single select and True/False. Updated 12/28/23 D O I . G O V / I B C

Role of the SME prior to recruitment Each technical question must be reflective of the technical competencies in the Job Analysis. If announcing at multiple grade levels, at least one question must be developed for each grade level. We recommend that SME's develop 5-7 questions (no more than 10) for this hurdle. The technical questionnaire must be completed as a part of the recruitment package. Multiple assessments can be developed if position is recruited frequently. Assessment is reviewed prior to each recruitment. Updated 12/28/23 D O I . G O V / I B C

Role of SME prior to recruitment SMEs involved in developing and testing the Technical Questionnaire will certify to the Technical Assessment Questionnaire/Statement of Understanding located on Customer Central/Hiring Assessments page. Assessment SME Developer: Develops and annotates test questions and correct responses on Technical Assessment Questionnaire Template, SOU, and Testing Certification. Assessment SME Validator: Validators will take the test to validate correct responses. Updated 12/28/23 D O I . G O V / I B C

Role of HR Specialist prior to recruitment Consult with hiring manager on best assessment for position / recruitment strategy. Provide guidance to HM/SME on the development of the Technical Assessment Questionnaire. Advise HM and SMEs not to share the Assessment to Measure Applicant s Technical Expertise. Validate technical questionnaire. Build questionnaire into assessment and ensure appropriate information is included in Job Opportunity Announcement. Updated 12/28/23 D O I . G O V / I B C

Resources & References DOI Assessment Practices Guide https://www.doi.gov/pmb/hr/assessment IBC Hiring Assessments https://ibc.doi.gov/HRD/hiring-assessments Updated 12/28/23 D O I . G O V / I B C