Written Assessment for Accomplishment Record Training
A written assessment, also known as an Accomplishment Record Training, is a multi-hurdle assessment process that evaluates applicants' qualifications based on their training, education, experience, and accomplishments related to critical job competencies. This assessment method is designed to showcase applicants' proficiency through personal accomplishments, aligning with the principle that past behavior predicts future behavior. The assessment is conducted by HR specialists using competency-based benchmarks and is crucial for vacancies in various positions. It offers a structured approach to evaluating applicants and is recommended for smaller applicant pools.
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Written Assessment Also known as Accomplishment Record Training for HM Multi-Hurdle Assessment that Meets the Requirements Outlined in E.O. 13932 DOI.GOV/IBC Updated 01/02/24
Part I Overview of Written Assessment A Written Assessment belongs to a class of assessments referred to as Accomplishment Records . The Written Assessment is a procedure used to collect information about applicants' training, education, experience, and past achievements related to critical job competencies. Applicants who meet the pre-determined cut-off score based on the traditional occupational questionnaire and eligibility requirements are asked to submit information on personal accomplishments to best illustrate their proficiency on critical job competencies. The Written Assessment is based on the behavioral consistency principle, that past behavior is the best predictor of future behavior. updated 01/02/24 D O I . G O V / I B C
Part I - Overview Continued Written Assessment responses are evaluated by the HR Specialist using competency-based benchmarks created for the vacant position. The competency-based benchmarks provide specific behavioral examples for each proficiency level. Scoring is based on the degree to which the written responses reflect the benchmark levels of proficiency. This assessment must be: Supported by the Job Analysis Linked to one more critical job competencies Included in the vacancy announcement Based on standard reviewing and scoring procedures updated 01/02/24 D O I . G O V / I B C
Part I - Overview Continued Recommended for use with smaller applicant pools. Once rating criteria is established, can be easily administered and reused without time impact to the Hiring Manager. Available for series not covered under USA Hire or as an alternative to USA Hire. May impact T2H depending on size of applicant pool. Can be used for all types of positions (entry level to technical). 75% of score is based on Written Assessment/25% Self Report Questionnaire. updated 01/02/24 D O I . G O V / I B C
Written Assessment Example A Program Analyst position identifies Analytical Reasoning as a critical competency. - Analytical Reasoning is defined as Describe one specific instance from your training and/or experience in which you demonstrated experience in Analytical Reasoning. In your response, please follow these important guidelines as you write your accomplishment: Describe the situation -- i.e., the challenge faced, the problem to be solved... Describe the specific actionsyou took State the outcome, results, or long-term impact of your accomplishment Provide the name and a telephone number or email address or other method of contacting someone who can verify this information. Provide dates from the resume that this experience/training was obtained. Reference: https://www.opm.gov/policy-data-oversight/assessment-and-selection/examples/accomplishment-record-example.pdf updated 01/02/24 D O I . G O V / I B C
Role of Hiring Manager/SME Consult with HR Specialist to determine assessment strategy for their recruitment. Determine which competencies should be assessed using the accomplishment record process. Recommend no more than two competencies be assessed. Provide input and specific examples for the competency-based benchmarks (scoring criteria) on the Matrix This is used to assess and score the Written Assessments. This is required to be submitted as part of the complete recruitment package. updated 01/02/24 D O I . G O V / I B C
Role of HR Specialist Advise hiring managers on the appropriate use of assessments. Review and advise hiring managers or SME s in the development of competency-based benchmarks (scoring criteria). Ensure a complete Matrix prior to complete package. Assess and score the Written Assessment Responses. updated 01/02/24 D O I . G O V / I B C
Post Closing Date of JOA Once the JOA closes, applicants who meet the pre-determined cut-off score on the traditional assessment questionnaire, will be asked to provide Written Responses. Applicants will be provided with a due date to submit responses (typically 48 hours). HR Specialist will review and assess against the rating criteria identified in the Matrix. Individual scores will not be shared with HM to ensure the validity of the assessment. Written responses maybe shared with HM as part of the application package. HR Specialist issues certificates to hiring manger. updated 01/02/24 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 OPM Information on Accomplishment Records https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment- methods/accomplishment-records/ OPM Accomplishment Record Example https://www.opm.gov/policy-data-oversight/assessment-and-selection/examples/accomplishment- record-example.pdf updated 01/02/24 D O I . G O V / I B C
