State of Maryland

An Employee Selection Specialist I is the full performance level of highly complex technical work in the construction and validation of employment examinations in conformity with rigorous legal and technical guidelines and requirements.  Employees in this classification typically function as members of a team of analysis engaged in the evaluation and development of selection devices within assigned occupational or functional areas. Employees in this classification, by virtue of their experience and expertise, are expected to function with a high degree of effectiveness and independence Employees in this classification may be called upon to provide assistance or guidance to lower-level specialists, trainees and technicians, and are also expected to deal cooperatively with a wide variety of employees, job experts and officials, and the general public.

Employees in this classification receive general guidance and direction from an Employee Selection Specialist II. Work effectiveness is determined by evaluations of the technical propriety of the reports, studies and analyses produced by these employees.

Positions in this classification are evaluated by using the classification job evaluation methodology.  The use of this method involves comparing assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of the class specification.

Researches information and conducts interviews in order to determine the existence of and magnitude of adverse impact in selection devices;

Performs background searches and literature reviews in order to obtain preliminary information on occupations and classes;

Conducts job analysis studies in order to ascertain the duties performed, the work environment, the materials used and other job characteristics;

Compiles task and behavioral statements written by job experts at group sessions;

Develops a variety of selection devices (e.g. oral examinations, etc.) and administers same;

Develops job performance criterion and collects ratings of same;

Performs statistical analysis (e.g. correlation and regression analysis), in order to assess the validity, reliability, readability, difficulty and discrimination ability of selection instruments;

Collects and compiles data for inclusion in narrative reports;

Prepares narrative study reports, including technical validation reports, in order to document information collected about the job, study methodology, sources of test items, justification for test components, and recommendations for use of the test;

Maintains a variety of contacts with job experts and operating agency personnel, through written correspondence and in person;

Performs other related duties.

Knowledge of classical test score theory, test processing systems, administration and scoring;

Knowledge of item writing and editing techniques;

Knowledge of the principles and uses of rating scales and scaling techniques;

Knowledge of the principles and techniques of factor analysis, multiple regression analysis and correlation analysis;

Knowledge of the legal and technical requirements for test development and job analysis, such as the Federal EEOC and FEA guidelines and the American Psychological Association guidelines and current case law interpretations;

Ability to draw valid conclusions and interpret the results of complex statistical analyses and other job information;

Ability to present ideas and recommendations clearly and concisely;

Ability to deal tactfully with employees, officials and the general public;

Ability to work effectively under pressure and with minimum supervision.

Education:   Successful completion of undergraduate or graduate level coursework in statistics, psychometrics, research design, general psychology, industrial/organizational psychology, personnel administration or other job-related areas from an accredited college or university.

Experience: One year of experience in the construction and validation of employee selection devices or any combination of job-related training and experience sufficient to provide the necessary levels of theoretical knowledge and practical experience.

Note: Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in Recruiter   classifications or Recruiter specialty codes in the human resources field of work on a year-for-year basis for the required experience and education.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies. Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies.  Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

This is a Skilled Service classification in the State Personnel Management System.  All positions in this classification are Skilled Service positions. Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.

This classification is assigned to Bargaining Unit G, Engineering, Scientific and Administrative Professionals classes. As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining. Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.

Employees in this classification are eligible to receive overtime compensation.  An employee who works more than the normal workweek is entitled to be compensated for that overtime as provided by State Personnel and Pensions Article, Section 8-305.