State of Maryland

An Employee Selection Specialist II is the supervisory and team leader level of highly complex and technical work in the construction and validation of employment examinations in conformity with rigorous legal and technical guidelines and requirements.  Employees in this classification function as working leaders of teams of Employee Selection Specialists engaged in the evaluation and development of employee selection devices and assignments are generally based on occupational or functional areas.  Employees in this classification, by virtue of their experience, expertise and location within the organization, are expected to plan, implement and evaluate work projects, and are held accountable for the efficacy of the work and worker products.  Employees in this classification supervise lower-level Employee Selection Specialists.

Employees in this classification receive general supervision from a unit director.  Employees in the class assist the director in the establishment and operation of the overall test construction and validation program and function as technical experts within their assigned areas.  Work effectiveness is determined by evaluations of the technical propriety of the reports, studies and analyses produced by the teams.

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.

Establishes work priorities for a team of specialists, based upon evaluations of data concerning adverse impact class size, etc.;

Develops an annual work program for a team of specialists in order to plan test construction and validation activities by efficiently and effectively utilizing allocated resources;

Provides supervision, training and guidance to subordinate specialists in order to produce legally and technically sound work;

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;

Maintains security of and monitors test item file;

Recommends changes to personnel policies and practices;

Conducts presentations to agencies, groups and individuals in order to advocate the need for, purposes, techniques and practices of test development;

Assists the unit director in the development of worker performance standards;

Assists the unit director in the preparation of the unit budget by providing input concerning team needs and requirements;

Assists the unit director in establishing unit goals and objectives;

Performs other related duties.

Knowledge, at the extensive level of expertise, 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 of current case law interpretations;

Knowledge of the practices and principles of personnel administration applied to State government;

Knowledge of the role of personnel administration in State government;

Knowledge of the principles of supervision and management including budgeting and program planning and evaluation;

Ability to draw valid conclusions and interpret the results of highly 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 secure cooperation and participation from employees, job experts and program managers;

Ability to supervise other professional workers;

Ability to work effectively under pressure 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: Three years 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.

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 not assigned to a bargaining unit as indicated by the designation of S (supervisor), M (manager), T (agency head), U (Board or Commission member), W (student), X (excluded by agency), or Z (confidential).  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 therefore, all positions in those agencies are excluded form collective bargaining.