[IPAC-List] Written Communication Exercises

[Deonda Scott]

Hello Mr. Mudd,

If the incumbents in the position use computers with typical word processing
software, then it would appropriate to provide them with those tools during
the test.

Our organization gives assessment center exercises and, when there is a
writing report required, they can choose to hand write it or use a
computer. Written communication is just one of the skills measured by these
exercises along with organizing and planning, judgement, perception and
analysis, etc. Grammar, syntax, spelling, correct usage, meaning, and the
message are assessed as aspects of written communication. I advise
candidates who say they have terrible handwriting or spelling that it might
help them to use the computer, but the choice is still theirs.

If I knew the other components of your promotional process I might be able
to comment further on appropriate updates to the memo-writing exercise.

Now I'm going to spell check this message. :)
Deonda Scott
On Tue, May 25, 2010 at 10:31 AM, Mudd, Jordan W. <
Jordan.Mudd at louisvilleky.gov> wrote:


> Hello All,

>

>

>

> My agency currently gives a handwritten memo-writing exercise as part of

> the promotional process for many of our higher level public safety

> positions . The exercise is designed to measure the written

> communication skills of our applicants including grammar, spelling,

> punctuation, syntax, etc. This exercise has worked well in the past.

> However, the department's method of communication has improved with

> technology causing handwritten and typed memos to become obsolete.

>

>

>

> I am curious to see how other agencies measure (if at all) written

> communication skills of their candidates while taking into consideration

> technological changes in the job. Does your agency allow candidates to

> use computer word processing programs for such exercises? Another

> related issue is the candidate's availability to resources they would

> have on the job (e.g., spell/grammar check, internet, etc.). Can such

> resources be allowed without losing our measurement of the candidate's

> written communication skills? Perhaps this is something that is best

> left to be addressed by the hiring agency after the promotion is made

> and a performance deficiency is discovered.

>

>

>

> Mr. Jordan Mudd

>

> Louisville Metro Government

>

> Civil Service & Police Merit Boards

> 517 Court Place, Suite 501

> Louisville, Kentucky 40202

> T 502.574.3687  F 502.574.1041

>

>

>

> _______________________________________________________

> IPAC-List

> IPAC-List at ipacweb.org

> http://www.ipacweb.org/mailman/listinfo/ipac-list

>




-- 
Déonda Scott
Employment, Assessment & Development Manager
City of Orlando
400 S. Orange Ave.
Orlando, Florida   32802-4990
Phone: (407)246-2061 Fax: (407)246-2019

Note: No trees were killed in the sending of this message, but a large
number of electrons were terribly inconvenienced.


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