[IPAC-List] Sheriff's Office Promotional testing question

Paholke, Julie JPaholke at washoecounty.us
Wed Aug 3 14:57:59 EDT 2016


Thank you for your response.  I will review this and I may follow- up with you if I have questions.


Julie Paholke
Human Resources Analyst | Washoe County Human Resources
jpaholke at washoecounty.us | (775) 328-6383 | 1001 E. Ninth St., Bldg. A, Reno, NV 89512


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From: Reindl, Kevin [mailto:K1RQ at pge.com]
Sent: Wednesday, August 03, 2016 10:09 AM
To: Paholke, Julie; ipac-list at ipacweb.org
Cc: Pedersen, Russell
Subject: Re: [IPAC-List] Sheriff's Office Promotional testing question

Here's a simple example of how you could mechanically combine scores on the two procedures.  Note that dimensions and their weights should be derived from their relative importance as discovered through a solid job analysis. You don't need to measure all skills in both procedures, but it's typically better to measure twice (cut once :)).


Standardized Leadership Score

Leadership weight

Leadership Weighted Score

Standardized Communication Score

Communication weight

Communication Weighted Score

Standardized Decision Making Score

Decision Making weight

Decision Making Weighted Score


Assessment Center







Not measured

Combined/Avg Weighted Trait Score











Pro's - 1) obvious simplicity (as I suspect your merit rules are designed for a final score/rank-ordered eligibility list), 2) weights are based on job analysis, 3) one standardized/weighted score for each dimension for developmental feedback, 4) after standardizing your dimension scores, you can compare dimension across selection methods (might be useful for identifying trait vs. method variance)

Con's - to get an overall score, you'd have to allow candidates to go through both assessments, although you could also establish a hurdle approach (minimum score on the first assessment in order to go through the second) and then combine scores afterwards.


Kevin Reindl
Pacific Gas & Electric
Human Resources
Assessments and Organizational Insights
245 Market Street, N2J
San Francisco, CA 94105
Office: 415-973-7013
Mobile: 619-322-3368
k1rq at pge.com<mailto:k1rq at pge.com> or kevin.reindl at pge.com<mailto:kevin.reindl at pge.com>

From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Paholke, Julie
Sent: Wednesday, August 03, 2016 8:57 AM
To: ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Cc: Pedersen, Russell
Subject: [IPAC-List] Sheriff's Office Promotional testing question

This is an EXTERNAL EMAIL. Stop and think before clicking links or opening attachments.
Dear IPAC Members,

We are a Merit System and for future promotional recruitments the Sheriff's Office is considering combining the assessment center and Chief Deputy interview together for one final score. Does anyone have experience with this process? I would like to hear the pros and cons.  Thank you.


Julie Paholke
Human Resources Analyst | Washoe County Human Resources
jpaholke at washoecounty.us<mailto:jpaholke at washoecounty.us> | (775) 328-6383 | 1001 E. Ninth St., Bldg. A, Reno, NV 89512


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