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Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
Yes, agencies can develop – or purchase – their own assessments as long as the development, validation, and use of the assessments are consistent with:
Detailed information on assessment method considerations can be found in OPM's Assessment Decision Guide (http://www.opm.gov/policy-data-oversight/assessment-and-selection/reference-materials/assessmentdecisionguide.pdf). The guide covers the essential concepts behind personnel assessment and will allow your agency to:
The guide also contains an extensive list of resource materials if you need more information on a particular topic and a glossary for quick clarification of assessment terms and concepts.
The Assessment Decision Tool (http://apps.opm.gov/adt/ADTClientMain.aspx?JScript=1) is designed to assist HR professionals in developing assessment strategies based on specific competencies and other factors relevant to their hiring situations (e.g., applicant volume, level of available resources). The issues to consider when selecting or developing an assessment strategy or specific assessment tool are complex. The level of expertise needed to develop most assessments can vary greatly, and some can be quite substantial.
If an agency is interested in purchasing an assessment, Appendix B of the Delegated Examining Operations Handbook (http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf) lists criteria you may want to consider when choosing an assessment vendor. Under delegated examining, the decision to administer assessments for particular occupations and the responsibility to defend the use of those assessments rests with the agencies. Also, many vendors offer professionally-developed assessments, including OPM: http://www.opm.gov/services-for-agencies/assessment-evaluation/
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