The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
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.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
If the intended results are not achieved with a particular question, it may be considered for elimination before final scoring of the assessment (i.e., given an effective weight of zero). Any adjustments to the scoring procedure should be based on a sound rationale, implemented uniformly for all applicants, evaluated for potential negative impact (e.g., maintaining coverage of critical competencies), and thoroughly documented.
It is highly recommended that you administer the interview questions as part of a trial run (or pilot) before using any interview questions in the "real" interview(s). Doing a trial run of the interview questions allow you to determine whether the question(s) is(are) clearly worded and elicit an acceptable range of responses. A pilot test will often reveal if any revisions need to be made. To be useful, the pilot test should mimic the actual structured interview process as closely as possible. Refer to page 14 of OPM's Structured Interview Guide (http://www.opm.gov/policy-data-oversight/assessment-and-selection/structured-interviews/guide.pdf) for a discussion of pilot testing interview questions and evaluating the interview process.
OPM encourages agencies to consider the use of structured interviews. When designed appropriately and used correctly, they have the ability to predict the future job performance of applicants with relatively low adverse impact on minority groups compared to other assessment tools. The structured interview is among the most valid assessment tools available.
For more information regarding structured interviews, please visit the Structured Interviews page of OPM's Assessment and Selection website (http://www.opm.gov/policy-data-oversight/assessment-and-selection/structured-interviews/) and the Structured Interview Guide (http://www.opm.gov/policy-data-oversight/assessment-and-selection/structured-interviews/guide.pdf).
Another good source for more information on structured interviews is the U.S. Merit Systems Protection Board report, "The Federal Selection Interview: Unrealized Potential," (http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=253635&version=253922&application=ACROBAT).
There was an unexpected error when performing your action.
Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.