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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
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.
Emotional intelligence (EI) is defined as a type of social competence involving the ability to monitor one's own and others' emotions, to discriminate among them, and to use the information to guide one's thinking and actions. EI is a fairly specific ability that connects a person's knowledge processes to his or her emotional processes. As such, EI is different from emotions, emotional styles, emotional traits, and traditional measures of intelligence based on general mental or cognitive ability (i.e., IQ). EI involves a set of skills or abilities that may be categorized into five domains:
The typical approach to measuring EI ability involves administering a set of questions to applicants and scoring the correctness of those responses based on expert judgment (expert scoring) or consensus among a large number of people (consensus scoring). For example, one EI ability test requires the applicant to view a series of faces and report how much of each of six emotions is present, answer questions about emotional scenarios and responses (e.g., predict how an anxious employee will react to a significantly increased workload), and solve emotional problems (e.g., decide what response is appropriate when a friend calls you upset over losing his or her job).
Some tests of EI use a self-report method. Self-report questionnaires are commonly used to measure personality traits (e.g., extroversion, agreeableness, conscientiousness). Self-report assessments have been around for decades and serve a very useful purpose. As a way to measure EI abilities, they have some drawbacks. Using a self-report approach has been compared to estimating typing skill by asking applicants a series of questions about how quickly and accurately they can type. Does this mean self-report measures of emotional intelligence should not be used? If the objective is to measure a person's self-perceived competence or self-image, then this may be the preferred approach. If the objective is to measure EI as a set of abilities, skills, or emotional competencies, then self-report may not be the best method to use. To the extent employers are concerned with fakability of self-reports, ability models of EI will be more acceptable.
(See Section VI for a summary of each article)
Brackett, M. A., Rivers, S. E., Shiffman, S., Lerner, N., & Salovey, P. (2006). Relating emotional abilities to social functioning: A comparison of self-report and performance measures of emotional intelligence. Journal of Personality and Social Psychology, 91, 780-795.
Frost, D. E. (2004). The psychological assessment of emotional intelligence. In J. C. Thomas & M. Hersen (Eds.), Comprehensive handbook of psychological assessment, Volume 4: Industrial and organizational psychology (pp. 203-215). Hoboken, NJ: John Wiley & Sons.
Mayer, J. D., Salovey, P., & Caruso, D. R. (2004). Emotional intelligence: Theory, findings, and implications. Psychological Inquiry, 15, 197-215.
Salovey, P., & Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition, and Personality, 9, 185-211.
Back to Top