Best, brightest would get city jobs quicker with changes
In response to Vladimir Kogan’s guest column, it is important for us all to have a complete and accurate picture of the proposed charter changes being requested as well as their ramifications for city hiring.
Contrary to Kogan’s assertions, the requested charter changes will make no change as to how or which individuals will be tested or have their names included on an eligible list from which city departments must make their selection decisions. For our current 265 competitive (testing-required) job classes, at a minimum, applicants will:
● Still be assessed through an objective, valid and reliable test instrument (such as a multiplechoice exam) that is based on key tasks and knowledge associated with the job;
● Still be required to compete for the position by passing the exam, and;
● Still participate in an interview process with city managers to ensure the individual is a good choice in terms of their skills, knowledge and how they work with others.
The proposed charter amendment change allows flexibility in using “bands,” or groups, of test takers. Currently, the city bands the candidates passing the exam into three groups based on score.
The proposed change would allow the commission to determine how those individuals who have competed for and passed the exam can be considered for actual hire. The commission may reduce the number of bands based on how many passing candidates are on the list for consideration and the total number of anticipated hires for the duration of the list.
Testing can be limited to assessing “hard skills,” or more easily measured skills, such as budgeting, software aptitude and marketing principles. Over the years, human resources professionals have learned that “soft skills” — traits that are more difficult to measure like dependability, accountability, creative thinking and collaboration — are often as important as the technical, objective skills assessed through testing.
If individuals on the list have already demonstrated they were the top performers among those originally interested in the job, to then restrict employment consideration based only on their final, hard-skills score leaves out an important opportunity to consider a candidate’s life, education, work and social experiences that can result in a better selection for the job.
Testing will still identify those who best know the material. Those demonstrating a higher understanding of tested skills and knowledge will still be the only names included on the list. The proposed change, if approved, will permit the commission to structure through its rules and policies how those names on the list can be considered for final selection using one to three bands.
Once the charter amendment is passed, those rules governing the consideration process will be developed, presented publicly and authorized by a vote of the Civil Service commissioners.
Most, if not all, employers are experiencing a tight labor market. The proposed charter change allows selection of qualified candidates and job offers more quickly, meaning we can tap the best and brightest before they take jobs elsewhere.
The bottom line is the requested charter changes will not eliminate or remove competitive testing. It will afford the commission greater flexibility in how it can structure the final steps of the selection process to ensure our practices are efficient and effective, and support the very best modern hiring practices.
Larry Price is president of the Columbus Civil Service Commission.