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Feb 17, 2018

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Hamid Rehman
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    The Global General Services Test

    Rollout

    Special Interest Group for the Public Sector

    ATP Budapest

    Sep 20141

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    Context - UN Secretariat Staff

    3

    44000

    General

    Service

    Staff

    60%+

    ASAT

    1980s

    Clerical

    Focus

    Non-standard

    Single

    Assessment

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    ContextOld Administrative Test (ASAT)

    4

    Taken on different flavors across duty stations

    Different HR Rules applied to assessment

    ASAT not recognized across duty stations

    ContextNew Administrative Test (GGST)

    Standardized across all duty station

    Same HR Rules applied to assessment

    GGST recognized across duty stations

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    5

    Change

    Process

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    Stakeholders Identification

    6

    GGST Stakeholders

    Hiring Managers

    Applicants

    HR Offices

    Testing Section

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    Change Process

    7

    Research &Development

    TestDevelopment

    Test Pilot Test Rollout

    Hiring

    Manage

    rs

    A

    pplicants

    HRO

    ffices

    Testing

    Section Plan and conduct

    a job analysiscovering a sampleof GS positions.

    Develop test items,test structure, testinstructions, etc.

    Build a version ofthe test in newonline testingsoftware

    Finalize the newtest versions

    Testing section

    interviews andconsults with HMsas part of the jobanalysis process

    Interview HMs toobtain criticalincidents to focustest content

    Ask HM tovolunteer serving

    staff for pilot

    Publish article onHR portal andintranet aboutnew test.

    Consult with HROffice about new

    test to establishtheir needs

    Consult with HROffices on test

    structure andfeasibility

    Ask HR Office toassist in piloting the

    new test in all dutystations

    VTCs with all dutystations HR Offices

    outlining the rolloutof the new test

    Update UNcareers websiteplus FAQs etc. toinform future

    applicants

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    Stakeholder NeedsJob Analysis Phase

    8

    Undertook a Content Analysis of a representativesample of published GS job opening to identify themost frequently mentioned KSAs.

    Interviewed a represented sample of HiringManagers to establish their needs for GS staff.

    Generated a high level GS KSA profile which thetest would be modelled on.

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    Test Content Development Phase

    9

    GGST = GMA x SJT

    General Mental Ability

    Verbal Reasoningmultiple match items Numerical Reasoningmultiple choose items

    Situational Judgment Test

    Based on UN core values and competencies

    Weighted Score to determined passed

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    +

    Values

    FactualTask

    SubjectiveTask

    GraphsTask

    TablesTask

    Time zoneTask

    Calendar

    Task

    12

    12

    5

    5

    5

    5

    24 20

    64

    M

    M

    C

    C

    C

    Cx

    = Domains

    Verbal

    Reasoning

    Numerical

    Reasoning

    ClientOrientation

    Teamwork

    Account-ability

    6-7

    20

    S

    S

    S

    Situational

    Judgment

    x

    = # of datapoints

    x = Tasks

    M

    C

    S

    = MultipleMatch

    = MultipleChoice

    = SituationalJudgment

    GGST(Test Format)

    35% 35% 30%

    x = weighting

    6-7

    6-7

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    Validation Stage

    A first version of the test was piloted in April 2014 inorder to fine tune the relevant test parameters suchas level, length, contents and timing of the test.

    The test was given to: a representative sample of current staff

    in9 UN entitiesin 6 duty stations (UNHQ, ECA, ECLAC,ESCAP, UNOG, UNOV, UN Women, UNDP, UNICEF)

    from32 countries aged between 25-60 years

    of which 75%were female

    11

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    Change Communications phase

    12

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    13

    Change

    Outcome

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    Organizational Outcomes

    A new truly global selection test and policy in linewith the One UN vision.

    New Test welcomed by staff, in particular Hiring

    Managers.

    Improved predictive validity resulting in higherquality selection of GS staff.

    Positive and professional recruitment experience forincoming GS staff assisting employer brand.

    14

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    15

    Lessons Learnt

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    Lessons Learnt

    Broad consultation upfront with relevantstakeholders (HMs and HR Offices).

    Be prepared to be flexible to meet stakeholderneeds.

    Phased rollout.

    Communication, Communication,

    Communication!

    16

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    17

    Q&A

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    1818

    Gracias

    Merci

    Thank You

    www.un.org http://careers.un.org