The Global General Services Test

Rollout
Special Interest Group for the Public Sector
ATP – Budapest
Sep 2014
1
Background

2
Context - UN Secretariat Staff
Single
Assessment

ASAT

General 1980s

±44’000 Service
Staff Clerical
60%+ Focus

Non-
standard
3
Context – New AdministrativeTest
Old Administrative Test(ASAT)
(GGST)

• Standardized
Taken on different
across“flavors”
all dutyacross
stationduty stations
• Same
Different
HRHR
Rules
Rules
applied
applied to assessment
to assessment 4
• GGST
ASAT not
recognized
recognized
across
across
dutyduty
stations
stations
Change
Process

5
Stakeholders Identification

Hiring Managers

Applicants

HR Offices
GGST Stakeholders

Testing Section

6
 Change Process
Research & Test
Test Pilot Test Rollout
Development Development
Plan and conduct Build a version of
Section
Testing

Develop test items,

a job analysis the test in new Finalize the new
test structure, test
covering a sample online testing test versions
instructions, etc.
of GS positions. software

Testing section
Managers

Interview HMs to Ask HM to Publish article on

interviews and
Hiring

obtain critical volunteer serving HR portal and

consults with HMs
incidents to focus intranet about
as part of the job staff for pilot
test content new test.
analysis process
HR Offices

Consult with HR Consult with HR Ask HR Office to VTCs with all duty
Office about new Offices on test assist in piloting the stations HR Offices
test to establish structure and new test in all duty outlining the rollout
their needs feasibility stations of the new test

Update UN
Applicants

careers website
plus FAQs etc. to
inform future
applicants 7
Stakeholder Needs – Job Analysis Phase

• Undertook a Content Analysis of a representative

sample of published GS job opening to identify the
most frequently mentioned KSAs.

• Interviewed a represented sample of Hiring

Managers to establish their needs for GS staff.

• Generated a “high level” GS KSA profile which the

test would be modelled on.

8
Test Content Development Phase

• GGST = GMA x SJT

• General Mental Ability

– Verbal Reasoning – multiple match items
– Numerical Reasoning – multiple choose items

• Situational Judgment Test

– Based on UN core values and competencies

• Weighted Score to determined passed

9
 GGST 64
(Test Format)

Verbal Numerical Situational

24 20 20
Reasoning Reasoning Judgment

35% 35% 30%

M C S
Factual Tables
Task 12 Task 5 Client 6-7
Orientation

M C S
Graphs
Subjective
Task 12 Task 5 Teamwork 6-7

C S
Account-
x = Domains M = Multiple Time zone 6-7
Match Task 5 ability
x = Tasks
C = Multiple +
Choice C Values
x = # of data
points S = Situational Calendar
Task 5
x = weighting Judgment
Validation Stage
• A first version of the test was piloted in April 2014 in
order to fine tune the relevant test parameters such
as level, length, contents and timing of the test.

• The test was given to:

– a representative sample of current staff
– in 9 UN entities in 6 duty stations (UNHQ, ECA, ECLAC,
ESCAP, UNOG, UNOV, UN Women, UNDP, UNICEF)

– from 32 countries
– aged between 25-60 years
– of which 75% were female
11
Change Communications phase

12
Change
Outcome

13
Organizational Outcomes
• A new truly global selection test and policy in line
with the ‘One UN’ vision.

• New Test welcomed by staff, in particular Hiring

Managers.

• Improved predictive validity resulting in higher

quality selection of GS staff.

• Positive and professional recruitment experience for

incoming GS staff assisting employer brand.

14
Lessons Learnt

15
Lessons Learnt

• Broad consultation upfront with relevant

stakeholders (HMs and HR Offices).

• Be prepared to be flexible to meet stakeholder

needs.

• Phased rollout.

• Communication, Communication,
Communication!
16
Q&A

17
 Gracias

Merci

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

谢谢

Thank You
Спасибо
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