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Defines job simulation as realistic, job-related situations that capture applicant behaviors or responses to judge qualifications. Argues simulations can predict on-the-job performance better than many common assessments and may increase fairness, while noting high development cost. Provides factors for agencies to consider and outlines a five-step strategy to build and implement an assessment program.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/job-simulations-trying-out-for-a-federal-job-a-5-step-assessment-strategy-for-federal-hiring/298221/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/job-simulations-trying-out-for-a-federal-job-a-5-step-assessment-strategy-for-federal-hiring/298221.png","ImageObject",300,407,{"name":92,"@type":93},"Stanford","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-01","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",11,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"How does the report define job simulation assessments?","Question",{"text":113,"@type":114},"Job simulations present applicants with realistic, job-related situations and document behaviors or responses to help determine qualifications for the job.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What advantages and disadvantages does the report associate with job simulations?",{"text":118,"@type":114},"Simulations can better predict which applicants will perform well and can provide greater fairness, but their potentially high development cost is a key drawback.",{"name":120,"@type":111,"acceptedAnswer":121},"What five-step assessment strategy does the report propose?",{"text":122,"@type":114},"The strategy includes conducting a job analysis, identifying assessments, developing testing procedures, selecting qualified assessors, and measuring the success of the assessment procedures.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},298221,1789752989,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":130,"read_time":145,"preview_page_count":4},2336477552062,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","JOB SIMULATIONS:  \nTRYING OUT FORA FEDERAL JOB  \nA Report to the President and the Congress of the United States  \nby the U. S. Merit Systems Protection Board  \nTHE CHAIRMAN  \nU.S. MERIT SYSTEMS PROTECTION BOARD  \n1615 M Street, NW  \nWashington, DC 20419-0001  \nSeptember 2009  \nThe President  \nPresident of the Senate  \nSpeaker of the House of Representatives  \nDear Sirs and Madam:  \nIn accordance with the requirements of 5 U.S.C. 1204(a)(3), it is my honor to submit this Merit Systems Protection Board (MSPB) report, Job Simulations: Trying Out for a Federal Job. The purpose of this report is to examine the utility of job simulation assessments for use in the Federal hiring process.  \nWe define job simulation as an assessment that presents applicants with realistic, job-related situations and documents their behaviors or responses to help determine their qualifications for the job. Job simulation assessments can be a critical measure in ensuring that agencies are selecting the best candidates. Simulations can do a better job of predicting which applicants will perform well on the job than many other commonly used assessments, and they can provide a greater degree of fairness in the process. However, their potentially high development cost is a key drawback.  \nJob simulations may not work in every situation. It is important, therefore, for agencies to have a good grasp of the job for which they are hiring, the competencies needed for that job, and knowledge about which assessments would best fit their specific needs. This report identifies a number offactors for agencies to consider when making decisions about their assessment process. Also, it identifies a 5-step assessment strategy we believe should help agencies develop and implement an assessment program that assists them in selecting employees on the basis of relative ability, knowledge, and skills, as set forth in the merit system principles.  \nI believe that you will find this report useful as you consider issues affecting the Federal Government’s ability to assess and select a high-quality workforce now and in the future.  \nRespectfully,  \nNeil A. G. McPhie  \nJOB SIMULATIONS:  \nTRYING OUT FORA FEDERAL JOB  \nA Report to the President and the Congress of the United States by the U. S. Merit Systems Protection Board  \nU.S. Merit Systems Protection Board  \nNeil A. G. McPhie, Chairman  \nMary M. Rose, Vice Chairman  \nOffice of Policy and Evaluation  \nDirector  \nJohn Crum, Ph. D.  \nProject Manager Laura Shugrue  \nExecutive Summary  \nTable of Contents  \nExecutive Summary ........................................................................................................................................................................ i  \nIntroduction ............................................................................................................................................................................................. 1  \nBackground ................................................................................................................................................................................ 1  \nPurpose and Methodology ...................................................................................................................................... 2  \nPrinciples Of Assessment ......................................................................................................................................................... 5  \nBenefits of Good Assessments ............................................................................................................................ 5  \nWhat Makes a Good Assessment? ................................................................................................................. 6  \nJob Simulations: What They Are ................................................................................................................................... 9  \nDefinition ..............................","cbCaivwny5cttILM","https://ap.wps.com/l/cbCaivwny5cttILM","pdf",1049738,76,"English","# Executive Summary\n# Introduction\n## Background\n## Purpose and Methodology\n# Principles Of Assessment\n## Benefits of Good Assessments\n## What Makes a Good Assessment?\n# Job Simulations: What They Are\n## Definition\n## Types of Job Simulations\n# Job Simulations: How Federal Agencies Use Them\n## Nature of Assessment Programs\n## Use of Job Simulation Assessments\n# Formulating An Assessment Strategy\n## Conduct a Job Analysis\n## Identify the Assessments\n## Develop Testing Procedures\n## Select Qualified Assessors\n## Measure the Success of the Assessment Procedures\n# Conclusion","[{\"question\":\"How does the report define job simulation assessments?\",\"answer\":\"Job simulations present applicants with realistic, job-related situations and document behaviors or responses to help determine qualifications for the job.\"},{\"question\":\"What advantages and disadvantages does the report associate with job simulations?\",\"answer\":\"Simulations can better predict which applicants will perform well and can provide greater fairness, but their potentially high development cost is a key drawback.\"},{\"question\":\"What five-step assessment strategy does the report propose?\",\"answer\":\"The strategy includes conducting a job analysis, identifying assessments, developing testing procedures, selecting qualified assessors, and measuring the success of the assessment procedures.\"}]","Job Simulations: Trying Out for a Federal Job - A 5-Step Assessment Strategy for Federal Hiring | PDF",192]