Work samples and simulation assessment

Assess competencies required on entry using tasks similar to actual work, scoring observed behavior or outputs.

Method · Organization and HR

Core concepts

• Task representativeness: link work activities with assessment tasks
• Entry requirements: distinguish skills learned after joining from those needed at entry
• Assessment evidence: record behavior and outputs against criteria

Application

Use job analysis to design short simulations and assessment criteria, with operating procedures that check comparable conditions and assessor preparation.

Limitations and jurisdiction

Plausible tasks alone do not guarantee validity or fairness. Do not mistake skills learned through training for entry requirements; review applicable law and accessibility separately.

Editorial perspectives

• Realism: check the connection between actual work and the task.
• Comparability: check consistency of task conditions and scoring criteria.

Sources

U.S. Office of Personnel Management · Viewed 2026-10-08

Context: US public personnel assessment guidance

Source checked: 2026-10-08

Independent editorial summary and source link; the original text is not republished.

Related personas

Translation status

Editorial English translation of the Korean edition. No professional translation or occupational expert review has been completed. Translation does not change the source jurisdiction.

Translation prepared: 2026-10-09 · Source fingerprint: kb-a1fc9cebad44a107

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