# 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
[Work Samples and Simulations](https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment-methods/work-samples-and-simulations/) 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
  [HR specialist](https://personawiki.app/en/personas/hr-manager) · [Recruiter](https://personawiki.app/en/personas/recruiter)

## 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
[Korean source](https://personawiki.app/knowledge/work-sample-assessment)

## API
[JSON document](https://personawiki.app/api/v1/knowledge/work-sample-assessment?lang=en)