THE EXAMINATION PROCESS
WHY WE GIVE TESTS show details
Tests are given to assure the selection of the
most qualified candidate for employment with the
City of Miami. As a job seeker, you deserve a
fair chance to compete equally with others. The
purpose of a test is to measure the differences
between candidates' knowledge, skills, and
abilities that are needed to perform the job
successfully. Through the use of valid tests,
usually those who score high will be more likely
to be successful on the job than those who score
low. The City of Miami administers many
different types of tests, such as oral
examinations, performance tests, practical
examinations, assessment centers, and written
tests. It is our hope that the information and
suggestions mentioned here will relieve some of
your fears and assist you in preparing for the
testing process.
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A DESCRIPTION OF OUR TESTING PROCESS show details
Recruitment is the term used when applications
are being accepted for a position. The job
announcement will provide basic information
about the position, such as: the position title;
the salary, a brief description of the duties of
the position, the minimum qualification
requirements, the specific type of test or tests
that will be administered, and the specifics on
how, where and when to apply.
Once applications have been received during a
recruitment period, a personnel officer reviews
the applications to determine if the applicant
meets the minimum qualifications. All applicants
will receive notification of whether or not they
meet the minimum qualifications. Those
applicants who do meet the minimum
qualifications will receive notification of when
and where they will be tested.
The examination process may consist of one or
more of the tests identified above, depending on
the number of qualified applicants, and the
quality of their education and experience.
Applicants must attain a passing score, which
varies on each examination, in order to qualify,
and be invited to the next phase of the hiring
process.
Veteran's preference will be awarded to passing
scores, in accordance with Chapter 295 of the
Florida State Statutes, provided that form
DD-214 and/or current proof of disability, if
applicable, are submitted before the closing
date.
For some positions, additional points may be
awarded to passing scores. This also varies
depending on the position and the
certification(s) required for additional points,
and is discussed on the “Register Announcement”
for the subject position.
Once all test scores have been calculated, and
additional points added where applicable,
candidates are rank-ordered on an eligibility
register based upon their overall score. The
number of candidates processed for hire will
depend upon the number of vacancies that exist
for the particular position. However, it is
important to note that an eligibility register
remains active for no less than one year, and no
more than two years. Therefore, if another
vacancy becomes available while the list is
still active, those candidates who were not
initially hired may still have an opportunity to
be selected.
After register establishment, the hiring
department official then contacts and interviews
a representative sample of the qualified
applicants. If the applicant is selected, he or
she is offered the position, and appointments
are made for the final hiring steps (such as the
medical screening, polygraph, etc.). If the
applicant passes all of the steps of the hiring
process, he or she is notified by the hiring
department of when and where to report to work.
Those qualified applicants who do not get
selected will remain “active” on the eligible
register, and may be considered if another
vacancy for that position becomes available
during the term of said register.
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PREPARING TO TAKE A TEST show details
Background Research and Preparation
Again, the job announcement will provide some
information on the duties of the position, but
the job specification, or what is sometimes
referred to as the official job description,
will give you more detailed information about
the position. The job specification includes: an
extensive description of the position, examples
of the work performed, the knowledge, skills and
abilities needed to perform the job, and the
tools and equipment used in the performance of
the job. Reviewing the job specification will
help you establish a clear understanding of the
job and possible test areas and methods. It is
also suggested that you consult individuals you
know who are currently in a similar position
with the City, to obtain additional background
information. You may review job specifications
on the position(s) for which you are applying,
in the Classification and Pay Division of the
Department of Human Resources.
Should You Study?
The answer to this question depends on you and
the particular nature of the job for which you
are competing. Some jobs require knowledge of a
specific subject, such as accounting or
engineering, and it would probably be worthwhile
to review some of the basic concepts that you
may have learned some time ago. Also, we have
study guides for the tests for some of our
positions, which outline the testing method and
provide an idea of the subject matter. However,
most of our tests attempt to measure the
knowledge, skills and abilities you have already
acquired by having you demonstrate these
knowledge, skills and abilities in a
work-related context.
What You Can Do About Test Anxiety
Most people are nervous about taking tests. Some
experience physical symptoms of anxiety, such as
an elevation in their blood pressure, a higher
pulse rate, perspiration and muscle tension. If
you are troubled by test anxiety, here are a few
things that might help:
- Do your homework - know what will be expected
of you during the testing process.
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What You Should Know About Our Tests show details
Written Exams
Written tests are typically used to assess your
ability to apply technical knowledge relevant to
the position. Our tests are designed so that the
average person can correctly answer about half
of the questions. If the test were too easy or
too difficult, it would not do a good job of
identifying the most qualified candidates.
Typically, the written tests are in a
multiple-choice format. You are asked to shade
in the circle corresponding to your selected
answer, on a separate scanable answer sheet, so
that the answer sheets can be machine scored.
Oral Interviews
The method of interviewing used most often by
the City of Miami is called Targeted Selection
Interviewing. This method is done utilizing a
panel format, and as a candidate, you would be
asked to respond to questions or scenarios with
specific examples from instances in your current
or previous work experience. Each question,
scenario or exercise assesses particular
characteristics that are related to successful
job performance. Each member on the panel is
knowledgeable of the duties and requirements of
the position and is thoroughly trained on how to
properly conduct the interview. Candidates are
ranked based on the pre-established selection
criteria, and are offered positions based on
that ranking.
Physical Ability Tests
For certain positions, tests are administered to
measure the candidate's ability to perform the
physical tasks required of the position. A
physical ability test may include: running a
designated distance under a certain period of
time; running an obstacle course, and/or
performing certain activities that represent
elements of the job. Usually, these tests are
scored on a pass/fail basis.
Practical Examinations
In this type of exam, a candidate must actually
perform particular aspects of the job. For
example, if a candidate applies for the position
of Heavy Equipment Operator, he/she might be
asked to actually demonstrate the operation of
one or more pieces of heavy equipment normally
used on the job. These types of tests are
normally scored on the basis of speed and
accuracy.
Assessment Centers
Assessment centers are a series of exercises,
which simulate daily job activities and are
designed to predict a candidate's future job
performance. The particular components of the
assessment center, as well as the bodies of
information that may be used to prepare him/her
for the tasks that will be administered, are
described to the candidates prior to
commencement of the process. The candidates'
performance is rated according to pre-defined
rating scales, usually resulting in a numerical
score. The City of Miami may use assessment
centers when testing for sworn promotional and
upper-level management positions.
Affirmative Action and Testing
The City of Miami is committed to a policy of
equal employment opportunity for all people
regardless of race, color, sex, religion,
national origin, age, marital status, sexual
orientation or disabilities. Our tests are
specifically designed to measure the knowledge,
skills, and abilities required on the job. If,
as in the case of some disabled candidates, the
normal testing environment creates an artificial
barrier to fair competition, the Department of
Human Resources will arrange reasonable
accommodations for testing.
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CITY OF MIAMI EMPLOYMENT OFFICE
444 SW 2nd Ave
MIAMI, FL 33130
(305) 416-2050
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