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<br />4 <br /> <br />Activity Three: Screening <br /> <br />Based upon the minimum qualifications and position profile, PDI <br />would screen applications to determine which individuals have the <br />highest likelihood of meeting the position requirements. Based upon <br />the job requirements and position profile, PDI would design the <br />following instruments and procedures to conduct a first screen of <br />resumes: <br /> <br />. Assessment of minimum qualifications-Resumes would be <br />checked to ensure that all minimum qualifications are met. <br /> <br />. Resume scoring form and decision rules-Based upon the <br />position documentation, PDI would design a process whereby <br />resumes may be quantitatively evaluated and scored to yield <br />groupings of continuing candidates. <br /> <br />We would ensure that all procedures meet requirements for affirmative <br />action, EEOC, and federal and state law. <br /> <br />As part of this step, we would ensure that all candidates receive <br />information regarding the following: <br /> <br />. Procedures to alert them of their continuing status in the process <br /> <br />. Conditions regarding confidentiality <br /> <br />. Selection process timetable <br /> <br />Given the projected numbers of individuals who may apply, we would <br />recommend a follow-up screening process that would involve mailing <br />further requests for information to applicants. This will allow more <br />valid decisions regarding which individuals should achieve semi- <br />finalist status. Such requests for information may include: <br /> <br />. "Targeted" resumes-Response to specific questions regarding <br />the scope and extent of their experiences <br /> <br />. Responses to essay questions <br /> <br />. Documentation of specific accomplishments <br /> <br />Using this two-tier screening process, we would expect that the <br />screening effort would require approximately three to four weeks. <br /> <br />Activity Four: Evaluation <br /> <br />Depending upon the qualifications of candidates, we would expect to <br />present approximately six to ten candidates for further selection <br />procedures. Depending upon the wishes of the City, we would <br />designate a set of information-gathering procedures designed to <br />produce more detailed information about this smaller group of <br /> <br />Copyright @ 2005 Personnel Decisions International <br />All Rights Reserved <br /> <br />3/2/2005 <br />