DEVELOP SELECTION CRITERIA
Selection criteria are
those criteria or standards you will use to determine the applicants to invite
for an interview and, subsequently, the one who will be offered the position.
They are the skills, training, and experience necessary for someone to do the
DETERMINE THE SELECTION CRITERIA
1. Review the job functions
and any current job description. Identify the actual tasks performed, their
frequency, and percentage of time and importance.
2. Identify specific requirements
(i.e., education, knowledge, skills, experience, and training) necessary to
perform the tasks. Make sure that they are nondiscriminatory.
Call the UMD Department of Human Resources and Equal Opportunity, (218) 726-7161, if you have any
3. Be sure that each requirement:
- Does not exceed what
is necessary for satisfactory performance.
- Is not so unique or
difficult that it becomes exclusionary.
- Goes beyond that which
is acquired through training normally provided on the job or with reasonable
- Consider other skills,
training, or even job requirements that might be used to achieve the same
goal without creating a disparate impact on protected-class applicants.
- Be sure that English
language requirements do not bar the employment of people with little or no
English if fluency in the language is not an important job requirement.
- Physical requirements
must be directly related to the essential functions of the job. You must make
sure that all applicants are considered equally and consistently.
- Experience and skill requirements must be evaluated to assure that they
are necessary for particular jobs with
or without reasonable accommodation. (For example, distinguish between
the need for word processing, microcomputer, or CRT data-entry skills
4. Requirements for a high
school diploma or college degree should always be combined with an equivalent
experience and/or education requirement statement.
5. List the selection criteria, and insert them in the appropriate place
on the requisition. Selection criteria must meet the following requirements:
- Criteria must be established
prior to submitting a job requisition, except for Temporary No Post and Teamster
- Criteria must be related
to the essential functions of the job.
- Criteria must be weighted
or rated and evaluated based on the essential functions of the job.
- Criteria must be measurable
(i.e., able to be determined during selection process by review of applications/resumes,
references, interviews, etc.).
- Criteria must be applied
equally and consistently to all applicants.
- Criteria must be free
of bias (including no adverse impact on protected-class applicants).
Identify those criteria
that are the most relevant to the job duties and qualifications of your vacancy.
Sample of selection criteria
are provided and the associated criterion descriptions as follows: