1.2 Consistently applied own value orientation to questions and situational examples given during the interview values not in conflict with agency.

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1 LEAGUE OF HUMAN DIGNITY Score sheet explanation for: Administrative Assistant 1. ATTITUDE TOWARD INDIVIDUALS WHO ARE DISABLED This rating refers to the person s informal applied and theoretical knowledge of the concepts of normalization, human rights, self-determination, and the developmental model; and to the person s value orientation toward disabled socially devalued persons and the services provided to them. Sources: References, interview observations, written questions. 1.1 Clearly, consistently states own beliefs about disabled/socially devalued individuals and human services; such beliefs are not in conflict with agency goals. 1.2 Consistently applied own value orientation to questions and situational examples given during the interview values not in conflict with agency. 1.3 Value content includes respect for individuals autonomy, control over decision-making, and independence; awareness of value conflicts. 1.4 Value content includes view of disabled persons as equal to other persons; sees value of societal integration. 1.5 Value content reflects willingness, commitment, and ability to encourage consumer self advocacy. 2. ABILITY TO WORK INDEPENDENTLY This rating refers to the person s ability to plan and structure his/her time independently, and to show initiative and flexibility in planning, implementation and completion of job tasks. Sources: References, interview questions 2.1 Analyzes strengths and weaknesses of an unstructured job in terms of own work behavior, characteristics. 2.2 Has at least one (1) year of successful job experience or two (2) years of volunteer experience in a position requiring significant independent performance (organizing, directing, planning, supervision, etc.) with a positive reference to verify it.

2 2.3 Responds to a hypothetical situation with evidence of work initiative, systematic planning, accountability, and flexibility. 2.4 Capable of adjusting to a flexible work schedule. 2.5 Could establish own criteria for task completion and maintain standards of quality with minimal or indirect supervision. 2.6 Appears to value work, and dependable. 3. PROBLEM RESOLUTION SKILLS This rating reflects the person s ability to interpret, analyze, synthesize, and generalized information; to systematically approach and resolve problems; and to operate in a mediating/facilitating role in a group. Sources: References, interview questions 3.1 During interview, listens, requests clarification; seems to maintain this ability under stress; could maintain objectivity in approaching problems. 3.2 Can identify own approach to problem resolution including problem analysis, identification of, and choice among alternatives; use of group and/or consultants (group decision-making), and evaluation. 3.3 Can apply and describe own systematic approach to individual and group problems; is able to comprehend information presented; possesses the analytical/comprehension skills sufficient to meet complex job demands. 3.4 Has at least one (1) year of experience including the major responsibility of individuals or group problem-solving. 4. VERBAL COMMUNICATION SKILLS This rating refers to the effectiveness and style (rather than the content) with which the person communicated with others. Included are clarity, conciseness, completeness, organization, and general quality of responses; manner and style of interactions which would facilitate effective professional relationships.

3 Sources: Observations in interview references samples 4.1 Spelling, grammar, pronunciation, and vocabulary skills are sufficient to clearly communicate with others. 4.2 Responses are relevant, complete, well organized, and concise. 4.3 Manner/style are pleasant; person is confident, active, relaxed, not overly aggressive. 4.4 Responses seem genuine, honest, sincere. 4.5 Written response meet established criteria; a) Analyzes problem. b) Proposes/evaluates alternative consist with agency value base. c) Reflects attitude of respect for client s autonomy. 5. ABILITY TO COPE WITH STRESS This rating refers to the person s ability to tolerate frustration, work under pressure, respond to crises, adjust to variations in workload, and work with complex, long-term problems where feedback and reinforcement may be delayed or absent. Sources: Interview questions references samples 5.1 Manner and behavior in interview suggest tolerance for novel or stressful situations. 5.2 States own methods of coping with job-related stress; methods seem effective. 5.3 At least one (1) year of successful, verified experience in a job requiring considerable judgement in crisis responsiveness. 5.4 Able to tolerate personally-directed criticism; can analyze and respond effectively. 5.5 Appears to be capable of regulating emotional involvement in the job, neither overly involved nor overly detached; references verify.

4 6. GROWTH POTENTIAL This rating refers to the person s professional and moral commitment to the human service field; and specifically to the current position; the likelihood that the person has and will maintain a commitment to to the job; the person s ability to make creative contributions to the job; the person s interest in his/her own professional growth. 6.1 Person states career goals which are consistent with own value base and which indicate a personal commitment to the job; including a value-related motivation for seeking the job. 6.2 Person can identify own sources of satisfaction in a job; response is consistent with the nature of the job (delay or absence of satisfaction; long-term, complex problems). 6.3 Person can identify areas for self-development (professional, educational, personal); has means for obtaining feedback to improve performance. 6.4 Person shows evidence of ability to work creatively within the human service field; can cite or submit examples/references to support. 6.5 Person is willing to make a time commitment of two (2) years to the position; and job history supports statement. Has person changed jobs frequently and after short duration (every 1-2 years)? (May give credit for commitment without job experience.) 7. PROFESSIONAL EXPERIENCE This rating refers to the person s previous experience in any areas considered a source of direct learning or preparation for the current position. Related experience includes: social work, rehabilitation; direct line work with disabled individuals; ministry, legal/paralegal work, experience in psychological/educational assessment, civil rights, advocacy work, community organizing; others if relevance to current position is demonstrated. May be regular employment, volunteer work. 7.1 No experience or less than one (1) year. 7.2 One (1) - three (3) years full-time employment; or volunteer work. 7.3 Three (3) - five (5) years full-time employment. 7.4 Five (5) - seven (7) years full-time employment.

5 7.5 Seven (7) or more years full-time employment. 8. PROFESSIONAL EDUCATION Refers to the person s formal professional education relevant to the position. Related fields include: special education, social work, psychology, sociology, human development, counseling, criminal justice, law, theology or education if accompanied by a minor in a related field. A Bachelor s Degree in a related field is required. 8.1 BA unrelated field; no additional related experience. 8.2 BA/BS; unrelated field - with additional experience; meets waiver. 8.3 BA/BS in related field; or waiver or degree meeting criteria. 8.4 Fifteen or more graduate hours in related field. 8.5 Graduate degree, related. 9. MANAGEMENT EXPERIENCE 9.1 Program Evaluation 9.2 Personal Management 9.3 Budgeting 9.4 Financial Accountability 9.5 Supplemental Courses in Management admin assist score sheet explained 5/06