Civil Service Exams
Employment testing is designed to assess job-related knowledge, skills, and abilities for a particular position.
General Information
The purpose of testing applicants is to objectively evaluate the experience & knowledge that candidates have as it relates to a specific position. Furthermore, testing can provide an opportunity to assess the candidates’ oral communication skills and written skills. The testing process is designed to ensure that each candidate is treated fairly and equitably.
NOTE: this list does not display all types of Civil Service Examinations.
Frequently Used Types of Civil Service Examinations
Written Multiple Choice Exam
In a written multiple choice examination, your score is based on the number of questions you answer correctly; therefore, it is to your advantage to attempt to answer as many items as possible. These examinations have a set time limit.
- Check the posting under the examination section. It may give you more detailed information regarding the multiple choice test.
- Listen carefully to the instructions the proctor gives you.
- Try to keep calm, cool, and collected throughout the test. Keep a positive attitude throughout the whole test and try to stay relaxed. If you start to feel nervous, take a few deep breaths.
- Keep track of time. The written multiple choice tests have a set time limit, so it is important that you work quickly – however not so fast as to become careless.
- Read the directions for each section carefully.
- Always read the possible choices before answering.
Phones and other connective devices (such as smart watches) are NOT allowed in our testing rooms. If you cannot leave your devices at home or in the car, you will need to check them in with the testing proctors.
Training & Experience Form
A training and experience form is a written essay examination. All completed training and experience forms returned on or before the deadline will be reviewed and scored according to pre-established benchmarks. You are graded based solely on your answers – we do not look at your application or resume.
Things to remember when filling out your training and experience form:
- Each training and experience form has different requirements. Read the instructions provided.
- Answer all questions completely and in detail. You should not assume that the evaluators are familiar with your education, training, and work history. Therefore, you should use the training and experience form as an opportunity to communicate your experience and any other relevant information as it relates to each question. Evaluators can only give you credit for what you communicate to them within this form.
- Answer all parts of the question. Some questions will have several parts – in order to receive full credit for the question, make sure all parts are answered.
- Be specific regarding dates of employment and employers.
- When describing experiences and achievements, pay particular attention to your specific duties and responsibilities and be sure to include the outcomes where appropriate.
- Please be clear and concise.
- Always read over the question several times. Questions are rarely one sentence, which means there may be multiple components to the question.
- Decipher what exactly the question is asking. Details are vital. For example, if the question is asking you to detail your supervisory experience, make sure that your response covers all areas of the question. While not required, it is best practice to individually list out what is being asked.
Sample: Describe your supervisory experience in the following areas: hiring, discipline, and training. - Answer questions with complete sentences.
Sample: My supervisory experience in hiring includes… (followed by specific examples) - Each question is evaluated against benchmarks. These benchmarks are applied to all questions for all candidates. Benchmarks are usually on a 1-5 scale, with 5 being the highest score.
- Benchmarks often start with the minimum requirements of the position. For example, if the position requires three years of experience in a certain area, a score of 5 may be ten years of experience. We use the minimum requirements to build the benchmarks.
- The amount of detail in an answer is significant. This does not mean that you need to write an entire page for your answer, but revisit the question and make sure that your response answers everything that is being asked.
- Have someone totally unfamiliar with the position look over your responses. They can determine whether not you have answered all the questions.
- Do not hold back in a response. Too often candidates will be shy and not properly tout their experience. If it fits with the question, use it.
- Never minimize your experience. Candidates do this all the time and it hurts their score. Unless the question asks for your level of responsibility, do not answer that you only did it “a couple of times” or something similar.
- Each question must be answered individually. If you included information in your response to one question that also applies to another, mention it again as if it’s the first time. We cannot refer to other questions to gain information that may be missing.
- Look at the “Essential Functions” section of the position. This can be found on the job posting, as well as the classification itself. All classifications can be found here. The essential functions are where questions originate. Use that information in your responses when and where applicable.
- Feel free to ask HR to clarify any questions.
Structured Oral Interview
During a structured oral interview, the panel of interviewers have a standard set of questions that are asked to all candidates in the same order. The responses to the questions are then evaluated and scored using a predetermined set of benchmarks.
Things to remember when preparing for a Structured Oral Interview:
- Listen! One common mistake candidates make when interviewing is talking too much.
- Avoid long rambling responses, which don’t answer the interviewers’ questions and may use up the interview time. Make sure your answers are responsive to the questions asked and that you have answered all parts of the question. Each part of the question may be judged and scored separately.
- Manage your time. Structured interviews are timed, when the time is up, so is the interview. Any questions left unanswered will count against you.
Additional Tips
- Candidates often worry about the time limit and rush their responses. When responding, consider your available time. You are welcome to track your own time or ask for updates from the proctor.
- The proctor will read each question to you one at a time.
- You will be provided a copy of the questions. It is recommended that you read over the question before responding. Questions are often more than one sentence, which means there may be multiple components to the question.
- Decipher what exactly the question is asking. Details are vital. For example, if the question is asking you to detail your supervisory experience, make sure that your response covers all areas of the question. While not required, it is best practice to individually list out what is being asked.
Sample: Describe your supervisory experience in the following areas: hiring, discipline, and training. - Answer questions with complete sentences.
Sample: My supervisory experience in hiring includes… (followed by specific examples) - Providing proper detail is essential. Your responses should be complete but also concise.
- The interview panel will be writing for much of the interview. They are focused on your responses to ensure they take complete notes.
- Feel free to ask the proctor to clarify any question.
- Do not hold back in a response. Too often candidates will be shy and not properly tout their experience. If it fits with the question, use it.
- Never minimize your experience. Candidates do this all the time and it hurts their score.
- Each question must be answered individually. If you included information in your response to one question that also applies to another, mention it again as if it’s the first time. We cannot refer to other questions to gain information that may be missing, so do not be concerned about repeating information.
- Look at the “Essential Functions” section of the position before the interview. This can be found on the job posting, as well as the classification itself. All classifications can be found here.
- After you leave, the panel will evaluate your responses to each question against benchmarks to determine a score. Benchmarks are usually on a 1-5 scale, with 5 being the highest score.
- Benchmarks often start with the minimum requirements of the position. For example, if the position requires three years of experience in a certain area, a score of 5 may be ten years of experience. We use the minimum requirements to build the benchmarks.
Performance Examination
During a performance test, an applicant will be asked to perform simulations of job tasks, similar to the position posting. For example, a position may require experience in the operation of automotive vehicles and equipment of the type assigned to that classification, and therefore applicants will be asked to demonstrate their ability to use that particular equipment.
Things to remember when conducting a performance test:
- Listen to the instructions the proctor gives you before the test.
- Be aware of any time limits.
- Know your exact appointment time and location, and arrive early. Plan your time wisely.
- If you are asked to bring additional materials, information, and/or references to the interview, be sure to do so.
If you have a question regarding your job application or a particular job, please contact
employment@cityofomaha.org
If you have technical problems please contact hris@cityofomaha.org