Practice Exchange

Ilene Gast, Associate Editor

This column highlights innovative public sector programs at the Federal, state, and local level. If you are conducting a project that would interest the ACN readers, or if you know someone who is, please let me hear from you. I can be reached by phone at (202) 305-0590, by fax at (202) 305-3664, or electronic mail at ifgast@aol.com.

The Border Patrol And Officer Corps Implement Suitability Assessment

by Julia Leaman and Nicholas Vasilopoulos

The Immigration and Naturalization Service (INS) is using state-of-the-art, job-related selection instruments to screen out applicants who are likely to exhibit counter productive behaviors once on the job. Instruments have been developed for entry-level Border Patrol and Office Corps positions. The Border Patrol selection instrument, which was implemented in June, 1995, is used for selecting entry-level Border Patrol Agents. The Officer Corps instrument has been completed and is now ready for implementation. This instrument will be used for entry level-hiring for four Officer Corps Occupations: Immigration Inspectors, Special Agents, Immigration Agents, Deportation Officers, and Adjudications Officers.

While most selection instruments identify the extent to which individuals have characteristics associated with effective job performance, suitability assessment instruments identify the extent to which individuals have characteristics that make them likely to exhibit counterproductive behaviors once they are on the job (e.g., improper use or theft of Government property, or excessive use of force).

To develop the Border Patrol suitability assessment instrument, research psychologists collected from incumbents and supervisors hundreds of examples of suitable and unsuitable behaviors that have actually occurred on the job. These examples were carefully reviewed to identify the various components of suitable behavior. The components identified were conscientiousness, cooperativeness, emotional maturity, initiative, integrity/honesty, and judgment. The psychologists then developed questions to measure each of the suitability components. Finally, a structured and rigorous process was followed to ensure the validity and fairness of the instrument.

Individuals who are interested in applying for a position must complete a rigorous assessment of basic reasoning ability and then complete the suitability assessment. Border Patrol applicants must also take a Spanish proficiency test or an artificial language test (described in the December issue of the ACN). Only those applicants who pass the suitability assessment and language test (for Border Patrol) are considered for an interview and for the comprehensive background investigation.

All research conducted to date has indicated that these suitability assessments are a highly efficient initial screen for counterproductive behaviors. The ultimate goal is to reduce the number of agents and officers who act improperly on the job. This in turn will allow Border Patrol and the Officer Corps to focus its efforts on mission-critical objectives.

For further information about suitability assessment instruments, please contact Julia Leaman or Nicholas Vasilopoulos at (202) 305-0600.