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Civilian Personnel Advisory Center (CPAC) serves as the support service arm of the US Army of its requirements for civilian human resources (Mission, n.d.). The position of Joint Product Manager of Diagnostics is for the management of medical diagnostic products that are being received by the medical services of the US Army. It is a highly technical position requiring wide knowledge in the medical products industry.
The assessment methods that were used for the position of Joint Product Manager of Diagnostics were the resume and the panel interview. The two methods comprise the minimum comprehensive set that will include an initial assessment (resume) and a substantive assessment (panel interview). The two methods also represent the predictive forms of oral and written. The position would require frequent meetings with doctors and medical administrators and the interview portion seeks to evaluate the verbal skills of candidates. (Heneman, Judge & Kammeyer-Mueller, 2011).
The resume was the basis for the conduct of the panel interview which was also organized as structured interview. Between the two, the latter was more heavily used. The panel interview used both experienced-based and situational-based questions which was comprehensive as it covered the past, present and future behavioral projections of the candidate. The most basic purpose of the interview was to validate the technical content of the resume and the depth of knowledge of the candidate in his declared competencies. This is especially crucial in the technical position of product manager for medical diagnostics.
Situational questions were also used to assess how the candidate will likely use his KSAOs (knowledge, skill, ability, and other characteristics) in specific situations in the actual workplace. This is also critical as there is a vast discrepancy in civilian and military environments. The candidate was evaluated on how well he may make the transition. The ability to apply KSAO’s to situations is also a validation of real knowledge as claimed in the resume. Unstructured questions were also included at the end of the planned questions to allow for insights of interviewers that were conceived during the course of the interview. Reliable conclusions were arrived at about the candidate after joint discussions after the interview. (The Benefits and Drawbacks, n.d.)
References
Heneman III, H., Judge, T. and Kammeyer-Mueller, J. (2011). Staffing Organizations, 7th Ed. New York: McGraw-Hill Education.
Mission. (n.d.) . Civilian Personnel Advisory Center, Fort Knox, Kentucky. Retrieved March 2, 2016 from http://www.knox.army.mil/partners/cpac/
The Benefits and Drawbacks of Panel Interviews. (n.d.) Chirk HR. Retrieved March 2, 2016 from http://www.chirkhr.com/panel-interviews/
