PREPARING YOUR JOB SELECTION JUSTIFICATION
The following information is provided by HRO to assist you in preparing your job selection justification. We are
available to assist you with any problems or questions.
When you prepare to interview the candidates referred to you by HRO, remember that your questions, and ultimately
your selection, should be based on the Specialized Experience and Placement Factors (also known as Knowledge, Skills
and Abilities or KSAs) as stated on the announcement.
When you have selected a candidate, type your justification on the Referral and Selection Certificate (or attach a
memo to the certificate if you prefer; any format is acceptable). Tell us how the candidate you selected is able to
meet your needs in relation to the Specialized Experience and Placement Factors. You may use the job announcement
for verbiage. Be sure to sign the Selection Certificate and/or attached memo.
Example:
Placement Factors from the job announcement: (1) Knowledge of electrical theory. (2) Ability to repair electrical
circuits and hydraulic and mechanical systems. (3) Ability to use common testing procedures. (4) Skill in the use of
hand tools of the electrical trade. (5) Knowledge of test procedures and test equipment. (6) Ability to interpret complex
schematic diagrams and drawings.
Justification: The selected candidate has knowledge of electrical theory gained from 5 years experience in the repair of
electrical circuits and 7 years experience repairing hydraulic and mechanical systems. Understands common testing
procedures and is skilled in using hand tools of the electrical trade. Is familiar with test procedures and test equipment,
and has the ability to read and interpret complex electronic and hydraulic schematic diagrams and drawings.
Conclusion: Based on the personal interview and a review of the candidate’s application, (Name)’s experience and
abilities in the electrician field provide them the tools to be a success in this position and an asset to this organization.
(then address each placement factor)
PITFALLS TO AVOID:
(1) Basing the selection on criteria unrelated to the job. “Military bearing” and “a pleasant personality” may be all well
and good, but tells nothing about job skills. “10 years experience working with personal computers” may sound like a
good skill, but if the job announcement says nothing about computer skills, don’t even mention it.
(2) Being too general. This is probably our most common problem. When we tell you to address knowledge, skills
and abilities, don’t stop, “The selectee has the knowledge, skills and abilities needed to perform successfully in the job.”
Give specific examples based on KSAs.
(3) Selection based on written tests. Unless you use an approved, standardized test, DO NOT administer written tests
during the interview process. If you choose to do so, be prepared to defend yourself against the accusation that you just
made up the test just to get who you wanted. It is permissible to test a candidate’s skills (such as typing).
(4) “Rubber stamp” justification. No two people have completely identical qualifications; so don’t make your
justification identical for every individual you select, even if your selections run over a period of years. Old selection
packages can be easily retrieved from HRO files. Identical verbiage would not stand up under third party scrutiny
(more on that follows).
“Why is this so important?” First of all, we aim for a qualified workforce, so your selection should be based on mission
needs. Second, if a non-selected applicant complains (and it happens!), there are many avenues of complaint to travel,
for a variety of reasons. Your justification has to stand up to third party scrutiny, for example:
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Equal Employment Opportunity Commission (EEOC)
NGB-HROE
Federal Labor Relations Authority (FLRA)
Merit Systems Protection Board (MSPB)
Attorneys
Administrative Law Judges
Inspector General (IG)
You may rightly point out that some of the above agencies/people don’t know the first thing about the Arkansas
National Guard. This is exactly the point. That is why it is so important to word your justification carefully. An
outsider must be able to understand the reasons for your selection. A few minutes of trying to put meaningful words
together now is far less painful that several long agonizing sessions of trying to justify your actions later before a third
party.
“What if I select a traditional guardsman over a current technician?” If you do this, it is ESSENTIAL that you FULLY
JUSTIFY why the technician is not qualified.
“What if I don’t want to select ANY of the candidates on the certificate?” You have this option, but you must fully
justify why each candidate is not satisfactory. Avoid blanket statements such as “None of the candidates had the ability
to…” Each candidate’s deficiencies should be addressed individually.
And what about AGRs? Most of what we have described relates to technician positions, but for AGRs, the same
mission-related requirements should be considered. Stick to what is identified on the announcement, and/or address
duties that relate to MOS/AFSC descriptions found in Army Regulations 611-1, 611-101, 611-112 or 611-201, and Air
Force Instructions 36-2108 or 36-2105.
If you wish, you may forward a draft copy of your justification to HRO at 212-4209 or DSN 962-4209 for review. This
will eliminate delays in processing your selection package.
Questions may be directed to SMSgt Shelton, 212-4215 or DSN 962-4215.