Minnesota Department of Human ServicesDisability Services DivisionOne DHS People, Access and Culture
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Curriculum IV · Employee life cycle

Screening and Selection

Rubric, panel, unpaid sample — identical-by-law versus sameness-as-fairness.

40–50 minutes · 5 lessons · Voluntary learning

A three-person hiring panel sits with printed rubrics.

Course outline

  1. A Tuesday with a rubric

    The panel is a design. So is who never sits on it.

    6 minutes

  2. The unpaid sample

    A weekend case write-up is a who.

    6 minutes

  3. Doors on this Tuesday

    Veterans’ preference. ADA accommodation. EOAD if it is a complaint.

    6 minutes

  4. What you write down

    Fit, vibe, and “not a culture add” are who-filters in the notes.

    6 minutes

  5. One remaining channel

    After the doors, what you still control.

    6 minutes
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What you’ll be able to do

Explore and practice

  • Identify how screening and selection affects a DHS decision, service, or workplace process.
  • Use the course concepts and evidence to examine one live policy, form, meeting, service, hire, budget, or engagement plan.
  • Choose and document one defensible change, the person who owns it, and the date the team will review it.

What you can take into your work

  • Make and reconsider scenario decisions without being assigned a score.
  • Complete the practical activities and record a one-minute transfer commitment.
  • Apply the learning to a live work object in the Equity Analysis Toolkit.

Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.

Listen to the introduction

Read the introduction

Screening and selection is a Tuesday with a rubric, a panel, and sometimes an unpaid sample. Identical treatment is sometimes the law. Sameness-as-fairness is sometimes how a disparity lasts. This course teaches the difference. Veterans preference and ADA in employment are doors. You will not improvise them. You will name who the remaining channel was built for.

Selection Job Aid

Identical questions may be required. The sample, hour, and panel still have a who.
Fit is not a qualification. Write a behavior or strike it.

Use this aid while applying Screening and Selection to a live DHS work object.

  • Fit is not a qualification. Write a behavior or strike it.
  • Use the relevant formal door when a right, complaint, labor process, safety duty, or Tribal consultation is involved.

Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.

Before the panel

  • Essential versus extra in the sample.
  • Who sits.
  • Hour and language.
  • Toolkit on the packet.

Doors

  • Veterans’ preference.
  • ADA accommodation.
  • Labor.
  • EOAD if a complaint.

Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.

Sources and further reading

All research and sources across the program