Substantive Knowledge Test

WHAT MAKES A GOOD SUBSTANTIVE KNOWLEDGE TEST?
Remember, we are gathering the data to identify the following:
Responsibilities aka Tasks. Tests allow us to identify our future colleagues who are
capable of performing the technical requirements/tasks of the job.
Competencies aka People Skills. Tests allow us to identify those who get on well with
others and have a positive attitude (i.e., good interpersonal and intrapersonal skills)
Values aka Organization Citizens. Tests allow us to identify those who are motivated
and care about the missions and goals of the Organization
These areas all align with the structure of the job opening.
Let’s look now at what makes a good test
A good test must be Valid, Reliable and Fair.
VALID:
Use the key tasks in the JO to develop the test questions
Ensure that you ask candidates to complete tasks that reflect the nature of the job
Avoid UN-specific knowledge, unless it is directly stated as a requirement in the
JO
RELIABLE
Ensure that the test content is clear and unambiguous, and evaluated with
a consistent, unbiased rubric and evaluation process.
FAIR
Document a transparent testing and evaluation process in inspira.
Avoid giving certain groups an unfair advantage when creating or evaluating an
assessment. This means:
o Minimizing Test-Wiseness (This is more prevalent in poorly devised
tests, and gives experienced test takers and advantage because they
are able to recognize cues in test items or formats that may improve
their score on the test)
o Minimizing Bia

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