Barbara -

In my position as Proposal Officer at the University of Alaska Fairbanks,
I directed a recharge center which provided pre- and postaward support -
manuscripts, budgets, reports, forms, the works.  Although the position
description/announcements for staff positions clearly stated requirements
for familiarity with various pieces of software - MAC, DOS, and UNIX
applications, we had problems with applicants who defined familiarity as
having seen it once upon a time or having entered 4 records into a
database last year.  This kind of interpretation is almost impossible to
identify from an application form or resume.  The spin up time for new
employees was extremely long, which meant rates were affected while we
trained or because the length of time charged to the project was
inordinately long.  Nobody was particularly happy when with employee
changes.

After talking to our Human Resources folks, I created a proficiency test
much like you described, defined a method by which results could be
quantitatively assessed, and set a time limit for completion (which was
generous by any standards)so that all applicants could be assessed by the
same criteria.  This portion of the assessment (prior to interviews)
process was weighted and included as a component in the overall hiring
process.  It worked beautifully. Perhaps if you can find a way to
quantitate the test results, your HR will be more comfortable with your
idea.  (It really isn't much more difficult to quantitate than is typing,
oops keyboarding, when you think about it in components.)

I urge you to pursue your idea.  It certainly worked well for us.

Rosemary
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Rosemary H. Ruff                   VOICE: 334-844-4438
Assistant Director                 FAX:   334-844-5953
Contracts & Grants Administration  EMAIL: xxxxxx@mail.auburn.edu
Auburn University, AL 36849-5131