Design a defensible assessment strategy for the [RoleTitle] at [CompanyName] that maps required competencies to evidence sources and selection methods. Using the [CompetencyModel] and data from [DataSource], identify which competencies require work-sample tests vs. structured interviews vs. psychometrics vs. reference checks. Align methods with adverse impact considerations and panel composition for [InterviewPanel].
Output format: Provide (1) a Markdown matrix: Competency | Importance | Selection Method | Instrument/Provider (e.g., [AssessmentVendor]) | Evidence Required | Scoring Rubric (1–5 anchors) | Pass Threshold; (2) a candidate journey timeline; and (3) a fairness/validity checklist referencing criterion validity, reliability, and job relevance.
Define minimum pass thresholds and tie each to on-the-job KPIs. Include mitigation steps for false positives/negatives and a plan to continuously calibrate cut scores using post-hire performance.