A St. Paul fireman has filed suit, repeatedly passed over for a promotion despite his high exam score. Sound familiar? As in Ricci and Sotomayor?
The use of testing in hiring and promotion seems logical enough, that it should impart a strong measure of fairness. And yet it doesn't somehow. Worse, these matters seem to be increasing winding up in the courts. But even here justice isn't always obtained, even if the testing in question should be the sole criterion.
A certain amount of testing is good, essential in some cases, including fire fighting. But mostly, that's at the entry levels. There is critically required knowledge. There is also physical ability, where strength and agility translate into speed, speed that saves lives as well as property.
But above the first level or two, it's a lot more subjective. As a supervisor, you must be a leader, one who gets things done by organizing and directing others to do it. As a line manager, you must now also analyze methods and the results they produce, and try to find better, faster methods. As a general manager, you have to balance results and the budget. As the chief executive, you must deal with the public, and increasingly, government.
Testing other than on the job evaluation isn't much help. Neither is formal education. The higher you go, the more subjective it becomes. It has to, because this is "born, not made" territory, and most of us aren't born that way.
It used to be that businesses and other organizations could hire and fire at will. Yes, that meant racism, sexism, nepotism, and all those other ills that we thought government could prevent, and it did to an extent I suppose. But I'd argue that this was a problem that was getting better anyway. The net gain is hard to quantify.
The unintended consequence is that it has enabled a new class of incompetent, clueless managers who hide behind these tests and regulations. Conversely, let us suppose that an able St. Paul Fire Chief has valid reasons for picking around the candidate now suing. Despite making the right decision, the law may force the City to hire the wrong candidate.
I know I'm just dreaming and pontificating, but that's what blogs are for. Me, I'd do away with most of this managerial level testing and certification. The best of principals may have been the most mediocre of teachers. The best of teachers seldom make great principals. They're totally different jobs and you cannot measure the differences. The old ways were the worst possible system - except for all the others.