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General Marking System in SSB Interview
The SSB evaluation method is not analogous to the marking system used in school/college assessments. Only in the OIR exam, which is part of the screening procedure, is this type of marking done. In this approach, the assessor continues to assign grades after reviewing each answer. As a result, if you obtain 40 accurate answers out of 50, you will receive an 80% grade.
Officer Intelligence Rating or OIR is a test of the intelligence of a candidate. This test comprises two test booklets, each booklet has around 40 (sometimes 50) questions for which you will be given 17 minutes of time (which will increase to 50 questions). You must try to solve all questions in the given time.
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Marking Scheme in SSB Interview
There are three assessors, and each will award 300 points for the medical test, GTO (group task), and personal interview (PI). A minimum of 90 points must be obtained from each assessor. SSB has a total of 900 points. It is then divided into four parts (psychology, GTO, interview, and conference round), with each test phase receiving 900/4=225 marks. You must receive at least 90 marks out of 225 in order to receive a "Yes" from any of the assessors, while less than 90 marks simply mean "No."
The First 4 Days of the SSB interview Includes Screening, Psychological Tests, GTO Tasks and a Personal Interview. In this way, The minimum marks you would be required to pass Is 90*3= 270 marks.
1) One candidate receives 80 marks in the interview round, 70 marks in the GTO round, and 75 marks in the psychology round. The total is 225 marks.
2) Another candidate receives a total of 250 out of a needed minimum of 270 marks. As a result, the significance of the conference round has now been established. If your marks are higher than 240, the conference round will determine whether you are recommended or not.
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SSB Assessment: Subjective
Assessors are quite clear about OLQ definitions and how to assess them. The system is really scientific. However, what defines sufficient in a certain quality cannot be determined objectively. Each assessor has this mental benchmark and consequently assigns scores to candidates in the 15 OLQs based on it. As a result, it becomes a subjective activity. If an assessor is unsure about a candidate's evaluation during the psychological exam, he can confer with a psychologist colleague. The GTO or IO does not have the option of seeking a second opinion since he must analyse a candidate's OLQs as he performs. There is no video footage of the performance that can be viewed.
Three Broad Categories of Assessment in SSB Interview
A candidate will get placed in one of the 3 broad categories:
- Clearly unfit for selection.
- Borderline case, who could be recommended in case he is found adequate by the other 2 techniques of assessment.
- Clearly fit for selection.
Invariably, a candidate who is obviously unfit/fit by one approach is also obviously unfit/fit by the other two procedures, and so is rejected/ chosen without spending much time in discussion in the 'Conference.' Variations in evaluation are more frequent in a borderline situation since an assessor has deemed him to be slightly unsuited for selection, but there is nothing seriously wrong with his personality. Such a candidate would be chosen or rejected based on the results of the other two approaches and the debate in the 'Conference' to reach a consensus.
The SSB's selection procedure is based on approaches that aim to assess the individual in the context of the defence forces' requirements. As a result, prepare for each phase of the SSB and put in a lot of practice time.
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