IPAC 2015
ATLANTA

Hot Topics & Cool Solutions! July 19-22, 2015

Monday, July 20, 2015

Morning Sessions, 10:30am-12:00pm

 

Salon I, III, V                                                                                                                                       

Top Ten Questions about Assessments

Panel Discussion (90 minutes)

Reid Klion, pan - Performance Assessment Network, Inc.

Michael Blair, H&R Block

Martha Hennen, Consumer Financial Protection Bureau

Kathleen Walker, City of Little Rock

Erin Wood, pan - Performance Assessment Network, Inc.

Testing professionals often spend considerable time educating others about the scientific, legal, and practical issues involved in the use of assessments. Since much of the popular and business press coverage of assessments tends to be superficial and, at times, misleading, it is difficult for those outside the assessment professions to become well-informed about it. This panel discussion will focus on the Top Ten Questions heard when discussing occupational testing. Comprised of individuals who work in both internal and external roles for private and public sector organizations, the panel will share and discuss the approaches they have found useful in addressing these questions. Audience participation will also be invited.

Salon II                                                                                                                                               

Assessment Center Best Practices and Innovations

Paper Presentation (45 minutes)

Julie Sampson & Tomer Gotlib

Ergometrics & Applied Personnel Research, Inc.

Assessment centers are commonly used within public safety selection processes. Due to their widespread use, best practices that can enhance the effectiveness, validity, and legal defensibility should be followed. This presentation will cover the current research on assessment center best practices, as well as current topics and trends.

Work Capacity Test Job Simulation Alternative Assessment to the 1.5 Mile Run Test

Paper Presentation (45 minutes)

Randolph Park

U.S. Customs and Border Protection

The 1.5 Mile Run Test assesses aerobic endurance and is often used by rescue and law enforcement entities. Age-related run time differences are often found. A work sample alternative to a physical ability test helps to mitigate age-related group differences on incumbents who are otherwise capable job performers.

Salon VI                                                                                                                                              

Trait-Based Abilities: Do We Know What to Call Them—or Do With Them?

Paper Presentation (30 minutes)

Sharon Roth & Peter Leeds

U.S. Merit Systems Protection Board

Presenters will share insights from research on how Federal agencies assess "soft skills" and trait-based abilities in hiring, discussing promising approaches and issues practitioners should anticipate and address when developing or using assessments.

Recent Developments in the Application of Ideal Point Measurement Models for Personality Assessment

Paper Presentation (45 minutes)

Nathan Carter, Rachel Williamson, Li Guan, & Lane Siedor

University of Georgia, Department of Psychology

Recent research suggests that ideal point measurement models are more appropriate for use in personality assessment in selection scenarios due to their ability to more correctly rank-order applicants. This talk will summarize research by the presenter and colleagues showing the advantages and disadvantages of using these models in personnel applications.

 

Atlanta                                                                                                                                               

Workforce Credentialing: Emerging Trends and Innovations

Paper Presentation (60 minutes)

Bob Mahlman

CETE at The Ohio State University

Personnel assessment professionals have witnessed a recent groundswell of interest and activity in the area of workforce credentialing. The proliferation of credentials has resulted in “credential confusion”. The presenter will summarize recent trends and innovations in workforce credentialing, and the impact on the personnel assessment and workforce development industry.

Unexpected Contamination of Criterion Data by Economic Pressures

Paper Presentation (30 minutes)

Joel P. Wiesen

Applied Personnel Research

An unexpected barrier to criterion-related validation of a certification exam was encountered. The criterion data revealed unexpected poor job performance. This was determined to be due to non-job related, economic influences on job performance. This form of economic contamination of criterion data seems not to be described in the validation literature.

Columbia                                                                                                                                            

Calling all Stakeholders: Strategic Collaboration in HR System Development

Symposium (60 minutes)

Margaret Barton, Jennifer Demarais, Joyce Wentz, & Rebecca Ayers

U.S. Office of Personnel Management

Technology has forever changed the way we recruit, assess, hire, on-board, appraise, and develop employees. A key to developing effective human resources (HR) information technology (IT) systems is involving a wide variety of stakeholders, including programmers, business analysts, HR specialists, psychologists, customers and contractors. This symposium highlights methods for fostering strategic collaboration among stakeholders based on recent system development efforts at the U.S. Office of Personnel Management (OPM). Presenters from various settings within OPM will share specific methods and tips for engaging and working with a wide variety of stakeholders throughout system design, development, testing and implementation phases.

Employment Laws and Works Councils: Selection and Personnel Management in Germany

Paper Presentation (30 minutes)

Christoph Gloger

Louisiana Tech University

With the Transatlantic Trade and Investment Partnership (T-TIP) on the horizon and business between the markets of the United States and Europe set to intensify, international challenges that require a basic understanding of foreign cultures and legal environments will increasingly be important. As the largest economy of the European Union, Germany’s role in the partnership with the United States is significant. However, divergent cultural ideologies that manifest in different legal environments and approaches to Human Resources practices may impose serious challenges to overseas’ business endeavors. In Germany, the tendency for institutionalized collectivism yields a forced cooperation of employees and management in Human Resource decision-making that is backed by comprehensive legislature. This session discusses fundamentals of the German Human Resource environment and provides approaches and insights on effective communication and negotiation with employee representatives.

Monday, July 20, 2015

Student Poster Session, 12:00pm – 1:30pm

Charleston

Communication Preference Scale

Scott Hines, Mike Knott, & Jason Marks

Louisiana Tech University

With many communication mediums available in today’s workplaces, the possibility exists that conflicting preferences may result. The purpose of this study is to develop a measure of employee communication preference in a sample of approximately 200 working adults. Future research may include examinations of cross-generational communication preferences in the workplace.

Network analysis of psychometric organizational survey data: Using a visualization tool to ease interpretation and target interventions

Rachel Williamson & Nathan Carter, University of Georgia

Michael Zickar, Bowling Green State University

Network analysis has been a groundbreaking method in a variety of scientific disciplines. Recent work extending network analysis to psychometric data has opened endless possibilities. Here we demonstrate the application of network analysis to personnel survey data, highlighting its ability to ease data interpretation and result in highly targeted interventions.

Regional Accent Bias in Hiring Practices

Ellen Lovell, Mitzi Desselles, & Brittani Plaisance

Louisiana Tech University

This paper draws attention to an under-explored contributor to employment discrimination: regional bias. Without evidence that regional accent differences reflect differential job performance, inaccurate and unfair personnel decisions may result. We propose research into the impact of regional bias on validity and suggestions to reduce the negative consequences for practice.

The Cyber Smear Propensity Scale

Olivia Reinecke & Tilman Sheets

Louisiana Tech University

Making use of the Internet to intentionally damage the reputation of one’s employer, sometimes referred to as cyber smearing, is of escalating concern to many of today’s organizations. The purpose of this study is to develop a scale measuring employees’ propensity to engage in cyber smearing against their employers.

How Much Validity is Enough? Information Presentation Affects Validity Thresholds

Chelsea Chatham, Yuyan Zhang, Chris Arnold, Margaret E. Brooks, & Scott Highhouse

Bowling Green State University

When assessing the effectiveness of selection tests, the use of different effect size indicators can impact how easy people perceive to understand the information, and whether people perceive an effect size as minimally acceptable. The poster provides insights for both researchers and practitioners in communicating validity information with different audiences.

Which Psychological Testing Format Should be Trusted: Likert or Forced-Choice?

Li (Ada) Guan & Nathan Carter, University of Georgia

Jeffery Conway & Anthony Boyce, Aon Hewitt

 Alan Mead, Talent Algorithms Inc.

Personality testing is used frequently in the workplace for various purposes, however, there are on-going discussions regarding the credibility of using such testing, especially the Likert format testing. Two of our studies discuss advantages/disadvantages using Forced-Choice (FC) format and the Likert format testing.

Monday, July 20, 2015

Afternoon Sessions, 1:30pm – 3:00pm

 

Salon I, III, V

Video-Based Testing: Steps, Tips, and Guidance on Developing Your Own Video Tests

Tutorial (90 minutes)

Julie Sampson

Ergometrics & Applied Personnel Research, Inc.

The use of videos can enhance the selection and promotional process for public safety departments. Overall, research has demonstrated several advantages to using video-based tests. The session will review the research behind the use of video in the selection process and provide data supporting this research. The main focus of the session will be on the development of video scenarios from pre-shoot logistics to post-production graphics/audio work. After the session, attendees will have a solid understanding of video-based testing and the critical steps needed to develop effective video-based exams.

Salon II

Presenting a Data Driven Business Case for Candidate Assessment

Paper Presentation (45 minutes)

Martha Hennen

Consumer Financial Protection Bureau

This presentation will describe analytic techniques and tips for using available applicant flow information to support your assessment processes. Discussion will cover: data typically available across vacancy announcements, analytic decisions and data presentation tips. Attendees will gain specific recommendations for simple methods they can implement in their own situation.

Conducting Job Analyses in the Real World: Five Challenges I Wish I Had Learned How to Solve in Graduate School

Paper Presentation (45 minutes)

Michael Blair, H&R Block

Jennifer Geimer & Paul DeKoekkoek, CEB

Graduate programs in applied HR disciplines typically educate students on traditional job analysis techniques. Unfortunately, these techniques rarely prepare the student for job analysis in the real world. The authors will discuss real world challenges (e.g., time constraints, lack of incumbents) and potential solutions to these challenges drawn from experience.

Salon VI

An Innovative Succession Planning Program in the Federal Aviation Administration

Paper Presentation (45 minutes)

Anne Marrelli & Michael Patsfall

Federal Aviation Administration

Formal succession planning is rare in Federal agencies. Regulations specific to government pose challenges that the private and non-profit sectors do not face. This paper will describe an innovative succession planning program developed by the Federal Aviation Administration and the structured assessment methods employed to ensure an objective, merit-based process.

Closing the Gaps in Competency Gap Analysis

Paper Presentation (45 minutes)

Rebecca Fraser, Melissa Buford, & Anne Holloway-Lundy

U.S. Office of Personnel Management

For several years, the Federal Government has emphasized assessing and closing skills gaps across the federal workforce, thereby increasing the demand for competency gap analysis services. This presentation offers practitioners various approaches and considerations for conducting gap analysis, and discusses common challenges to success and strategies to address them.

Atlanta

Back Away From the Cliff! Re-evaluating Online Testing Practices after the Lemming Effect

Paper Presentation (45 minutes)

Amy McKee

Pearson VUE

In the last 15 years, online testing and unproctored selection testing has become de rigueur. However, have we all gone over the cliff a bit without fully considering the implications? This paper reviews the expert opinions along with research and employer practices to bring you along on the P&P to CBT to UIT journey. We will revisit what high-stakes tests are in different environments and discuss the best approach for administration, considering the candidate experience as well as test validity and security.

Using Social Networking Websites to Screen Job Candidates: Is it Worth the Risk?

Symposium (45 minutes)

Scott Hines, Lauren Mouton, & Jason Marks

Louisiana Tech University

Social networking websites allow individuals to share information with others over the Internet. Recruiters and hiring managers will often utilize social networking sites to access this information and use it to recruit, screen, and possibly select job candidates. In this symposium, we will discuss the potential advantages and disadvantages of utilizing social networking sites for recruitment, screening, and selection purposes from practical, legal, and ethical standpoints. We believe that the information presented in our symposium will help attendees to think critically about and make informed decisions regarding the utilization of social networking sites at their own organizations for the purposes mentioned above.

Columbia

Total Classification Redesign: From Case for Action to Applications

Symposium (90 minutes)

Wayne Baughman, Shonna Waters, & Tanya Perry

National Security Agency

Chelsa Gurkin & Robyn Trotter

U.S. General Accountability Office

The U.S. General Accountability Office (GAO) has recently recommended the modernization of the classification system used by Federal government organizations (GAO, 2014). We first describe the process used by GAO to evaluate the current state of classification practices and identify eight attributes of a modern, effective classification system. Next, we describe key barriers to implementing modern classification systems and present a framework, principles, and practices that can overcome these barriers and enable more effective classification practices to better drive organizational performance. Finally, we present an example of a promotion process where its redesign involved applying the principles and practices of modern classification. In addition, we will describe the project context, design approach, and the implementation of the revised process. Finally, we will review lessons learned and what we perceive as best practices because of this project.

Tuesday, July 21, 2015

Morning Sessions, 10:30am – 12:00pm

Salon I, III, V

Collecting Multiple Measures in a Single Assessment

Paper Presentation (30 minutes)

Todd Baker & Deborah Gebhardt

Human Performance Systems, Inc.

For all jobs, effectiveness is determined by multiple attributes. For the electrical lineman job effective pole climbing is a function of physical ability, technique, and safety. This paper describes methods used to develop pole climbing assessments measuring multiple attributes. These methods can be used to develop other multiple measure assessments.

Hiring in the Fast Lane

Symposium (60 minutes)

Karen Walker, Brian Ross, & George Johnston

U.S. Secret Service

The U.S. Secret Service utilizes an intricate hurdle hiring system to ensure it selects the most qualified applicants for entry level Special Agent and Uniformed Division Officer positions. This hurdle system has multiple steps and can take up to 12 months for some applicants to endure. Through the implementation of an Entry-level Assessment Center (ELAC) the U.S. Secret Service has expedited its hiring to fill triple the amount of classes in half the amount of time with qualified applicants. The ELACs provide the U.S. Secret Service with an influx of best qualified applicants that can then be further screened for best organizational fit by competency, ability to obtain security clearance, and meet the medical and physical requirements.

Salon II

Applying and Communicating the ROI of Human Capital Initiatives to Drive Change in Organizations

Symposium (60 minutes)

Melinda Seibert, National Security Agency

Eric Sydell, SHAKER

Michael Blair, H&R Block

David Swiderski, University at Albany, State University of New York

Shonna Waters, National Security Agency

The recent recession has caused business leaders in both private and public sectors to tighten budgets in an effort to meet changing economic circumstances. As a result, internal and external consultants alike have been asked to demonstrate the impact of human capital initiatives on the bottom line. This symposium will offer a forum for human resources professionals being asked to translate the value of solutions into metrics that matter to businesses. Presenters will discuss a business-outcome focused approach to demonstrating return on investment (ROI) that can be applied in a variety of industry settings. Presenters will share methods, measures, and tools they have used to affect change in organizations based on demonstrating the economic ROI of assessments. Lessons learned will guide future practitioners as they seek to conduct ROI analyses to help demonstrate the impact of human capital initiatives to affect change in organizations.

Accuracy, not Aspirations: Tips for Identifying and Preventing Applicant Faking

Paper Presentation (30 minutes)

Nivedita Prabhu               , Olivia Reinecke, & Ellen Lovell

Louisiana Tech University

Research has demonstrated that faking in selection can be costly for organizations. Because faking poses a threat to organizations, this proposal focuses on ways to reducing faking likelihood within assessments. More specifically, methods geared towards alleviating the impact of faking in both survey and interview context will be explored further.

Salon VI

The Debate: On-site versus Remote Video Web-based Assessment

Tutorial (90 minutes)     

Allysa Singer & Martinique Alber

Personnel Board of Jefferson County

In the past decade, there have been significant advancements in digital media technology. Specifically, the delivery of test content via video and the recordings of candidate responses on digital media has become more accessible and user friendly. Many organizations and consultants have begun to take advantage of the use of technology in personnel selection and assessment. With fiscal and logistical concerns of the assessment process, it has become more appealing to discover new ways to tackle this challenge. Through a practitioners viewpoint the benefits and drawbacks to both on-site and remote video web-based assessments as solutions to these challenges are thoroughly discussed. Main topics include common assessment practices, assessor training, test security, logistical concerns, and costs.

Atlanta

Batten down the Hatches: Preparing for the Silver Tsunami

Paper Presentation (30 minutes)

Mike Knott, Scott Hines, & Frank Igou

Louisiana Tech University

Massive workforce change is on the horizon as baby-boomers edge towards retirement. More individuals may be leaving the workplace than entering it. To protect cognitive capital in this knowledge-based economy, organizations will need to adapt. This paper examines how training, retention, selection, and ergonomic interventions can address these concerns.

Student Paper Competition Award Winner

Examining the Process Underlying Responses to Personality Measures in High-Stakes Situations: Does the Item Response Process Matter?

Paper Presentation (30 minutes)

Mengyang Cao

University of Illinois

We investigated the underlying response process for personality assessment administered in high- versus low-stakes situations, and whether any differences matter for selection outcomes. In Study 1, we used an experimental design to investigate whether the dominance model or the ideal point model exhibited better model fit to responses to personality scales. Results suggested that respondents adopted a trait shift strategy as opposed to a response model shift strategy. Specifically, individuals continued using an ideal point response process, but inflated their latent trait standings when they responded to personality items in a job application scenario. In Study 2, we used Monte Carlo simulations to further demonstrate that misapplying the dominance model to score ideal point responses may lead to lower predictive validity and lower mean job performance, especially when the selection ratio is low. On the other hand, applying the correct item response model resulted in more fake-resistant selection decisions.

Columbia

Multiple Perspectives on Women in Leadership

Panel Discussion (90 minutes)

Bharati Belwalkar, Louisiana Tech University

Lisa Moore, Florida Institute of Technology

Elizabeth Reed, City of Columbus Civil Service Commission

Mitzi Desselles, Ph.D., AROS Consulting at Louisiana Tech University

Lt. Col. Karen Gregory, USSOCOM and HRSS Consulting Group, LLC

Rae Reed, WordUp, LLC.

 

The present interactive panel session is intended for students and young professionals who desire to climb organizational hierarchy. This panel discussion will revolve around understanding the issue of gender-disparity in leadership. Successful women leaders representing academia, industry, and military will share their thoughts and experiences on this issue. This panel discussion will also attempt to explore ways in which the existing gender-disparity can be reduced.

Tuesday, July 21, 2015

Afternoon Sessions, 1:30pm – 3:00pm

 

Salon I, III, V

Promoting Civil Service

Tutorial (90 minutes)

Elizabeth Reed

City of Columbus Civil Service Commission

Civil Service Commissions are underfunded and misunderstood. Civil Service is not a sexy topic. In reality, Civil Service is just as important today as it was a hundred years ago when Commissions were first being formed in the United States. Over the past 50 years the field of assessment and measurement of performance has evolved and matured. The time is ripe for effective and meaningful Civil Service, but how do we educate stakeholders? How do we promote Civil Service for what it is and what it can be? If Civil Service is not funded and stakeholders are not educated, our critics will be right. How do we change the message? How do we advocate for the right Civil Service reform? How do we campaign for funding? The message may not be sexy, but our voice is critical to success.

 

Salon II

Apples to Oranges? Use and Comparative Scores for Mobile and Non-Mobile Selection Assessments

Paper Presentation (60 minutes)

Erin Wood, Katherine Sliter, & Kelsey Stephens

pan - Performance Assessment Network

Unproctored employment testing using mobile devices has recently emerged as an important issue. This presentation reviews the current literature on mobile assessment and presents the results of an archival review using cognitive, personality, mechanical aptitude, and work attitudes measures. Issues of mobile testing frequency and demographic differences will be discussed.

 

Addressing Common Applicant Assessment Challenges via Internet Based Testing

Paper Presentation (30 minutes)

Charles Thompson, U.S. Office of Personnel Management

Nicholas Martin, Aon-Hewitt

Melissa Buford, Jaron Holmes, & Philip Walmsley

U.S. Office of Personnel Management

This session examines three common challenges associated with designing and implementing personnel selection procedures. We consider 1) the value to an organization, 2) whether and how general competencies can be measured, and 3) user acceptance issues. We discuss our experiences in large-scale online testing and highly encourage audience participation.

Salon VI

Developing Knowledge-Based Written Exams – How to Maximize Reliability and Validity, and Minimize Challenges and Group Differences

Tutorial (60 minutes)

Tomer Gotlib

Ergometrics & Applied Personnel Research, Inc.

This session will cover best practices for the development of knowledge-based multiple-choice written exams with the intent of educating attendees on how to maximize reliability and content validity, while minimizing challenges and group differences. The session will also give attendees a chance to practice writing test questions with the knowledge gained during the session and receive feedback.

 

In-baskets: Development, Validity, and Utility

Paper Presentation (30 minutes)

Deborah Whetzel

Human Resources Research Organization

This presentation will describe steps for developing in-baskets using a content-oriented approach, including examples in-basket items. The latest research on the validity of in-baskets also will be presented. Finally, the improved utility of in-baskets over random selection will be described.

 

Atlanta

Test Construction Guidance in the New (2014) Testing Standards

Paper Presentation (30 minutes)

Joel P. Wiesen

Applied Personnel Research

Late in 2014 a revised edition of the Standards for Educational and Psychological Testing was issued by the American Psychological Association and two other professional societies. This is the first revision of the Standards since 1999. The new Standards contain many rather specific statements about test development and validation. These will be summarized.

 

The Test is Valid because I say it is Valid (and Other Ways to Lose in Court)

Tutorial (60 minutes)

Jim Kuthy & Heather Patchell

Biddle Consulting Group, Inc.

Test developers frequently assume the validation reports they produce demonstrate a practice, procedure, or test is “job related and consistent with business necessity” (Griggs v. Duke Power Co., 1971). However, they are often surprised when their evidence is found to be problematic when challenged in court. For example, we frequently review validation studies that inappropriately rely on techniques related to validity generalization or the “transportability” of content-related evidence, neither of which has been traditionally accepted by the courts. Other reports skip important steps in the validation process, while still others inappropriately rely on the test creator’s reputation as evidence of its validity. During this session we will go over the process we use when reviewing the appropriateness of job analysis and validation studies to determine whether they address the requirements of the federal Uniform Guidelines on Employee Selection Procedures, which is the standard that the EEOC and courts rely on.

Columbia

Optimal selection: Predictive efficacy and diversity fairness using Pareto-optimal selection systems

Paper Presentation (45 minutes)

Jose Valadez, Christoph Gloger, & Frank Igou

Louisiana Tech University

Although advances in the design of more-sophisticated selection systems have been proposed, implementation of these systems in real-world settings has been gradual (De Corte, Sackett, & Lievens, 2011). The purpose of this presentation is to assist practitioners through a stepwise example of a Pareto-optimal selection system that is concurrently efficient and fair.


Development of the Adaptive Employee Personality Test

*** Innovations in Assessment Award Winner ***

Paper Presentation (45 minutes)

Anthony S. Boyce, Jeffrey S. Conway, Pat M. Caputo & Christopher R. Huber

Aon Hewitt

Does the world need another workplace personality assessment? Well, yes, it does, especially if it is adaptive, mitigates faking, and is developed from the ground-up to be globally relevant. This talk will cover the development of the Adaptive Employee Personality Test (ADEPT- 15). Specific focus will be devoted to the development of the personality model, choice of the response format (forced-choice), identification of the IRT model (i.e., the multi-unidimensional pairwise preference model), content development, calibration, validation, and global localization. Additional research focusing on applicant reactions and faking will also be shared.

Wednesday, July 22, 2015

Morning Sessions, 8:30am – 10:00am

 

Salon I, III, V

Using Behavior and Motivation-based Approaches to Improve Employee Selection, Professional Development, Team Dynamics and Managerial Effectiveness

Panel Discussion (90 minutes)

Rumi Portillo, Heidi Murphy, & Michael D'Antonio

Town of Los Gatos

Located in the San Francisco Bay Area, the Town of Los Gatos is a vibrant community of 30,000 residents, with a downtown that is consistently voted “Best in Silicon Valley.” The municipal workforce of 150 employees has been stretched to provide services to the public, particularly as budget impacts reduced the organization by 30% over the past five years. As the economy has shifted to more positive conditions, the Town is now challenged to meet increasing service demands and high expectations of the public. To meet these challenges, the Town leadership recognized a need to revitalize the workforce through excellence in hiring and by engaging the workforce. A number of methods have been deployed to improve employee selection, establish consistent customer service standards and to accelerate the growth and development of employees. In this session, managers from Los Gatos will share their experiences, successes and visions of the future.

Salon II

A Study of Leadership Competencies and their Relationship to Measures of Leader Effectiveness

Paper Presentation (45 minutes)

Michael Rossi, Jaron Holmes, & Henry Thibodeaux

U.S. Office of Personnel Management

This presentation will summarize an investigation into the relationship between leadership competencies and perceptions of leader effectiveness. A relative weights analysis on data collected from over 3,000 multi-source rating instruments identified the most impactful competencies for current effectiveness and for readiness to take on more senior leadership positions.

Connecting Personality Traits and Individual Competencies to Support Leadership Development

Paper Presentation (45 minutes)

Jaron Holmes, Michael Rossi, & Henry Thibodeaux

U.S. Office of Personnel Management

Nicholas Martin, Aon-Hewitt

This presentation will summarize the development and use of the Leadership Profiler, a personality assessment designed to provide leaders in the Federal Government insights into their natural tendencies related to leadership. We will discuss the development of the assessment and our observations in administering it in applied settings.

 

Salon VI

Nuts and Bolts of a Psychological Screening Program

Symposium (90 minutes)

Delisa Walker Hall, U.S. Secret Service

Kimberly Perry, U.S. Secret Service

Robert Levine, Consultant to the U.S. Secret Service

In this symposium, the authors will present different aspects of the process to research, develop, and prepare for implementation of a psychological screening program in law enforcement selection for a Department of Homeland Security agency. These presentations will discuss the need for developing a psychological screening program, the advantages and disadvantages of adding this step to the hiring process, the hurdles encountered while developing the psychological screening program, legal implications for adding a psychological screening program, and the lessons learned along the way. We will also present benchmark data that was utilized in the development of the psychological screening program. This session will be of interest to HR practitioners in assessment and selection. This session would be of interest especially for those whose organizations or agencies have high-risk or security sensitive positions, such as law enforcement officers or positions that require a security clearance.

Atlanta

Alternative Methods for Examining Test and Item Bias

Paper Presentation (30 minutes)

Frank Igou & Jose Valadez

Louisiana Tech University

Test and item bias are ongoing concerns of testing and assessment professionals. In this presentation, new methods, including the use of Gini Coefficients, Lorenz Curves, and Gini Mean Differences will be demonstrated and compared to traditional methods for examining test and item bias. Practical implications will be discussed.

SEM-based Banding versus SEE-based Banding

Paper Presentation (30 minutes)

Bharati Belwalkar & Frank Igou

Louisiana Tech University

This paper presentation will explain a traditional SEM-based banding and new SEE-based banding. Their comparison warrants attention because their results may produce variations in selection related decision making. Attendees will be made aware of how these two formulae differ in their calculations and how each may impact selection decisions.

Being an Expert Witness: Beyond the Basics

Paper Presentation (30 minutes)

Joel P. Wiesen

Applied Personnel Research

This presentation will present lessons learned from serving as an expert in several court cases. Unexpected barriers to effective testimony will be described, with ways to deal with those barriers. The practical implications of the structure of courtroom procedure will be explored. Examples from actual court cases will be provided.

Columbia

Rebuilding the Pay and Performance Culture in the City of Milwaukee Post Act 10

Paper Presentation (60 minutes)

Carl Nagy & Andrea Knickerbocker

City of Milwaukee

Act 10 curtailed the collective bargaining rights of Municipal Employee Unions in Wisconsin and has led to major policy changes in how the City of Milwaukee manages the workforce. This presentation will describe the process that has emerged for the creation of new pay and performance practices in City Departments.

Coming and Going: Areas of Interest to Examine with Exit and Entrance Surveys

Paper Presentation (30 minutes)

Mike Knott & Frank Igou

Louisiana Tech University

While the circumstances and implementation of exit and entry surveys may be different; both may be used to examine many of the same areas. This paper examines some areas of interest such as work engagement, leadership, socialization, their temporal fluctuations, and their relationship to retention. Practical implications will be discussed.

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