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  • 02 May 2016 12:56 PM | Brian Bellenger

    This is a remarkable opportunity for an I/O Psychology professional to innovate and implement best practices as part of a team dedicated to implementing a state of the art selection process.

    The successful candidate will manage teams of professionals to design, implement and validate selection systems for County jobs.  The work requires creativity and innovation in the design of new selection systems.  It also involves compliance with professional, legal and ethical standards of employee selection as defined by the Uniform Guidelines and the Federal Court.

    The I/O Psychologist will be an extensively experienced and highly skilled personnel analyst and manager, developing and implementing selection systems for a wide variety of jobs including professional and para-professional positions.  Additionally, the psychologist will be engaged in efforts to establish internal procedures for the on-going success of the organization.  He or she will also be responsible for building consensus and buy-in with stakeholders at all levels of the organization.  Work is performed through the office of a Federal Receiver charged with reshaping the organization for long-term viability and success.

    Typical Responsibilities Include:

    Manage multiple projects by assessing priorities, establishing completion schedules, assign work to subordinate personnel, and track and monitor work progress.

    Ensure customer and subject matter expert’s questions, concerns, and needs for information are met by overseeing the department/team, responding to customer and subject matter expert inquires and concerns, and monitoring staff interaction with subject matter experts’ and customers.

    Manage data and perform statistical analyses using SPSS and Excel software programs by structuring data in needed formats, determine appropriate statistical analyses for the type of data and departmental reporting needs, write and review syntax and formulas, and interpret resulting output.

    Supervise and manage staff by assigning and distributing work, direct staff in their job duties, monitor progress of work, and provides performance feedback and training to staff.

    Conduct training of departmental staff, other functional areas, and individuals external to the organization in order to ensure work is performed according to procedure and to acceptable standards and/or share information about departmental activities or functioning.

    Ensure the development of job-related, valid, and legally defensible employment selection processes by establishing procedures to govern job analysis and test development activities that comply with applicable employment laws/guidelines/professional standards and reviewing work to make certain procedures are appropriately followed.

    Develop and execute strategic plans for the department by collaborating with management and other departments to establish objectives and procedures, and reviewing, revising, and approving rules and procedures related to departmental services.

    Prepare and monitor departmental budget by reviewing spending trends and expenditure reports, consulting with personnel, analyzing financial data, and presenting an annual budget based on financial data and department needs to ensure that expenditures are within annual budgetary limits.

    Serve as an expert witness in employment discrimination litigation involving employment selection tests.

    Engage in activities designed to ensure professional development, awareness of developments in the field, and knowledge of relevant practices, rules, laws, policies, and/or guidelines.

    Requirements:

    Education: Ph.D. in Industrial/Organizational Psychology.

    Work Experience: Experience working in the field of employee selection to include conducting job analyses for a variety of professional and non-professional jobs, developing selection systems (e.g., minimum qualifications, structured interviews, work samples, assessment centers) for those jobs, administering and scoring selection systems, and documenting evidence of validity of those systems.

    Experience leading a team of professionals in performing employee selection work preferred.

    Follow this link for more information and to apply online: www.pbjcaljobs.org/postings/53412


  • 27 Apr 2016 1:50 PM | Kathy Stewart (Administrator)

    The Personnel Research and Assessment Division (PRAD) of U.S. Customs and Border Protection (CBP) has one Student Intern opening in its Washington, DC office.  Applications will be accepted from Wednesday, April 27 to Sunday, May 15, 2016.

    PRAD specializes in personnel selection and supports the assessments used to hire and promote CBP employees.  Students should have strong analytical skills and a desire to learn. At the end of the internship, students may be converted to a permanent position in PRAD.

    Job Duties:

    • Assist with the preparation of documentation on tests in the area of personnel research psychology.
    • Assist in the development, validation, and implementation of test instruments for selection and promotion; coordinate with the training academies in collecting training data for use as criterion measures; design and participate in research validation studies; and establish validation and other research databases.
    • Assist in conducting psychometric analyses on tests and conduct research on a variety of human resources issues.
    • Assist in proofreading, performing statistical computations and assembling tests and surveys.

    Students must be enrolled in a course of study with academic career goals related to Industrial/Organizational Psychology. 

    Please contact Kathy Stewart at Kathleen.a.stewart@cbp.dhs.gov if you or someone you know is interested in this position.

     

    To apply, please visit the announcement on USA Jobs: https://www.usajobs.gov/GetJob/PrintPreview/435222900 

  • 26 Apr 2016 9:20 AM | Kathy Stewart (Administrator)

    Customs and Border Protection

    Location: Washington, DC

    Opens: Monday, 4/25/16
    Closes: Wednesday, 5/4/16

    Series & Grade: GS-0340-15/15

    Who May Apply: Status Candidates (Merit Promotion and VEOA Eligibles)

    Duties:

    • Serves as Branch Chief for Workforce Planning & Analysis within the Personnel Research and Assessment Division by supervising a staff responsible for workforce planning and analysis
    • Provides management support to the Human Resource (HR) function in the areas of workforce metrics, reporting, competency and skills gap analysis, and advanced and predictive analytics; supports the HR leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs;
    • Serves as the domain expert for workforce planning and human capital analytics utilizing current technology and analytical tools to develop and analyze enterprise-wide workforce and other cross-functional data as needed;
    • Supervises a staff responsible for creating, maintaining, and ensuring validity of key HR data sets, reports, and metrics; and
    • Collaborates with subject matter experts across the HR service areas (training and development, staffing, diversity, others) to promote data governance and stewardship, and to improve overall strategic and operational performance and insight.

    Control Number: 436122400

    Job Announcement Number: IHC-1681638-KWI-MP

    For more information and to apply, please click on the following link: https://www.usajobs.gov/GetJob/PrintPreview/436122400 

  • 31 Mar 2016 4:21 PM | Lindsey O'Connor

    The Fire and Police Commission (FPC) was established in 1885 by state law and is one of the oldest police oversight agencies in the nation. The Commission’s authority and responsibility are set forth in Wisconsin Statute Section 62.50, the Milwaukee City Charter Chapter 22.10, and the Milwaukee Code of Ordinances Chapter 314. The nine citizen board members are appointed by the Mayor of Milwaukee and approved by the Common Council. The mission of the FPC is to ensure that the Fire and Police Departments are prepared to protect the lives and property of the citizens of the City of Milwaukee by monitoring the quality and effectiveness of Fire and Police Department policies, practices, and outcomes.

    PURPOSE:

    Take your career in personnel selection to the next level and lead a staffing services team in this challenging and worthwhile position with the Milwaukee Fire and Police Commission. Under the direction of the FPC Executive Director, the FPC Staffing Services Manager is responsible for leading and directing the testing and recruitment staff who develop and administer the selection processes for City of Milwaukee public safety positions – both sworn and non-sworn – within the Milwaukee Police Department and the Milwaukee Fire Department. In addition, the FPC Staffing Services Manager provides guidance to professional consultants in the administration and execution of recruitment, testing, and hiring functions in accordance with applicable state statutes and FPC rules.

    Essential Functions

    Supervision and Leadership of the Testing and Recruitment Staff:

    ·         Supervise testing and recruitment staff. Participate in the recruitment, selection, and assignment of division personnel. Evaluate staff and provide for their training and development. Develop and maintain effective working relationships with all agencies impacted by the service. Anticipate workforce needs and plan selection activities.

    Job Analysis, Test Development, and Administration:

    ·         Determine the need for new selection procedures for entry level and promotional positions; approve qualifications, job postings, components and weights of tests, job analysis procedures, and test materials, as well as test scheduling and physical arrangements; review and evaluate test statistics and eligible lists prior to submission to the FPC; ensure all testing activities are validated, developed, and administered according to professional and legal standards (e.g., Standards for Educational and Psychological Testing, Principles for the Validation and Use of Personnel Selection Procedures, and the Uniform Guidelines on Employee Selection Procedures); direct and evaluate the work of consultants; and ensure the security and confidentiality of test materials.

    Research, Reporting, and Complaint Response/Resolution:

    ·         Serve as the testing subject matter expert for the FPC; prepare research reports and recommendations on employee selection and related human resources issues as requested by the Executive Director, FPC, Office of the City Attorney, public officials, and other agencies; and respond to complaints or legal actions regarding selection processes.

    Background Investigation and Pre-Employment Testing:

    ·         Develop and oversee administration of the background investigation and appeals process pursuant to Fire and Police Commission Rules and professional and legal standards; and oversee the work of professionals contracted to perform pre-employment testing that includes drug screening, medical, and psychological testing.

    Reasonable accommodations requested by qualified individuals with disabilities will be made in accordance with the Americans with Disabilities Act (ADA) of 1990, as amended by the Americans with Disabilities Act Amendments Act (ADAAA) of 2008

    Conditions of Employment

    Must be willing to work an extended schedule for successive days (i.e., 10-12 hour work days) on occasion as well as evenings and weekends to meet departmental needs.

    Minimum Requirements

    1. Master’s degree in industrial/organizational psychology, industrial psychology, educational psychology, human resources management, or a closely related field from an accredited college or university. Education must have included coursework in testing and assessment and statistics.
    2. Three years of advanced level professional experience in developing, administering, and validating personnel selection procedures, including the application of related principles, practices, techniques, and legal considerations.
    3. Valid Driver’s license and availability of a properly-insured vehicle at time of appointment and throughout employment.

    Equivalent combinations of education and experience that provide the applicant with the knowledge, skills, and abilities required to perform the job will be considered.

    IMPORTANT NOTE: College transcripts are required and must be received by the application period closing date. Transcripts should be attached to your online application. Applications without transcripts attached will be considered incomplete and will be rejected. Your transcript must be legible and include your college/university name, your name, the degree completed (if applicable) and the date completed.

    Desirable Qualifications

    Experience with personnel selection for public safety positions.

    Current Salary

    THE CURRENT STARTING SALARY (PAY RANGE 1IX) for City of Milwaukee residents is $75,478 annually, and the non-resident starting salary is $73,627. Appointment above the minimum – up to $93,593 – requires approval and will be based on qualifications and experience.

    The City of Milwaukee offers a collaborative, positive work environment where each employee contributes to making the city the best place possible to live and work. The City offers a comprehensive benefits package, including a top rated pension plan, health, and dental benefits, paid time off including vacation, 11 holidays, sick leave accrual, and much more.

    APPLICATION PROCEDURE:

    Applications can be accessed by visiting www.jobaps.com/MIL.

  • 10 Mar 2016 11:41 AM | Lindsey O'Connor

    PURPOSE

    The Human Resources Administrator has full responsibility over the Human Resources Division and labor/employee relations staff and activities within the Police Department.  In this capacity, the position is responsible for formulating, implementing and maintaining sound and effective human resources policies and practices.

    ESSENTIAL FUNCTIONS

    Management & Human Resources Administration

    ·   Provide guidance and support to MPD’s command staff with a focus on human resources policies, strategies, and organizational development initiatives in support of MPD’s vision and core values.

    ·   Serve as MPD’s liaison to the Department of Employee Relations, the City Attorney’s Office, the Fire and Police Commission, Employee Retirement System, employee groups, and certified labor bargaining units. Represent the Chief and/or MPD in personnel matters involving the Fire and Police Commission and Common Council Committees.

    ·   Ensure that departmental policies and procedures are in compliance with all applicable federal and state regulations, Milwaukee Code and City Charter, rules of the Fire and Police Commission, Law Enforcement Standards Board requirements, and provisions of labor contracts with the Milwaukee Police Association and Milwaukee Police Supervisor’s Organization.

    ·   Provide guidance and direction to Medical Section personnel responsible for disability accommodations, leave administration benefits, processing accident and injury claims and responding to claim investigation inquiries, creation of departmental safety and risk management plan, administration of return to work program, fitness for duty assessment determinations, information requests from duty disability retirement applications, and other related matters.

    ·   Provide guidance and direction to staff responsible for conducting or overseeing recruitment and community outreach activities, background investigations and applicant reviews for all sworn and civilian appointments.

    Labor Relations and Contract Administration

    ·   Serves as the key departmental liaison with the City’s bargaining team; prepare and provide information to help formulate bargaining strategy; research, gather, analyze data and prepare reports to support city bargaining proposals or respond to union demands.

    ·   Serve as primary witness in grievance hearings and interest arbitrations and provide expert testimony regarding MPD practices and procedures.

    ·   Administer contract provisions and provide guidance to command staff and civilian managers on interpretation and application of labor matters.

    ·   Represent the Chief in all labor relations related matters including identifying, developing and recommending departmental interest to Labor Negotiator.

    ·   Administer grievance administration process; oversees implementation of grievance dispositions and awards.

    ·   Conduct regular briefings of MPD command staff on personnel and labor relations matters.

    ·   Oversee staff and activities of Payroll Section and ensure compliance with applicable federal state laws.

    Reasonable accommodations requested by qualified individuals with disabilities will be made in accordance with the Americans with Disabilities Act (ADA) of 1990, as amended by the Americans with Disabilities Act Amendments Act (ADAAA) of 2008.

    MINIMUM REQUIREMENTS

    1.        Bachelor’s Degree with a major in human resources, labor relations, business administration, public administration, management or other closely related field.

    2.        Five years of progressively responsible experience in the field of human resources management including at least three years of labor relations and contract administration.

    Equivalent combinations of education and experience may be considered.

    IMPORTANT NOTE: To receive credit for college, transcripts are required and must be received by the application period closing date. College transcripts should be attached to your online application. Applications without transcripts attached will be considered incomplete and will be rejected. 

    Your transcript must be legible and include the following information:  the university or college name, your name, the degree completed (if applicable) and the date the degree was completed.

    3.      Valid driver’s license at time of appointment and throughout employment. 

    DESIRABLE QUALIFICATIONS

    ·         SPHR or SHRM-SCP certified

    SALARY The starting salary (PG 1IX) for City of Milwaukee residents is $75,478 and for non-residents is $73,626. Appointment up to $93,593 for residents or $91,296 for non-residents is possible based on the salary ordinance.

    To apply, please visit www.jobaps.com/mil.  Resumes will not be accepted in lieu of applications.

     

  • 02 Feb 2016 6:12 PM | Anonymous

    The Company

    I/O Solutions is a human resources consulting firm and national test publisher located in the near western suburbs of Chicago, IL (Westchester).  Our consulting division specializes in the development, validation and implementation of selection systems for clients in the public sector (particularly police, fire and other public safety agencies).   We work with the largest public agencies in the U.S. to develop entry-level written examinations, structured interviews, promotional job-knowledge examinations, SJTs, assessment centers, performance evaluation systems and similar tools.  

    The Position(s)

    The Sr. Assessment Consultant position is responsible for a variety of duties including serving as a primary project manager for test and assessment development engagements.  This is a client-facing role on the consulting team.  You will partner with our clients to design, implement and validate assessment and selection systems for both pre-hire and promotion.  This position will require immediate immersion into a consulting/project management role and thus previous experience in a client-facing selection and/or assessment role (internal or external) is preferred.  Assessment Consultants can expect 20-25% out-of-state travel and perhaps more in the early stages of your employment.  

    The Manager, Consulting Services works in a similar capacity to the Sr. Assessment Consultant.  This individual spends approximately 85% of their time as a primary consultant and project lead.  The remaining time is spent overseeing a subgroup of the consulting team, including 1-2 consultants, an assessment specialist and an administrative staff member.  

    Job Requirements

    ·         A Sr. Assessment Consultant has a Ph.D. in I/O and 3 years of experience in selection and/or assessment (or an M.S. + 7 years of experience).  A consultant has a Ph.D. or A.B.D. status in I/O with practical assessment experiences, coursework, graduate focus and research (or an M.S. + 4 years of experience).  Our consulting manager candidate should have either a Ph.D. in I/O with 5+ years of experience, or an M.S. with 10+ years of experience.  

    ·         Experience in selection/assessment (managing and implementing selection and assessment projects—working on selection tools, process, design, validation and implementation) is strongly preferred as this is a technical and client-facing position requiring advanced knowledge and/or experience with testing & assessments!

    ·         Ability to travel domestically approximately 20% of the time

    Application

    Compensation for the position is based on experience, education, knowledge and skill set.  We offer an excellent benefit package to include premium health-care, dental, 401k (with employer contribution), bonuses, cell-phone reimbursement, annual company outings, as well as other benefits.  IOS has offices in Chicago and Denver.  Remote work (Consultant or Sr. Consultant only) could be considered for a highly experienced/exceptional candidate.

    A resume and cover letter should be sent to Brian O'Sullivan, V.P. Consulting Services at brian@iosolutions.org

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