2024 IPAC Conference
July 28 - 31, 2024
New Orleans
Conference Information - Pre-Conference Workshops Attendee Information - Social Events and Activities
Sponsor Information - Sponsorship Information Speaker Resources | 2024 Pre-Conference Workshops On Sunday July 28, IPAC will host hands-on workshops before the conference officially kicks-off on Monday, July 29. These workshops are outside of the 2024 Conference Program and offer attendees additional exposure to topics in which they may be interested. Pre-Conference Workshop sessions details are provided below. To register, please go to our events page here. Morning Workshop - 8:30 a.m. to Noon Presenters: Maura Burke, Ph.D. & Greg Haudek, Ph.D. Title: Building Effective Assessment Programs: Best Practices for Developing Various Item Types Description: Assessments play a critical role in talent management systems. The performance of those assessments is dependent on the quality of exam content. The purpose of this workshop is to provide (a) training on best practice for writing effective items commonly used in selection programs and (b) provide an opportunity for participants to practice developing these types of items and receive feedback from experts in assessment development. More specifically, this workshop will focus on three types of items commonly used in selection including (1) situational judgment items, (2) personality items, and (3) structured interview questions. The session will conclude with a discussion on the future of item development, including how AI is being inserted in traditional human item development processes. Presenter Bios:
Maura serves as an ad hoc reviewer for the Journal of Business and Psychology and previously chaired the Metrics Committee for the Society of Industrial and Organizational Psychology (SIOP). She received a Ph.D. in Industrial-Organizational Psychology from Illinois Institute of Technology.
Greg has 20+ years of experience in applied settings, where his focus was mainly on the development, validation, and implementation of assessments to solve real world organizational and individual problems. His applied consulting work has allowed him to build a breadth of experience to include leadership and workforce development, team building, and survey research. He has consulted with public and private sector companies to build, validate, and interpret assessments of personality, training and experience, basic skills, cognitive abilities, and vocational interests. Greg has worked in companies ranging from small startups to large companies and government agencies. Prior to joining Hogan, Greg led assessment-focused teams at several start-ups where he was responsible for building assessments, reports, and developmental content aimed at helping companies use technology to hire at scale across multiple geographic locations and improve the diversity of their candidate pools while reducing bias and improving opportunities for candidates. Greg has also been a speaker at numerous events including assessment industry conferences such as SIOP, APA, and IPAC, as well as an invited speaker at specialty conferences in the HR technology and legal industries. Afternoon Workshop - 1:30 p.m. to 5:00 p.m. Presenters: Jone Papinchock, Ph.D., Angie Rosenbaum, Ph.D., & Phil Walmsley, Ph.D. Title: Legal Update for Practitioners: Recent Precedent Setting Cases and Comments from Regulatory Agencies Description: This workshop will present information directly relatable to practitioners. Recent court rulings (e.g., Muldrow v. City of St. Louis Missouri et al.) and pending cases on matters of human resources decision making will be discussed (e.g., terms and conditions of employment, DEI, artificial intelligence, impact of testing on individuals with disabilities). Current comments from regulatory agencies on myriad issues (e.g., role of the Uniform Guidelines in Employee Selection Procedures, job analysis and transportability of job information; and recent conciliation agreements on violations of the Americans with Disabilities Act in testing) will also be presented. Group interaction with opportunities for participants discussion of related experiences in responding to the changing landscape within applied industrial and organizational psychology and human resources practices will be provided. Practical implications for dos and don’ts will be explored and takeaway tools will be provided. Presenter Bios:
In her role, Jone applies 40 years of experience as an Industrial and Organizational Psychologist that she has gained from positions in city, state, and federal agencies as well as internal and external consulting in private sector organizations. While working for the federal government, Jone worked with the team of psychologists charged with developing the Office of Personnel Management’s first online selection batteries for the 12 highest volume occupations to be used across agencies. Jone received her Master of Arts and Doctor of Philosophy degrees in Industrial and Organizational Psychology from the University of South Florida. She earned her Bachelor of Science degree in Psychology from the College of Charleston. Jone has written or co-written book chapters on the Americans with Disabilities Act, the role of Daubert in human factors litigation, and development of selection systems.
Other areas of expertise concern the development and validation of selection systems, defensible establishment of cutoff scores, evaluation of human resources practices for compliance with federal and state guidelines, and performance management. Angie currently focuses on the use of artificial intelligence in employee selection systems as well as recent consulting involving the review of tests to evaluate the potential impact of disabilities on test performance. Angie was formerly the co-founder of Savina Consulting where she consulted with federal and state agencies and the private sector on myriad industrial and organizational issues. Prior to starting Savina Consulting, Angie worked as a consulting expert with SHL and then Landy Litigation Support Group. Early professional experience included an internal consulting role at USWest telecommunications where she developed selection processes for both unionized and management employees. Angie received her Ph.D. in Industrial and Organizational Psychology from Texas A&M University and her Bachelor of Arts in Psychology from Creighton University. Angie has co-authored book chapters intended for practitioners on setting cutoff scores and the impacts of neurodiversity in testing.
He serves as an advisor on the design of technology systems used governmentwide for talent management and assessment, and has also participated in personnel selection working groups held by several agencies. Phil is a member of the editorial board of the International Journal of Selection and Assessment, received the Society for Industrial-Organizational Psychology’s Distinguished Early Contributions Award, and is a Past President of the Personnel Testing Council of Metropolitan Washington. He received a Ph.D. in Industrial-Organizational Psychology from the University of Minnesota. |
Maura Burke, Ph.D. is a Senior Scientist at the Human Resources Research Organization (HumRRO). At HumRRO, Maura has led and contributed to numerous projects involving assessment development, validation, and psychometric evaluation. These efforts have resulted in enhancing hiring processes for a wide range of private, and public sector organizations. 
Greg Haudek, Ph.D. is the Director of Talent Analytics at Hogan Assessments. In this role, he is responsible for managing the custom client work within Hogan’s industry-leading data science department. His team is responsible for the full range of customized solutions, including job analyses, job profiling, competency modeling and scoring, criterion validation studies, and team- and safety- climate surveys. 
Jone McFadden Papinchock, Ph.D. serves as the Director of Litigation 
Angie Rosenbaum, Ph.D. is a Principal Consultant who co-leads Litigation Services. Angie has extensive internal and external consulting experience in both private and public sector organizations. Her primary function is providing litigation consulting expert services for all protected groups including age, race, disability, and gender in class action lawsuits as well as Equal Employment Opportunity Commission and Office of Federal Contract Compliance Program matters..jpg)
Phil Walmsley, Ph.D. is a Lead Personnel Research Psychologist in the Office of Personnel Management’s (OPM) Assessment and Evaluation section of Human Resources Solutions. He conducts job analyses, develops assessment and measurement strategies, validates the use of a variety of pre-employment and leadership assessments, delivers assessment-related trainings, and conducts large-scale data analyses.