A Start-to-Finish Primer for Developing Selection and Promotion Assessments (Half-Day)
Robert Stewart, Kerri Ferstl, PDRI
8 A.M - 12 P.M. Sunday July 31, 2016
REGISTER HERE
Description: Human Resources practitioners face a variety of options and considerations when developing assessments for making employee selection and promotion decisions. This workshop will demonstrate steps and critical decision points involved in building such assessments. Attendees will hear practical advice for developing a testing plan, identifying constructs to measure, and determining the most appropriate testing methods. Next, the workshop will cover steps for test content development, including best practices for item development and ensuring job-relatedness. The workshop will go into greater depth on the development of two valid and widely-used assessment types, job knowledge tests and virtual situational judgement simulations, including opportunities for attendees to practice developing test content. The workshop will end with processes for collecting content validation evidence and piloting assessments. This workshop is designed for practitioners in the field charged with implementing assessments in their organizations, and will focus on the challenges and trade-offs practitioners leading these efforts may face, along with procedures for developing high-quality, job-related test content. Tip sheets and templates will be provided.
This workshop has been approved for 2.5 continuing education credits by both SHRM and HRCI.
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 Robert Stewart, Ph.D.
Senior Consultant
Robert Stewart, Ph.D. is a Senior Consultant within Talent Solutions at PDRI, a CEB company, where he designs, develops, and implements a variety of personnel assessment and human capital solutions. His expertise includes job analysis, assessment validation, employee selection, competency modeling, leadership development, and program evaluation. His specific assessment experience includes the design, development, and validation of job knowledge, situational judgement, structured interview, cognitive ability, and other assessments utilized for employment selection and promotion decisions. He also has experience in the design, development, and validation of virtual assessments comprised of in-box exercises, business case assessments, and branching role plays, as well as day-in-the-life work simulations. He holds a PhD and MA in Industrial/Organizational Psychology from the University of Houston and a BA in Psychology from the University of Delaware. His work has appeared in peer-reviewed journals, technical reports, and professional conferences. He currently resides in Austin, Texas.
 Kerri Ferstl, Ph.D.
Manager
Kerri Ferstl, Ph.D. is a Manager of Talent Solutions at PDRI a CEB company, where she leads a consulting team and develops talent management solutions for public and private sector clients. With her team, Dr. Ferstl develops assessment solutions, ensuring their suitability and legal defensibility using appropriate job analysis and validation studies. These assessments are often implemented in high-visibility, legally sensitive situations. Dr. Ferstl was a member of the team that developed PDRI’s first adaptive personality tests. She also helps clients develop and retain a diverse, competent, and highly motivated workforce. These efforts have involved evaluating the distribution of opportunities at every step in the employee lifecycle, as well as research efforts to diagnose and develop plans to address specific workforce challenges. Dr. Ferstl completed her Ph.D. in Industrial-Organizational Psychology at the University of Minnesota in 2000. She resides in Winona, Minnesota.
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How to plan and conduct professional test validation studies (Half-Day)
Philip Walmsley - CBP; Adam Beatty - HumRRO
8 A.M - 12 P.M. Sunday July 31, 2016
REGISTER HERE
1 - 5 P.M. Sunday July 31, 2016
REGISTER HERE
Description: This workshop is a primer on important concepts in test score validation. It is designed to be useful to those with minimal experience conducting these studies, but will also survey advanced and emerging topics. Balancing treatment of legal guidelines and professional standards, the presenters will emphasize practical steps for gathering multiple forms of evidence, with attention to the meaning of content, construct, and criterion-related validation procedures described in the Uniform Guidelines on Employee Selection Procedures. The workshop will begin with presentation of a guiding framework and methods for identifying the goals of any test validation study. Within the context of content validation, presenters will engage the audience in discussion of procedures for documenting content-oriented test development, methods for linking test content to job analysis outputs, and determination of when to rely on content-based evidence. Within the context of criterion-related validation, presenters will discuss predictor and criterion measure specification, data collection and sampling procedures, analytic methods, documentation, and factors influencing the results of traditional analytic strategies. Presenters will touch on prospects for reliance on validity generalization procedures. The goal is an interactive session: For each major topic covered, attendees will be asked to consider steps in planning these studies in their own organizations. Throughout the workshop, brief overviews of recent developments in the professional literature will also be provided as guidance for conducting validation studies in organizations.
This workshop has been approved for 2.5 continuing education credits by both SHRM and HRCI.
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 Philip T. Walmsley, Ph.D.
Personnel Research Psychologist
Philip T. Walmsley, Ph.D. is a Personnel Research Psychologist in the Personnel Research and Assessment Division of U.S. Customs and Border Protection (CBP). Prior to joining CBP, he worked in the Assessment and Evaluation Branch of the U.S. Office of Personnel Management (OPM). Phil conducts job analyses, develops and validates the use of a variety of pre-employment assessments, develops and administers leadership assessments, delivers testing- and assessment-related trainings, and conducts large-scale data analyses. A substantial portion of Phil’s work has been focused on law enforcement occupations, including Police Officers, Special Agents, and Investigators throughout numerous Federal agencies. Phil has also participated in personnel selection working groups held by the U.S. Department of State and the U.S. Army. He presents regularly at professional and scientific conferences and has published work in the Handbook of Industrial-Organizational Psychology, International Journal of Selection and Assessment, Human Resources Management Review, Perspectives on Psychological Science, Human Performance, The Leadership Quarterly, Educational Measurement: Issues and Practice, and Industrial and Organizational Psychology: Perspectives on Science and Practice. Phil received a Ph.D. in Industrial and Organizational Psychology from the University of Minnesota, Twin-Cities.
 Adam Beatty, Ph.D.
Research Scientist
Dr. Adam Beatty is a Research Scientist in HumRRO’s Assessment Research and Analysis (ARA) program. His technical activities include developing and validating selection measures, job analysis, and analyzing and managing data to support a wide range of projects and clients. His primary areas of research involve psychometrics and issues of applied measurement, and he is skilled in a variety of advanced statistical methods and techniques (e.g., structural equating modeling, hierarchical linear modeling, and item response theory). He pairs this statistical knowledge with expertise in a number of computer programming languages relevant to data manipulation and statistical analysis. He has applied these skills to projects for such organizations as the U.S. Army, the U.S. Navy, MITRE, the Procter & Gamble Company, the Utah State Office of Education, and the Minnesota Department of Education. Dr. Beatty received his Ph.D. in Industrial/Organizational Psychology from the University of Minnesota and has published work in the Journal of Applied Psychology, Personnel Psychology, the Journal of Management, Psychological Science, and Human Performance.
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Equal Employment Opportunity in Pay: Regulations, Obligations, and Analysis Strategies (Half-Day)
Michael Aamodt - DCI Consulting Inc; Kayo Sady - DCI Consulting Inc.
1 P.M. - 5 P.M. Sunday July 31, 2016
REGISTER HERE
Description: This workshop will focus on the basics of conducting a salary equity analysis and will highlight different strategies for different regulatory contexts. First, we will provide a broad overview of recent developments in the legal landscape of compensation equal employment opportunity (EEO). This will include a comparison of employer obligations and legal standards at both the state and federal levels. Second, we will provide a guidance for conducting compensation EEO analyses. Specific topics covered include the following:
- Understanding federal and state laws and regulations governing equity in pay;
- Establishing appropriate groupings for analysis;
- Analysis strategies (statistical and otherwise);
- Determining merit variables (i.e., pay factors) to include in an analysis;
- Conducting and interpreting the actual analysis;
- Determining how to make individual and group salary adjustments.
We will conclude with an overview of the direction we suspect compensation EEO enforcement is heading. This workshop has been approved for 2.5 continuing education credits by both SHRM and HRCI.
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 Michael G. Aamodt, Ph.D.
Principal Consultant
Michael G. Aamodt, Ph.D., an Industrial-Organizational Psychologist, is a Principal Consultant at DCI. He provides consulting services to employers and management law firms on a wide variety of human resource risk management issues, particularly in the areas of compensation analysis, employee selection, and test validation. For 26 years, Dr. Aamodt was a professor of Industrial and Organizational Psychology at Radford University in Virginia, where he taught courses in employee selection, job analysis, employee training and development, organizational psychology, and forensic psychology. He also provides staff services to The Center for Corporate Equality (CCE), a national nonprofit association dedicated to promoting affirmative action, equal employment regulatory compliance and other human resource management strategies to create diverse organizations free from workplace bias.
Dr. Aamodt has published over 50 articles in professional journals and presented over 120 papers at professional conferences. He is also the author of “Industrial/Organizational Psychology: An Applied Approach,” the author of “Research in Law Enforcement Selection”, the coauthor of “Human Relations in Business,” and the coauthor of “Understanding Statistics: A Guide for I/O Psychologists and Human Resource Professionals.” He has extensive editorial experience, having served on the editorial boards of Applied HRM Research, Assessment Council News, Criminal Justice and Behavior, Journal of Business and Psychology, Public Personnel Management, and Journal of Police and Criminal Psychology.
Dr. Aamodt is a past President of the New River Valley SHRM chapter and a member of many professional organizations including SIOP, SHRM, and IPAC. Dr. Aamodt has a Ph.D. and M.A. degree in Psychology from the University of Arkansas. He received his B.A. degree in Psychology at Pepperdine University.
 Kayo G. Sady, Ph.D.
Consultant
Kayo G. Sady, Ph.D., is an Industrial/Organizational Psychologist and Consultant at DCI Consulting Group where his practice centers on employee selection and compensation equity evaluation. Kayo’s primary areas of expertise are employee selection measures, validation strategies, compensation practices, and quantitative methods in the equal employment context.
Dr. Sady received his M.A. and Ph.D. in Industrial/Organizational Psychology with a concentration in quantitative methods (statistical analysis) from the University of Houston. Prior to joining DCI Consulting Group, Kayo worked at Valtera Corporation (now CEB Valtera) as a Consultant in the Assessment and Selection Group. At Valtera, Kayo managed validation projects employing criterion-, content-, and construct-validation strategies and advised clients based on complex HR risk management analytics. His work at DCI Consulting Group has expanded to include questions of compensation equity and policy.
Kayo is the former Newsletter Editor and Communications Chair for the Personnel Testing Council/Metropolitan Washington (PTC/MW) and serves as a member of the Society for Industrial and Organizational Psychology’s professional practice committee. He is also the co-editor and contributor to a forthcoming book titled HR Practitioner’s Guide to Legal Issues in Organizations: Research Methods for Practical Problems. This edited book includes guidance on a range of topics including validation research, disparity analyses, job analysis, pay equity research, and other legally sensitive HR issues. Kayo is an adjunct faculty member at University of Maryland, Baltimore County where he teaches graduate courses in both Introductory and Advanced Statistics. back to top
Saving the Soul of the 360° (Half-Day)
Kelly Sorensen, U.S. Office of Personnel Management
8 A.M. - 12 P.M. Sunday July 31, 2016 REGISTER HERE
Description: Organizations are increasingly seeking to increase the value and return on investment (ROI) of 360 degree feedback instruments to create and sustain both individual and organizational change. However, in their efforts to gain more utility from 360s, organizations may be violating the basic tenets that are critical to the integrity of 360 data and undermining their goals in the process. Using 360s for the dual purposes of both development and performance appraisal degrades their value. This workshop will discuss trends and research on 360 feedback instruments and considerations for their use. Participants will become familiar with best practices in the use of 360° feedback instruments and the conditions necessary to their efficacy as tools for increasing the self-awareness for individual and, ultimately, organizational development..
This workshop has been approved for 2.5 continuing education credits by both SHRM and HRCI.
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 Kelly Sorensen, Ph.D.
Personnel Research Psychologist
Dr. Kelly Sorensen is a Personnel Research Psychologist in the Leadership and Workforce Development Branch of the U.S. Office of Personnel Management (OPM). In her eight years in the federal government and numerous years in the private sector, Kelly has worked in number of areas, including leadership assessment, coaching, selection and development, organizational development, and program evaluation. Kelly also has experience both as an internal and external consultant in the private sector, working for Fortune 500 companies as well as private consulting firms. Her former clients include Children’s Hospital, InterContinental Hotels, Cox Communications, and Georgia Pacific, as well as others.
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Leadership for Engagement: What it is, Why you want it, and How to get it. (Half-Day)
Kelly Sorensen, Steve Burnkrant, and Jaron Holmes, U.S. Office of Personnel Management
1 P.M. - 5 P.M. Sunday July 31, 2016
REGISTER HERE
Description: Employee Engagement is critical to a number of important organizational outcomes. Further, because leaders have a strong influence on organizational climate, they also have a strong influence on both employee engagement and the outcomes of engagement. The Office of Personnel Management defines engagement as: “the employees sense of purpose that is evident in their display of dedication, persistence, and effort in their work or overall attachment to their organization and its mission.” In this workshop the presenters will discuss OPM’s definition of employee engagement as it relates to government employees, as well as factors that influence engagement (job characteristics, organizational climate, and personal characteristics), contextual factors related to engagement (organizational commitment, organizational citizenship, and motivation), and the outcomes of engagement (productivity, retention, job satisfaction, innovation, discretionary effort, and enhanced customer service). Finally, workshop participants will learn strategies and tools to help them both measure engagement and to select and develop leaders to drive engagement and assist organizations in achieving their missions.
This workshop has been approved for 2.5 continuing education credits by both SHRM and HRCI.
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Kelly Sorensen, Ph.D.
Personnel Research Psychologist
Dr. Kelly Sorensen is a Personnel Research Psychologist in the Leadership and Workforce Development Branch of the U.S. Office of Personnel Management (OPM). In her eight years in the federal government and numerous years in the private sector, Kelly has worked in number of areas, including leadership assessment, coaching, selection and development, organizational development, and program evaluation. Kelly also has experience both as an internal and external consultant in the private sector, working for Fortune 500 companies as well as private consulting firms. Her former clients include Children’s Hospital, InterContinental Hotels, Cox Communications, and Georgia Pacific, as well as others.
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