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  • 04/16/2017 3:52 PM | Anonymous

    U.S. Army Research Institute for the Behavioral and Social Sciences (ARI)

    Location: Ft. Belvoir, VA, near Washington, DC

    Details about Doctoral Research Fellowships

    Our Doctoral Research Fellowships are for qualified Ph.D. candidates who have been advanced to candidacy (ABD). The Fellowships are aimed at developing the applied research skills of advanced doctoral students. Each Doctoral Research Fellow is mentored by a senior ARI researcher and is assigned to participate as a member of an ARI research or technical team. Doctoral Research Fellows refine skills in research design, data collection and management, statistical analyses, scientific and technical writing, and business acumen. Doctoral Research Fellows work up to 30 hours per week during the school year, 40 hours per week in the summer, and are offered health insurance benefits. They earn an hourly wage between $25.35 and $31.20, depending upon academic standing. More importantly, Doctoral Research Fellows develop professionally under the guiding mentorship of national experts in their fields, co-author publications and presentations, often accomplish their doctoral dissertations using Fellowship research, and compete for Post-Doctoral Fellowships and career positions at Federal Government agencies, and business and consulting organizations.   

     

    Research and Task Description 

    Doctoral Fellowships are anticipated in several research units within ARI, including personnel assessment, foundational research, and organizational climate. All Doctoral Research Fellows will work as part of a research team to conduct research within their assigned research unit. 

    • Fellows assigned to personnel assessment will be focused on developing, validating, and implementing selection and assignment measures and assessments – with an emphasis on large-scale and/or longitudinal validation.  Those measures and assessments may include cognitive, non-cognitive, and attitudinal predictor and criterion assessments in the areas of personality/temperament, vocational interests, cyber aptitude, and gender integration in combat jobs.
    • Fellows assigned to foundational research will be focused on conducting basic research on individual differences, psychometrics, leadership/leader development, or computational modeling of individuals in organizations. 
    • Fellows assigned to organizational climate will be focused on developing multi-level measures for learning about, leading, and understanding organizational climate and culture as well as developing methods to improve climate and learning in the military.     

    Doctoral Research Fellows typically assist with multiple projects within their assigned area. Some of the primary activities will include the following:

    • Conduct literature reviews
    • Identify and prepare measures for data collection
    • Collect data (may involve travel to military installations within the continental United States)
    • Conduct data entry and management (data entry, data cleaning, merging data files)
    • Conduct data analyses (psychometrics, descriptives, inferential statistics, Bayesian and other modeling)
    • Assist with preparing briefing materials
    • Contribute to technical reports, manuscripts, and/or conference papers based on data analyses 

    Skills and Qualifications 

    • Currently enrolled in an accredited Ph.D. program, and formally advanced to candidacy
    • Knowledge of the research literature(s) relevant to the specific research area assigned
    • Experience and skill performing literature reviews
    • Basic understanding of qualitative and quantitative data analyses
    • Working knowledge of SPSS; knowledge of SAS or R may be required for some assignments
    • Working knowledge of MS Office programs (Word, Excel, Powerpoint)
    • Good oral and written communication skills
    • Strong teamwork skills
    • Attention to detail

    Qualified candidates should be comfortable working with others as part of a research team, but must also be able to work independently and, at times, with limited supervision. Some background in military research would be helpful, but is not critical. Some travel may be required to conduct data collection or other activities at military installations.  

    About the Consortium Research Fellows Program

    The Consortium Research Fellows Program (CRFP) began in 1981 as a partnership between the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) and the Consortium of Universities of the Washington Metropolitan Area. The goal of this partnership was to provide some of the nation's best and brightest graduate students in the behavioral and social sciences with an opportunity to work in a Federal Government agency research setting. In the years since its inception, the CRFP has expanded in both size and mission. The current goals of the CRFP are to provide educationally-relevant, well-paid, professional experiences for undergraduate and graduate students, provide research opportunities for faculty, provide high-quality technical and analytical support to sponsoring agencies, and groom a new generation of scientists, who either directly as government employees, or indirectly as contractors, will support Department of Defense (DoD) Research & Development now and in the future. The government gains over 35 person-years of effort from CRFP Research Fellows each calendar year and benefits from the fresh perspectives students bring as a result of studying the latest research and practice in their disciplines.

    About the U.S. Army Research Institute

    The mission of the U.S. Army Research Institute for the Behavioral & Social Sciences (ARI) is to maximize individual and unit performance and readiness to meet Army operational requirements through advances in the behavioral and social sciences. ARI is the Army's primary laboratory conducting research and analysis on personnel performance and training. Their focus is on the human element in the Army so that the research and analysis contributes to the entire life cycle of recruiting, selection, assignment, training, and mission performance. ARI provides new technology to meet the personnel and training challenges of the Army, conducts studies and analyses to address short-term issues and respond to emerging "hot topics," and provides technical assistance on critical issues affecting all parts of the Army as an organization, the people, and the technologies for the future.

    ARI’s research lineage traces its earliest beginnings to the advent of military psychology and a meeting of experimental psychologists who gathered at Harvard University in 1917 to discuss how psychology and the application of its scientific methods could support national defense. In August 1917, the Secretary of War established, with ten psychologists, the Committee on Classification of Personnel in the Army. The committee’s work was marked by notable achievements in developing tools and procedures for scientific enhancements in personnel management, to include personnel selection and classification, and performance tests.

    ARI's organizational lineage is traced to the establishment of the Committee on Selection and Classification of Military Personnel at the start of World War II. The Adjutant General of the U.S. Army requested that the National Research Council create the committee as an advisory group on matters of Soldier selection and classification. The original committee members included many prominent psychologists of the day, such as Walter V. Bingham, C. L. Shartle, and L.L. Thurstone. During the post-World War II period, research focused on personnel testing and test development, and expanded behavioral science research in the areas of training, human engineering, social psychology, and physiological psychology.

    Today, ARI's Science and Technology research is focused on developing innovative measures and methods to improve and enhance the Soldier lifecycle, conducting scientific assessments and providing behavioral and social science advice to inform human resource policies, and developing fundamental theories and investigating new domain areas in behavioral and social sciences with high potential impact on Army issues.

    We encourage qualified candidates, interested students, faculty, and other interested conference attendees to contact Dr. Scott A. Beal with questions or to engage in further discussion.

    Dr. Beal will schedule time at this SIOP conference to speak with you, personally.

    Dr. Scott A. Beal

    Director, Consortium Research Fellows Program

    Vice President for Strategic Initiatives,

    Consortium of Universities of the Washington Metropolitan Area

    Scott.Beal@Consortium-Research-Fellows.org

    (cell) 910-705-5664

     


  • 04/16/2017 3:49 PM | Anonymous

    U.S. Army Research Institute for the Behavioral and Social Sciences (ARI)

    Location: Ft. Belvoir, VA, near Washington, DC.

    The Consortium Research Fellows Program (CRFP) has student Research Fellowships available at the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI), Ft. Belvoir, VA, near Washington, DC.

    Details about CRFP Fellowships

    The CRFP Fellowships for graduate and undergraduate students are aimed at developing the applied research skills of early-career psychologists. Each student Research Fellow is mentored by a senior ARI researcher, and is assigned to participate as a member of an ARI research or technical team. Student Research Fellows gain skills in research design, data collection and management, statistical analyses, scientific and technical writing, and business acumen. Student Fellows work up to 20 hours per week during the school year and 40 hours per week in the summer. They earn an hourly wage between $15.70 and $31.20, depending upon academic standing. More importantly, student Research Fellows develop professionally under the guiding mentorship of national experts in their fields, co-author publications and presentations, often accomplish their Master's theses or doctoral dissertations using Fellowship research, and compete for career positions at Federal Government agencies, and business and consulting organizations.   

    Learning Objectives

    Research Design

    Learning Objective: Be able to effectively design research for a complex applied setting.

    You will learn how to:

    • Develop research questions that will further the Army’s mission and contribute to the broader science
    • Assess, understand, and work within practical constraints and barriers
    • Develop IRB documents for the Army’s Institutional Review Board
    • Recruit Soldiers for data collection efforts
    • Develop a practical research plan
    • Develop timelines and budgets to effectively implement research

    Data Collection & Management

    Learning Objective: Be able to gather, enter, document/manage, and clean organizational data.

    You will learn how to:

    • Collect and manage applied data in a military context
    • Enter applied psychological data in an efficient manner
    • Establish and maintain organizational systems for data management
    • Use established practices to clean and screen data
    • Develop data codebooks and other supporting documents
    • Document data management processes for reporting purposes
    • Prepare datasets for analyses

    Statistical Analyses

    Learning Objective: Be able to conduct basic and multivariate statistical analyses.

    You will learn how to:

    • Run descriptives statistics to describe data
    • Report descriptives in compliance with APA guidelines
    • Write SPSS syntax
    • Conduct multivariate statistics
    • Interpret results from SPSS output
    • Maintain data output in an organized and systematic manner
    • Avoid questionable research practices and maintain credibility of data
    • Write up and report results in compliance with APA guidelines

    Scientific Writing

    Learning Objective: Improve your scientific and technical writing skills.

    You will learn how to:

    • Structure and organize a scientific paper or technical report
    • Write a concise executive summary and a thorough introduction to a paper
    • Appropriately detail methodology of field and laboratory studies
    • Prepare manuscripts, scientific and technical reports, and other formal documents for publication

    Ideal Candidate Qualifications

    ·         Currently enrolled in an accredited Ph.D. program

    ·         Maintain a strong academic standing

    ·         Knowledge of psychometrics, individual differences, and research methods

    ·         Basic understanding of qualitative and quantitative data analyses

    ·         Working knowledge of SPSS, Microsoft Office programs

    ·         Strong oral and written communication skills

    ·         Strong teamwork skills

    ·         High detail orientation

    ·         Strategic thinking skills

    ·         Self-directed motivation

    About the Consortium Research Fellows Program

    The Consortium Research Fellows Program (CRFP) began in 1981 as a partnership between the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) and the Consortium of Universities of the Washington Metropolitan Area. The goal of this partnership was to provide some of the nation's best and brightest graduate students in the behavioral and social sciences with an opportunity to work in a Federal Government agency research setting. In the years since its inception, the CRFP has expanded in both size and mission. The current goals of the CRFP are to provide educationally-relevant, well-paid, professional experiences for undergraduate and graduate students, provide research opportunities for faculty, provide high-quality technical and analytical support to sponsoring agencies, and groom a new generation of scientists, who either directly as government employees, or indirectly as contractors, will support Department of Defense (DoD) Research & Development now and in the future.

    The government gains over 35 person-years of effort from CRFP Research Fellows each calendar year and benefits from the fresh perspectives students bring as a result of studying the latest research and practice in their disciplines.

    About the U.S. Army Research Institute


    The mission of the U.S. Army Research Institute for the Behavioral & Social Sciences (ARI) is to maximize individual and unit performance and readiness to meet Army operational requirements through advances in the behavioral and social sciences. ARI is the Army's primary laboratory conducting research and analysis on personnel performance and training. Their focus is on the human element in the Army so that the research and analysis contributes to the entire life cycle of recruiting, selection, assignment, training, and mission performance. ARI provides new technology to meet the personnel and training challenges of the Army, conducts studies and analyses to address short-term issues and respond to emerging "hot topics," and provides technical assistance on critical issues affecting all parts of the Army as an organization, the people, and the technologies for the future.

    ARI’s research lineage traces its earliest beginnings to the advent of military psychology and a meeting of experimental psychologists who gathered at Harvard University in 1917 to discuss how psychology and the application of its scientific methods could support national defense. In August 1917, the Secretary of War established, with ten psychologists, the Committee on Classification of Personnel in the Army. The committee’s work was marked by notable achievements in developing tools and procedures for scientific enhancements in personnel management, to include personnel selection and classification, and performance tests.

    ARI's organizational lineage is traced to the establishment of the Committee on Selection and Classification of Military Personnel at the start of World War II. The Adjutant General of the U.S. Army requested that the National Research Council create the committee as an advisory group on matters of Soldier selection and classification. The original committee members included many prominent psychologists of the day, such as Walter V. Bingham, C. L. Shartle, and L.L. Thurstone. During the post-World War II period, research focused on personnel testing and test development, and expanded behavioral science research in the areas of training, human engineering, social psychology, and physiological psychology.

    Today, ARI's Science and Technology research is focused on developing innovative measures and methods to improve and enhance the Soldier lifecycle, conducting scientific assessments and providing behavioral and social science advice to inform human resource policies, and developing fundamental theories and investigating new domain areas in behavioral and social sciences with high potential impact on Army issues.

    We encourage qualified candidates, interested students, faculty, and other interested conference attendees to contact Dr. Scott A. Beal with questions or to engage in further discussion.

    Dr. Beal will schedule time at this SIOP conference to speak with you, personally. 

    Dr. Scott A. Beal

    Director, Consortium Research Fellows Program

    Vice President for Strategic Initiatives,

    Consortium of Universities of the Washington Metropolitan Area

    Scott.Beal@Consortium-Research-Fellows.org

    (cell) 910-705-5664


  • 04/01/2017 9:50 AM | Anonymous

    ORTalent

    Location: Washington DC

    ORTalent is a boutique consulting practice focused on leadership transformation.

    With operations in the US and Europe, we are known for our innovative, human and impactful approach to identifying and unlocking leadership potential.  We enable clients to future-proof their organizations through strategically selecting and preparing their leadership talent for the challenges and opportunities that lie ahead.

    We work with leading organizations to:

    ·         Prepare their leaders for growth, transformational change and disruption

    ·         Create rich, immersive simulations of their strategic challenges - both now and in the future - to help them identify, develop, promote and retain the leaders they need to sustain their competitive edge

    ·         Strengthen their leadership pipeline and ensure critical positions are supported by a clear succession strategy

    ·         Ensure leadership alignment around their strategic objectives, desired culture and values


    Due to our growth and expansion, ORTalent is currently seeking an experienced Senior Consultant to join our world-class team. The position is based in our Tyson’s Corner, VA office and requires occasional international travel (10%).

    As a Sr Consultant with ORTalent, your primary responsibilities will include:

    ·         Consulting and advising clients on all aspects of leadership talent management (hiring, retention, engagement, diversity, succession, development)

    ·         Conducting in-depth assessment of leaders and high potential talent, writing incisive reports and providing feedback to leaders and the organization on our findings

    ·         Success profiling of leadership positions

    ·         Researching the future trends, strategic opportunities and challenges facing our clients

    ·         Designing custom leadership simulations and assessments

    ·         Working with our partners (independent consultants, IT developers, consulting firms, academics, test publishers) to create custom talent management solutions

    ·         Analyzing and validating assessment data

    ·         Marketing and business development activity

    ·         Developing our portfolio of innovative products and services

     

    How you add value

    As leaders in their fields, our clients have high expectations of us.  They expect us to be there when they need us and to provide them with the insight, honest feedback and support they need to grow, adapt and excel.

    Experience tells us that you will be a great fit with ORTalent if:

    ·         You’re personable and masterful at connecting with people.

    ·         You are flexible and committed to working tirelessly with clients to become a trusted advisor and ‘go to’ partner.

    ·         You demonstrate deep insight into leadership and human behavior.

    ·         You’re credible and skillful at developing lasting client relationships at a senior level while managing a portfolio of projects.

    ·         You set the bar high in delivering quality work.

    ·         You’re entrepreneurial, creative and resourceful in pursuit of new business opportunities and new product ideas.

    ·         You’re committed to collaborating with colleagues to create an inspiring place to work.

    ·         You have skills that complement our team’s development gaps.  Currently, we are in pressing need of someone who, after a long day’s work, is skilled and decisive in selecting a decent restaurant.


    Your experience, skills and qualifications

    ·         Master's degree or above in psychology or a related discipline

    ·         A minimum of 5 years’ experience consulting to organizations at a senior level

    ·         Prior experience supporting organizations in aligning strategy and leadership as well as advising and supporting leaders on development

    ·         Developing and/or administering psychometric assessments

    ·         Prior experience building talent and succession programs that yield consistently high results

    ·         Prior experience leading career path planning

    ·         Strong business development skills and a deep professional network

    ·         Track-record of securing new business opportunities and developing long-term relationships

    ·         Unparalleled listening and communication skills (written, verbal and non-verbal)

    ·         Strong analytical skills


    Compensation and Benefits

    You can expect competitive compensation, a range of benefits, 25 days vacation and investment in your professional development.

    ORTalent is proudly an Equal Opportunity Employer EOE/M/F/D/V


    Interested?

    Please send your resume and a cover letter to craig.simpson@ortalent.

  • 03/25/2017 12:29 PM | Anonymous

    Amtrak

    Location: Washington, DC

    Your success is a train ride away.


    Amtrak connects businesses and communities across the country and we move America’s workforce toward the future. We employ more than 20,000 diverse, energetic professionals in a variety of career fields throughout the United States. The safety of our passengers, our employees, the public and our operating environment is our priority and the success of our railroad is the result of our employees.

    Are you ready to join our team?
     

    SUMMARY OF DUTIES
    This leader has strategic and tactical responsibility to drive and implement talent management processes for the enterprise with measurable results.  Leads the effort to partner with the business to design, develop, and implement Amtrak specific talent management processes as well as division-specific solutions to include: talent assessment, performance management, succession planning, leadership development, and organizational development. Partners with senior business leaders, Human Capital leaders and technical specialists.  Manages specialized vendors and complex large scale projects.  Collaborates with talent management team members to fashion integrated talent management solutions.

    Lead the design and development of cutting-edge processes, strategy, process improvement and change management using advanced knowledge and experience in leading  complex change efforts.  Identify, track and analyze metrics to measure organizational effectiveness.  Manage project budgets and resources. 

    ESSENTIAL FUNCTIONS:

    ·   Connects Talent Management with other units within OELD Center of Expertise as well as with the HC Business Partners and Amtrak’s business leaders to ensure alignment with organizational needs.

    ·   Responsible for developing the strategy, design and execution for key processes of the enterprise talent management strategy

    ·   Leads identification of talent management process needs, conceptualizes enterprise solutions supporting the business and human capital strategy, engages and gathers key stakeholder support, manages resources (people, budgets and technology) to design, develop, implement and sustain solutions

    ·   Contributes to talent assessment program with input regarding critical processes, including job analyses, test validity, legal issues, and other talent assessment considerations

    ·   Leads and participates in corporate-wide talent management initiatives

    ·   Builds understanding, ownership, and support among key Human Capital leaders and senior business partners

    ·   Provides thought leadership as subject matter expert bringing together up to date best practice methods, formal training and applied experience in the areas of assessment, performance, executive development and succession

    ·   Manages the work of highly specialized vendors

    WORK EXPERIENCE:
    •  Master’s degree in Industrial/Organizational Psychology, HR, OD or related field
    •  Demonstrated related experience
    •  Strategic thinking coupled with practical application
    •  Strong interpersonal relationship skills
    •  Strong management and leadership capabilities
    •  Executive presence and presentation skills
    •  Business acumen
    •  Creative problem solving
    •  Excellent skills in Human Capital Analytics
    •  Collaborative team member
     

    PREFERRED WORK EXPERIENCE:
    •  Self-starter with hands-on approach
    •  Ability to influence a wide range of key stakeholders from the front line to senior business leaders 
    •  Advanced skills with Microsoft Office applications, experience leveraging enterprise human capital information systems for talent management solutions, and familiarity with statistical packages such as SPSS or R
    •  Project management expertise along with the use of MSProject
    •  Certifications in personality and 360 assessment tools used for selection and development (examples: MBTI, DiSC, Hogan, Firo-B, Performance Index, Benchmarks, Executive Dimensions, etc.)
    •  Experience in task analysis, performance specification, field data gathering and analysis, test development, validation and administration

    COMMUNICATION AND INTERPERSONAL SKILLS:

    Must have excellent oral and written communication skills

    Amtrak employees power our progress through their performance.

    We want your work at Amtrak to be more than a job – we want it to be a fulfilling experience where you find challenging and rewarding opportunities, respect among colleagues, competitive pay, benefits that protect you and your family, and a high performance culture that recognizes and values your contributions and helps you reach your career goals.

    We proudly support and encourage U.S. Veterans to apply for Amtrak job opportunities.

    All positions require pre-employment background verification, medical review and pre-employment drug screen. Amtrak is committed to a safe and drug-free workplace and performs pre-employment substance abuse testing. All new hires are required to undergo a hair drug test which detects the presence of illegal drugs for months prior to testing. We appreciate your cooperation in keeping Amtrak safe and drug-free.  

    In accordance with DOT regulations (49 CFR section 40.25), Amtrak is required to obtain prior drug and alcohol testing records for applicants/employees intending to perform safety- sensitive duties for covered Department of Transportation positions.   If an applicant/employee refuses to provide written consent for Amtrak to obtain these records, he/she will not permitted to perform safety-sensitive functions.

    Note that any education requirement listed above may be deemed satisfied if you have an equivalent combination of education, training and experience.

    Amtrak is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. 

    Interested applicants, apply here: https://career4.successfactors.com/sfcareer/jobreqcareer?jobId=28084&company=Amtrak&username=


  • 03/25/2017 12:05 PM | Anonymous

    Arlington County Government 

    Location: Arlington, VA

    Position Summary:

    Arlington County is looking for a Senior Human Resources Analyst to serve as a Recruitment and Selection expert on HR’s Staffing team. This individual will work as a strategic business partner with hiring managers to identify staffing needs, to define and develop a recruitment and sourcing plan for assigned position vacancies, and to offer selection strategies that result in quality talent acquisition. The successful individual will have experience and knowledge of recruitment, sourcing, outreach, and selection methodologies and strategies for a variety of positions that yield desired positive results and outcomes.

    Recruitment duties include:

    • Designs, develops and creates recruitment and sourcing strategies with a focus on filling County vacancies expediently with quality hires;
    • Creates (writes) job announcements ensuring that complete and accurate information about the job, selection criteria, and special requirements, is provided in a clear, concise and appealing manner;
    • Provides subject matter expertise to hiring managers throughout the recruitment life cycle offering advice and guidance on recruiting and market trends, sourcing approaches, interview questions, salary negotiation techniques, etc.;
    • Develops an appropriate evaluation strategy or selection method with a focus on streamlining the screening process and identifying top talent with critical competencies;
    • Manages the applicant tracking system (NEOGOV) to ensure efficiency and data integrity;
    • Responds to inquiries from applicants and maintains relationships with top candidates regarding any and all aspects of the County's recruiting and selection process providing responses by telephone, email or in person.

    Sourcing duties include:

    • Develops sourcing strategies that fully utilize a variety of tools and resources (including professional career websites, job boards, social media, etc.) as part of a full cycle recruiting plan;
    • Seeks opportunities to enhance diversity of applicant pool;
    • Enhances Arlington's brand as an Employer of Choice in key and specialized markets and social media outlets.

    Selection duties include:

    • Creates and validates, or guides others in creating oral panel interview questions, work simulations, and assessment center exercises using accepted methods that include job analysis and content or criterion related validation strategies;
    • Ensures accuracy in test materials or scoring while working under time constraints;
    • Serves as a technical expert on employee assessment and selection providing advice and guidance to a variety of audiences;
    • Ensures selection processes and documentation are in compliance with legal requirements and professional standards and defends validity of selection processes.

    Selection Criteria:

    At a minimum the desired individual will have a combination of education and experience equivalent to a Bachelor's degree in Industrial/Organizational Psychology, Human Resources Management, Public Administration or a related field plus professional recruiting and selection experience in a municipal, corporate or similar environment involving a variety of occupations.  We are looking for someone who has a combination of job analysis, recruitment and selection expertise, with a proven record of building and managing relationships with internal and external departmental customers and applicants.

    Key areas of consideration:

    Experience managing the employee life cycle with an emphasis on recruitment and selection and implementing strategies to attract and identify the best talent;

    Experience conducting job analysis for the purpose of determining the essential functions of a job and qualifications;

    Experience developing selection strategies including testing, work simulations, and/or interview questions;

    Experience with sourcing and recruiting using multiple methods;

    Strong computer skills in MS Office Suite and applicant tracking and HRIS systems;

    Superior oral and written communication skills;

    Excellent analytical and problem solving skills with a focus on creating innovative solutions to recruitment and selection challenges;

    Strong knowledge of employment laws, professional standards, case law, and government compliance regulations that affect recruitment and selection practices.

    Desired Qualifications:

    The desired individual will possess a Master's degree in Industrial/Organizational Psychology, and a human resources-related certification such as SPHR or PHR and will also have experience in two or more HR disciplines preferably in recruitment, sourcing, and selection that includes executive-level search and selection.

    Additional Information

    Work Schedule:

    Generally, Monday through Friday but a flexible work schedule and telecommuting are encouraged.  Some weekend and work after normal hours may be required.

    This position is part of a broad band, competency-based pay system, and may be filled at any level, including the entry level, within the established broad band depending on qualifications.  Entry salary within the band is based on a review of qualifications and experience.  The pay band above encompasses entry through senior-level work.  Pay potential will be based on performance and employee development.

    Please complete each section of the application. A resume may be attached, however, it will not substitute for the completed application.  Your responses to the supplemental questionnaire are required for this position. Please do not give "see resume" as a response to the questions.  Incomplete applications will not be considered.

    For more information, or to apply, please visit the job announcement on Arlington County’s Careers page here: https://www.governmentjobs.com/careers/arlington/jobs/1548410-0
  • 03/18/2017 9:51 PM | Anonymous

    Aon

    Location: NYC, Atlanta, or Washington DC

    About the Organization

    Aon is the world's premier insurance brokerage and consulting firm, with offices in more than 120 countries. We offer global insurance, reinsurance, risk management and human resources job opportunities that will empower your career. As an intern, you will be assigned to report to one of our experienced Industrial-Organizational Psychologists whose role it is to mentor you and provide you with a wide range of challenging, real world business experience. Interns will be exposed to a wide range of projects and activities to enable interns to learn extensively about consulting and the opportunity to apply I-O training to solve problems in the world’s largest organizations. The environment is flexible and supportive, giving interns the ability to work remotely and vary working hours based on a school or dissertation schedule.  

    All interns will be provided with an Aon Hewitt computer, though initial work may be done on a personal computer with SPSS and reliable email. Interns must have access to a working phone for internal and client calls. Phone charges, internet, etc. for those working remotely are not reimbursed. Office space may be available to those wishing to work in an office in NYC, Atlanta, or Washington DC. 

    About the Job

    Position Summary

    Interns assist consulting project teams by performing activities to support the development, validation, and implementation of various selection and assessment solutions for clients. Typical activities include research, competency development, job analysis, assessment development (i.e., role plays, checklists), item writing, data gathering, data cleaning, data merging, data analysis using Excel and SPSS, technical documentation, and providing support to consultants on client calls and meetings. Interns should have most of their time focused on client work. Interns work as contract employees with most of their time on spent short-term project assignments. This position focuses on Selection & Assessment expertise (with focus on technical work and data analysis).

    Hours and Term

    Internships last from 1 to 2 years, with a review to extend by the interns’ manager at 6 months. Hours are 30 to 40 per week (depending on student's schedule and Aon Hewitt's client needs) and 50%+ availability during daytime business hours. Internships are capped at 2 years, with intern positions being focused on contractor work arrangements (via our partner).

    Pay

    The pay schedule is as follows:

    • Starting wage $17/hour with pay and performance reviews every 6 months.
    • Increases are made in $2 - $4 increments per manager discretion (with Service Line Leader approval). Any raises are based on performance and level of achievement in PhD program (i.e., defending Master’s thesis) and must adhere to a 6 month schedule.
    • Total hourly pay shall not exceed $25 per hour.

    Job Requirements

    Principle Duties and Responsibilities

    • Heavy focus on selection and assessment, with special focus on validation, technical reports, analyses, and SPSS.
    • Coordinate and execute logistical aspects of projects, communicating with clients as needed.
    • Revise standard materials (e.g. data collection tools, competency models, technical reports, validation results, assessment materials, leadership reports) to reflect client specific needs and contribute to the development of new materials.
    • Analyze validation or other assessment-specific data and manage data sets, using Excel and SPSS.
    • Create client presentations or technical documentation, including exhibits and appendices; research, compose, and review sections of technical documentation in accordance with professional guidelines and standards.
    • Facilitate and ensure quality of data collection sessions at client’s sites to support validation or other data requirements.

    Required Skills

    Written and Oral Communication Skills, Organizational Skills, Work Orientation, Interpersonal Skills, Teamwork, Attention to Detail, Data Analysis, Research Design, Technical Skills (in the areas of Competency Modeling, Validation Strategies, Job Analysis, Employee Selection and Assessment, statistics, SPSS, and MS programs such as Excel, Word, and PowerPoint). Technical Experience with situational judgment tests or simulations is preferred.

    Required Qualifications

    • Enrolled in a PhD program, with ABD status preferred
    • Willingness to travel in the USA should the need arise

    Application Instructions

    Email resume with “Assessment & Selection Internship” subject line to dixie.l.pritzl@aonhewitt.com.

  • 03/16/2017 5:10 PM | Anonymous

    ICF

    Location: Fort Meade, MD


    ICF is growing and we are hiring I/O Psychologists to work in Fort Meade, Maryland. This is an opportunity to evaluate and implement best practices in training products and systems and to make a difference by helping protect our Nation’s security. Within this National Security organization you will work alongside experts across disciplines in behavioral science and you’ll also be working closely with ICF’s award winning team who strive for innovative solutions in human capital research. 

    You’ll be able to apply and continue to develop your research skills in the areas of Workforce Development Education and Planning; Survey, Evaluation, Assessment, and Data Analysis; Research into and Documentation of Educational ‘Best Practices’; and Development Assistance in Testing and Certification Processes and Procedures.

    You may also help with proposals and projects enhancing solutions concerned with organizational development and transformation, evaluation services, strategic workforce planning and project management support. Skills that you have and we’d love to use would include competency modeling, job analysis, selection, employee recruitment and retention, employee training and evaluation, leader development, and personnel assessment. 

    This position requires an active high-level security clearance, with an active, ‘in-scope’ Polygraph. Only candidates meeting these personnel security clearance requirements will be considered. 

    Key Responsibilities: 

    • Manage the development of innovative human capital research projects
    • Critically analyze data output, translate research findings into narrative descriptions, and appropriately communicate recommendations for action
    • Manage the consultative dialog and implementation of applied research studies
    • Manage the design, development, administration, and validation of assessments
    • Lead data collection and literature reviews
    • Develop, administer, and analyze surveys
    • Conduct quantitative and qualitative analysis
    • Author documentation, presentations, and technical reports, intended for ‘Customer-only’ distribution.

     Basic Qualifications:  

    • Masters in Industrial/Organizational (I/O) Psychology, Research Psychology, Social Psychology, Cognitive Psychology, or other related field
    • Demonstrated performance designing assessment and evaluation efforts that analyze human performance and lead to recommendations for workforce development or program improvement
    • 6+ years of demonstrated experience in survey services such as consultation, research and development, interview techniques, focus groups, data collection and analysis, survey management, report writing, and written/graphic presentations.  Experience should include survey design, development, delivery, and implementation and data collection (both manual and electronic) and survey management logistics.
    • Documented expertise in adult educational program design, implementation, analysis, and evaluation.
    • 8+ years working with applied research methodologies and data analyses
    • 8+ years of experience in assessment development and validation
    • 8+ years of writing experience (e.g., to prepare technical reports; develop interview protocols)
    • Experience designing strategies and approaches for identifying, analyzing, and enhancing human performance.
    • An active high-level security clearance, with an active, ‘in-scope’ Polygraph

    Preferred Skills/Experience:

    • Ph.D. in Industrial/Organizational Psychology or related field
    • Commercial and Public Sector certification and testing methodologies
    • Experience interviewing individuals via structured interviews, focus group sessions, and job observations
    • Experience with Job Task Analysis (JTAs), and Knowledge, Skills, and Abilities (KSAs) linkage
    • Survey methodology, and statistical analysis, including analysis tools such as SPSS
    • Experience applying Kirkpatrick and Phillips evaluation models

    About ICF

    ICF (NASDAQ:ICFI) is a global consulting and technology services provider with more than 5,000 professionals focused on making big things possible for our clients. We are business analysts, policy specialists, technologists, researchers, digital strategists, social scientists and creatives. Since 1969, government and commercial clients have worked with ICF to overcome their toughest challenges on issues that matter profoundly to their success. Come engage with us at icf.com.   

    ICF is an equal opportunity employer that values diversity at all levels. ICF is an equal opportunity employer that values diversity at all levels. (EOE – Minorities/Females/Veterans/Individuals with Disabilities/Sexual Orientation and Gender Identity)

    Interested Applicants

    Click this link to apply: https://icfi.taleo.net/careersection/icf_prof_ext/jobdetail.ftl?job=1600004429

  • 02/26/2017 10:40 AM | Anonymous

    DC Consulting Group

    Location: Washington D.C.


    About the Organization

    DCI Consulting Group (www.dciconsult.com) is a Human Resources (HR) and Risk Management firm located in downtown Washington, D.C. DCI staff are thought leaders in the application of I/O Psychology to equal employment opportunity (EEO) and affirmative action compliance matters. DCI staff have particular expertise in adverse impact measurement and other EEO analytics, affirmative action plan development and compliance, personnel selection procedure development, evaluation and validation, pay equity research, diversity and inclusion analytics, and Litigation/OFCCP audit support. DCI’s clients are a cross-section of private sector, federal agency and public sector clients. Private sector clients represent a wide range of industries, including aerospace and defense, financial services, pharmaceuticals, high technology, retail, and manufacturing. DCI staff also work directly with a number of national law firms to provide related litigation support services. 

    About the Job

    DCI is seeking a Consultant or Senior Consultant with expertise in employee selection, validation research, equal employment opportunity (EEO) law, and statistics to join the Personnel Selection and Litigation Support Services (PSLS) team. The PSLS team is staffed by I/O Psychologists with particular expertise related to job analysis, selection procedure evaluation/development, validation research, EEO analytics, predictive analytics, litigation support, and post settlement/court ruling remedial research and consulting. Staff work on a balanced portfolio of proactive research, OFCCP audits, EEOC matters, and private litigation.    

    Job level is dependent upon expertise. In general the ideal candidate would have a M.A. or Ph.D. in Industrial/Organizational Psychology and the following:  

    ·  1-2 years (if Ph.D.) or 4-5 years (if M.A.) of research/consulting experience for Consultant role

    ·  3-6 years (if Ph.D.) or 6-9 years (if M.A.) of research or consulting experience for Senior Consultant role 

    ·  Expertise related to employee selection, with particular emphasis on validation research, job analysis, statistical analysis/quantitative methods and/or adverse impact measurement; 

    ·  A willingness to work under multiple deadlines;  

    ·  Willingness to travel up to 25% of the time;

    ·  Strong critical thinking and writing skills;

    ·  Ability to communicate effectively with colleagues and clients;

    ·  Experience conducting literature searches and writing in technical style;

    ·  Familiarity with a variety of statistical and psychometric concepts, including statistical significance tests for categorical and continuous data, multiple linear regression analysis, logistic regression analysis, assessment reliability and rater agreement measures, effect size indices, etc.    

    ·  Mastery with Microsoft Word, Excel, and PowerPoint.  

    ·  Proficiency with SAS or R.

    Job Requirements

    Specific job requirements include the following: 

    ·  Supporting project logistics as necessary,

    ·  Conducting literature reviews,

    ·  Conducting 3rd party reviews of a wide variety of technical materials, 

    ·  Developing and facilitating job analysis and content-oriented data collection methods (interviews, focus group protocols, job observation, job analysis questionnaires),

    ·  Designing and conducting content-oriented, concurrent and predictive criterion, and transportability validation studies,

    ·  Conducting various adverse impact analyses across a wide range of employment decisions and related process (e.g., hiring, promotion, termination, performance measurement, test pass/fail results)

    ·  Preparing “Uniform Guidelines Style” written validation reports that summarize research findings,

    ·  Presenting results to the client and other stakeholders, including lawyers and federal agency staff and (if applicable) in the context of litigation support. 

    Application Instructions

    DCI offers an attractive compensation package, a dynamic work environment, and a wide range of unique and interesting applied research projects in the EEO context.  To apply for this position, please send your resume to: jobs@dciconsult.com

  • 02/23/2017 6:38 PM | Anonymous

    Society of Human Resource Management (SHRM) 


    SUMMARY:

    SHRM Research, as part of the Knowledge Development Division supporting SHRM, produces high-quality, leading-edge research and provides expertise on human resource and business issues. It acts as an advisor to SHRM for the purpose of advancing the HR profession and generates and publishes cutting-edge research used by human resource professionals to develop their knowledge and to provide strategic direction to their organizations. As leading experts in the field of HR, SHRM Research works closely with leading academics, policy makers and business leaders. 

    ESSENTIAL DUTIES AND RESPONSIBILITIES:

    • Assists in all association research activities.
    • Assists in drafting survey instruments on human resource topics.
    • Assists in survey programming and data collection.
    • Assists in conducting expert panels and workshops to collect data in development of competency-based products and services.
    • Assists in quality control of data and data cleaning in preparation for statistical analysis.
    • Conducts pertinent statistical analyses as required.
    • Assists in the preparation of data findings. Including writing sections of reports, preparing PowerPoints and summaries of findings.
    • Conducts literature reviews on pertinent human resource topics.
    • Responsible for streamlining survey topic generation process. Culling through a variety of sources of information to come up with a list of potential survey topics.
    • Assists in supporting research areas such as Customized Benchmarking Service, People-Insight, Competencies or other research programs.
    • Assists in working with clients and customers as directed by your manager.
    • Assist in the analysis of trend data for various HR topics.
    • Assists in all clerical functions including photocopying, correspondence, and filing and maintaining records. 

    SUPERVISORY RESPONSIBILITIES:

    • None 

    REQUIRED EDUCATION:

    • Prefer students pursuing a graduate degree in I/O Psychology, Organizational Science or related field. Knowledge of Statistics is required. 

    REQUIRED EXPERIENCE:

    • Requires knowledge and a basic understanding of the research processes and statistics.
    • Incumbent must be able to simultaneously coordinate a variety of complex projects and work within program deadlines. 
    • Requires effective oral and written communication skills in working with a wide variety of individuals and interest groups; sensitivity and awareness of member needs; creative approaches to problem solving; and the ability to be flexible and work under pressure. 

    REQUIRED SKILLS:

    • Proficiency with Microsoft Office programs, SPSS, working knowledge of statistics. 

    DURATION & NUMBER OF HOURS: 

    Jan 2017 - July 2017 (Negotiable); 20 hours per day (approximately)

    PHYSICAL DEMANDS:

    The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

    WORK ENVIRONMENT:

    The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    INTERESTED APPLICANTS:

    Send resume to Andrew.Mariotti@shrm.org

    The Society for Human Resource Management is an equal opportunity employer (M/F/D/V).



  • 02/21/2017 8:17 PM | Anonymous

    The University of Maryland, Baltimore County (UMBC), Department of Psychology

    Location: Rockville, MD


    UMBC I/O Program

    The I/O program was founded in 2008 as a vehicle for graduate training to enhance student careers in I/O and Human Capital Management. The program faculty consists of applied practitioners and academics who support student growth through rigorous classroom instruction and experiential learning with guidance from an Advisory Board of I/O Psychologists and HR professionals in leadership positions.


    About the Job

    UMBC Department of Psychology anticipates hiring a Lecturer for our Master of Professional Studies (MPS) program in Industrial/Organizational Psychology hosted at the Universities at Shady Grove in Rockville, MD. This full-time, 9-month non-tenure-track appointment will begin in August, 2017. Preference will be given to candidates who hold a doctoral degree in I/O Psychology or a closely related field, who have demonstrated a successful record of professional work experience and teaching in I/O Psychology, and possess a commitment to diversity and inclusion in their professional activities.


    Although the position is projected to be full-time, consideration will also be given to suitable candidates interested in a lower effort commitment (e.g., prorated to 60% or 75% effort). The successful applicant will join a vibrant department with strengths in the use of innovative teaching methods and the infusion of human diversity into the Psychology curriculum. UMBC takes considerable pride in the diversity and excellence of its student body. We seek to attract an equally diverse applicant pool for this position, and have a strong commitment to increasing faculty diversity.


    Responsibilities include course instruction, academic advising, assistance with program administration, and service on departmental or university committees.


    Interested Applicants

    Applications should include a cover letter; curriculum vita; a description of teaching interests and teaching philosophy, a description of commitment to diversity and inclusion in teaching and professional activities, and three letters of recommendation (sent directly by recommenders). Please submit all application materials via Interfolio (apply.interfolio.com/40239).


    For questions on Interfolio, please contact Ms. Beverly McDougall (bev2@umbc.edu).


    For questions about the position, please contact Dr. Elliot D. Lasson (elasson@umbc.edu).

    Review of applications will begin March 27, 2017 and will continue until the position is filled.


    UMBC is an Equal Opportunity/Affirmative Action Employer. 

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