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  • 05/06/2017 7:07 PM | Anonymous

    AvantGarde LLC

    Location: Washington DC

    About the Organization 

    AvantGarde employs a "One Stop Shop Solution" to meet complex organizational goals through information technology, human capital management, and organizational development. AvantGarde blends together individuals with exceptional knowledge and past performance across four key areas of an organization's investments – People, Process, Strategy, and Technology.

    AvantGarde was founded with a vision to create a diverse team of seasoned consultants and experts. Our experts have the skills, knowledge, and experience of finding a single-integrated solution to address your areas of complex and pressing issues. We focus on meeting our clients' business needs while analyzing tasks from start to finish and consistently delivering reliable services and solutions that yield high Returns on Investments (ROI) investments.

    We are currently looking for a bright, well-organized and spirited individual to provide human capital consulting services to our federal government clients.

    About the Job

    Consult across the strategic human capital: Analyze, design and manage implementation for agency strategic human capital programs and processes including: workforce planning, competency modeling and planning, succession planning; performance management; and large scale organizational change.

    Develop and deliver innovative Human Capital and OD solutions: Organization assessment, organizational process and functional re-engineering, project management, change management, action planning and overall strategy support to clients. 

    Job Requirements

    • Bachelor’s Degree in Organization Development, Human Resources Management or related field.
    • Master’s Degree in I/O Psychology or Organization Development preferred.
    • 8+ years “hands on delivery” full scale broad based Management Consulting experience with significant experience in Human Capital Strategy, Organizational Development, and Strategic Workforce Planning in the public sector. DOD experience in workforce/manpower planning is highly desirable.
    • Organizational Development Skills focused on the design/redesign and implementation of organization structures including aligning mission, strategy, functions and structure; identifying changes to roles and responsibilities; and assessing the impacts to overall workforce.
    • Strong Human Capital Management expertise supporting federal clients, including experience designing and delivering strategic and operational human capital management programs and processes.
    • Strong research, analytical and critical thinking skills, including the ability to analyze workforce and competency data and provide recommendations and solution strategies to government clients.
    • Skills in at least one other Organizational Performance focus area such as: Organization assessment, change management, strategy development, and business process optimization.
    • Solid knowledge of core Industrial/Organizational Psychology topics such as human capital assessment, workforce and workload assessment, competency assessment, training, performance management, and leadership development
    • Strong facilitation skills and the ability to build relationships and interface with senior level government leaders.
    • Excellent verbal and written communication skills.
    • Strong experience in the development of comprehensive PowerPoint presentations and Formal Reports
    • Flexibility, enthusiasm, and teamwork skills
    • Outstanding critical thinking skills
    • U.S. Citizenship
    • Ability to obtain a Secret Clearance

    Application Instruction

    To be considered for this position, please send your resume to krarick@avantgarde4usa.com  as well as applying through our recruiting link:

    http://recruit.hirebridge.com/v3/Jobs/JobDetails.aspx?jid=392959&cid=7715


  • 05/06/2017 7:03 PM | Anonymous

    Drug Enforcement Administration

    Location: Arlington, VA

    Job Summary

    Do your career "Justice" by working with DOJ, which has been ranked in the Top 10 Best Places to Work in the Federal Government. Come and join the nation's law enforcement agency, where our most important resource is our people. The Department leads the nation in ensuring the protection of all Americans while preserving their constitutional freedoms. Become a member of a team where you can achieve your career goals and apply your skills and talents to our important mission. All applicants for employment with DEA must possess and maintain the highest levels of character and conduct. DEA will evaluate applicants' qualifications based on these qualities. Once a conditional offer is made, DEA will conduct a continuous evaluation of information, as it is obtained, to ensure that the prospective employees with DEA meet the agency-specific qualifications in the areas of character and conduct. To this end, an unfavorable decision in any of the areas that follow will be deemed as disqualifying: Drug Policy Requirements (as specified in this announcement), Credit History, Candor and Honesty, Work History, History with the Law, and other qualities that would detract from the integrity and efficiency of the DEA.

    Position will be filled subject to availability of funds.

    Duties

    The incumbent(s) will perform the following duties:

    • Conducts organizational surveys, collects data, and performs data analysis, including regression, correlations, and factor analysis.
    • Provides a full range of operational human resources management and advisory services for a large complex organization including leadership assessment and development activities.
    • Coordinates personnel programs involving promotion policies and procedures.
    • Develops tests and assesses validity and reliability of selection and promotion instruments and documents results in technical reports.
    • Coordinates personnel programs and policies involving Special Agents and other DEA personnel.
    • Provides agency-wide advisory, consultative, and technical services in areas related to talent measurement and organizational development to Human Resources Staff and all levels of leadership.

    Travel Requirements: Occasional Travel Required

    Relocation Authorized: No

    Job Requirements

    Key Requirements

    • Must be a U.S. Citizen
    • Must be able to obtain and maintain a Background and/or Security Clearance
    • Males born after 12-31-59 must be registered for Selective Service
    • Drug testing designated position

    Qualifications

    NOTE: This position has Basic Education Requirement criterion.  Applicants who do not meet the basic education requirement criteria will be considered as ineligible and will receive no further consideration for this position.  (Applicants MUST submit transcripts).

    This position requires applicants to submit a writing sample, not to exceed one page, that specifically details the inferential statistical technique (s) you utilized to evaluate a large scale survey and/or the psychometric validation of a psychological test, including the rationale for choosing the appropriate statistical test, the details of the data analysis plan, the steps taken to compile and clean the data in preparation statistical analysis, and what rationale inferences you made based on the results of the statistical analysis.

    Applicants who do not submit the writing sample will be considered as ineligible and will receive no further consideration for this position.

    Basic Requirements:

    Successful completion of a full 4 year course of study in an accredited college or university leading to a bachelor's or higher degree that included a major field of study (or equivalent) in psychology.

    In addition to meeting the basic requirements above, applicants must also have one (1) year of specialized experience required for the applicable grade level as described below.

    GS-12: Must have (1) one year of specialized experience equivalent to at least the GS-11 Federal grade level performing duties such as applying existing theory and available methods and precedents in the conduct of job analyses of various occupations; conducting test validation studies to determine the predictive usefulness of existing selection tests for specific occupations; and applying test theory and psychometrics to develop new assessments for employee selection, promotion, career development, and satisfaction.

    GS-13: Must have (1) one year of specialized experience equivalent to at least the GS-12 Federal grade level performing such duties formulating and conducting research on personnel problems of moderate complexity such as: organizational planning, recruitment, selection, staff utilization, morale, productivity, and similar matters requiring a high degree of insight and originality; applying existing theory and available methods and precedents in the conduct of job analyses of various occupations; conducting test validation studies to determine the predictive usefulness of existing selection tests for specific occupations; and applying test theory, psychometrics, and survey design to develop new assessments for employee selection, promotion, career development, and satisfaction.

    KNOWLEDGE, SKILLS AND ABILITIES (KSAs):  Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:  

    1. Knowledge of concepts and techniques related to the field of personnel psychology. 

    2. Knowledge of personnel assessment principles, and standards to perform and conduct personnel psychology studies. 

    3. Knowledge of test theory, statistics, logic research methods to develop new methodological applications.

    4. Ability to communicate in writing to produce written technical reports or other technical information.

    5. Ability to effectively communicate other than in writing to provide consultative services to individuals at all level.

    6. Ability to lead, monitor, and track outcomes of projects related to personnel selection and organizational surveys.

    CONDITIONS OF EMPLOYMENT:

    Successful completion of a one-year probationary period is required (unless already completed).

    All academic degrees and coursework must be completed at a college or university that has obtained accreditation or pre-accreditation status from an accrediting body recognized by the U.S. Department of Education.  For a list of schools that meet this criteria, see http://www.ed.gov.

    All qualification requirements must be met by the closing date of this announcement.  Additional information on the qualification requirements is outlined in the OPM Qualifications Standards Handbook of General Schedule Positions. It is available for your review in our office, in other Federal agency personnel offices, and on OPM's web site at http://www.opm.gov/qualifications.

    Security Clearance: Top Secret

    For more information and details on how to apply, please visit https://www.usajobs.gov/GetJob/PrintPreview/468401800


  • 04/28/2017 1:44 PM | Anonymous

    Global Skills X-Change (GSX)

    Location: Washington, DC Metro Area

    About the Organization


    GSX is a professional services firm that specializes in designing workforce and learning strategies that link the worlds of work and learning. This is the same goal that the GSX founders pursued as part of the Congressionally-mandated National Skills Standard Board (NSSB). Today, GSX provides a suite of human capital solutions that support a competency-driven talent pipeline for education, private, and public enterprises.

    Our employees enjoy 4 weeks of PTO, 10 paid federal holidays, health, dental, vision, and life insurance, 401K with employer matching, education reimbursement, metro reimbursement, and are eligible for annual bonuses.

    About the Job

    GSX is looking to hire a Junior Industrial/Organizational Psychologist for a full-time position supporting various projects across Government and Higher Education institutions. Working under the direction of a Senior I/O Psychologist, the Junior I/O will support the analysis of work functions, develop competency-based skill standards, and develop, implement, and maintain knowledge and skills-based assessments. Ideal candidates will have applied experience in supporting both quantitative and qualitative analytic efforts and is proficient in basic analytic tools.

    Responsibilities

    • Support job/task analyses

    • Assist in the development and delivery of knowledge and/or skill based assessments

    • Support the development of certification program policies and procedures

    • Administer data collection surveys

    • Participate in research studies to evaluate the effectiveness of existing systems and tools

    • Utilize qualitative and quantitative research approaches to answer practical questions

    • Produce technical and non-technical reports

    Required Qualifications and Experience

    • Master’s Degree in Industrial/Organizational Psychology

    • Experience applying I/O Psychology methods, facts, and principles in an organizational or work setting (applied experience during a graduate program internship is acceptable)

    Preferred Qualifications and Experience

    • Experience developing knowledge and skills assessments

    U.S. Equal Employment Opportunity

    GSX is an equal opportunity employer. We recruit, employ, train, compensate, and promote without regard to race, religion, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law. GSX is dedicated to seeking all qualified applicants for our job vacancies.

    Please contact Bill Fischer at bfischer@skillsdm.com or 703-409-8404 if interested in this opportunity. 




  • 04/24/2017 8:05 PM | Anonymous

    The Metropolitan Washington Airports Authority

    Location: Crystal City, VA

    The Metropolitan Washington Airports Authority is seeking to hire two Organizational Design and Management Specialists for the Office of Human Resources at the Corporate Office Building - Crystal City, VA location.

    The Organizational Design and Management Specialist performs a range of job evaluation, classification, and organizational design services including designing, documenting, and evaluating jobs; determining and validating minimum qualifications and other job requirements; writing job descriptions; and conducting organizational design studies. Excellent starting wages and benefits package.

    JOB SUMMARY:

    To review the description of duties, please click here.

    Please note: You should review this job description, in particular the knowledge, skills, abilities, and other (KSAOs) requirements listed.

    In the application process, you will be asked to relate your experience, training and education to the KSAOs in a narrative format. We would suggest that you prepare your responses off line and paste them into the assessment questionnaire.

    MINIMUM QUALIFICATIONS (MQS):

    To be rated qualified for this job, an applicant must meet all of the MQs listed below at the time of vacancy announcement closure.

    • Five years of progressively responsible experience in human resources including experience in: conducting job analyses and desk audits; developing and revising job descriptions; validating MQs and KSAs or other qualification requirements; and evaluating organizational structures.
    • A Bachelor’s Degree in Human Resources, Personnel Administration, Psychology, or a related field, or an equivalent combination of education, experience and training that totals four years.
    • A fully equivalent combination of education and training beyond what is needed to satisfy the education requirement may be used to substitute for up to two of the five years of experience.

    CERTIFICATIONS AND LICENSES REQUIRED

    • A valid state driver’s license.

    PREFERRED QUALIFICATIONS (PQS):

    The qualifications listed below (if any) are preferred and may be considered in the selection process, but are not required to be rated qualified for this job.

    • A Master’s Degree in Human Resources Management, Personnel Administration, or Industrial/Organizational Psychology.

    HOW YOU WILL BE EVALUATED:

    Once the application process is completed, a review of your resume and supporting documentation will be done to determine if you meet the minimum qualification requirements. There is an Assessment questionnaire(s) that you must complete. Your resume and supporting documentation will then be compared to your responses to the assessment questionnaire(s). If a determination is made that your application does not support your responses, which you provided in the assessment questionnaire, your application will not receive further consideration for this announcement.

    OTHER INFORMATION:

    A background security investigation will be required for all new hires.

    INTERESTED APPLICANTS:

    ANNOUNCEMENT NUMBER: MWAA-17-11924. Please visit our website for the complete job announcement and qualification requirement details at www.mwaa.com and to apply online.


  • 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.

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