May 13 - 16, 1997
Philadelphia, PA

Wednesday: Workshop
Thursday: Program
Friday: Program

IPMAAC/MAPAC Training Workshop

Examination Planning

8:30 Registration

This course was developed and is the property of the International Personnel Management Association Assessment Council. Under special arrangements, MAPAC will be able to offer this course to MAPAC members free of charge.

The course is designed to provide an overview of personnel systems, personnel assessment, and how examination planning relates to and supports the personnel system. Areas such as: (1) examination planning, (2) assessment procedures, (3) job analysis, (4) choosing examination methods, (5) scoring, weighting, and ratings, (6) and data analysis will be covered.

General Topics of Discussion:

I. Introduction and Course Overview
II. Personnel Systems, Personnel Assessment, and Examination Planning
III. Deciding "What to Measure" and "How to Measure it"
IV. Documenting the Examination Plan and Planning for Test Development
V. Case Studies and Problems

Spring Conference Business Meeting

Thursday, May 15, 1997

8:30 Registration & Coffee

9:00 MAPAC Business Meeting

10:45 Leadership Competencies for Assessment

Deborah Arcoleo, MBA
Practice Leader
Integrated Human Solutions
Parsippany, NJ

Leadership is an ephemeral quality and definitions of leadership abound in both the business press and many books. Ms. Arcoleo's presentation will include some interesting research findings on what leadership characteristics are most important. She will then discuss how organizations today are approaching the process of building competency models for leaders and managers and what tools are available on the market for assessing those competencies.

 

12:00 Lunch

1:15 Intelligence, Abilities, and the Prediction of Performance

Bert Green, Ph.D.
Professor of Psychology
Johns Hopkins University

Most cognitive ability tests primarily attempt to assess "general intelligence", while neglecting other personal abilities. Dr. Green will discuss the many differences of cognitive ability tests and using those differences to predict job performance.

 

2:15 Re-engineering the Selection Process: The Hiring Improvement Project

Milou Carolan
Personnel Selection Specialist
City of Philadelphia

The City of Philadelphia is currently in the difficult process of critically examining their entire personnel selection process. The purpose of the project is to streamline the selection process and enable city managers to hire well-qualified candidates in a more timely manner. Ms. Carolan will discuss workforce planning, recruitment, selection, and organizational development.

3:15 Break

3:30 Using Employee Surveys to Improve Performance-Related Outcomes

David Dye, Ph.D.
Eric Whipkey
Booze, Allen, & Hamilton Inc.
McLean, VA

This presentation will discuss the results of an agency-wide project to demonstrate the relationships between an all-employee survey and key indicators of performance. How the agency can use the data to make targeted improvements to their internal policies, practices, and procedures to realize expected performance improvements will be discussed.
4:30: Adjournment

4:30 Adjournment

Friday, May 16, 1997

8:30 Coffee & Registration

9:00 Conducting Job Analysis with no Job Incumbents

Nancy Abrams, Ph.D.
Consultant
Fairport, NY

More and more frequently jobs are changing. These changes come about through changes in organizations, such as the result of re-engineering, changes in organizational philosophy, community policing, or gradual changes in the demands of work. In each of these cases we are presented with unique challenges in conducting job analysis, test development and validation. Who are our subject matter experts in such cases and how do we validate our tests? Dr. Abrams will discuss some practical experiences with such situations.

10:00 Applications of Assessment Centers

Cathie Murensky
Hay Management Consultants
Arlington, VA

Because of the diverse applications of assessment centers, there is no one "assessment center approach". Many organizations tend to relay on older templates of tried and true exercises which are still relevant in some organizational settings. Others, in response to time and resource pressures have short-cut the process in search for efficiencies but may lose the reliability and validity often associated with assessment center methodology. This presentation will address current approaches and challenges associated with running the best assessment center for your purposes.

 

11:15 Break

11:30 Automated Training & Experience Evaluations

Brian O'Leary
Office Of Personnel Management
Washington DC

Many public agencies use Training & Experience (T&E) evaluations for open and promotional positions. A T&E evaluation can be developed relatively quickly and economically. However, much more time must be devoted to evaluating and rating these assessments. Dr. O'Leary will discuss the development of a scannable T&E evaluation for professional/administrative occupations.

12:30 Program Adjournment