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Mid-Atlantic
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The concept of adverse impact is of keen interest to most I-O psychologists interested in organizational staffing and employment selection. Although an increasing number of articles in I-O-related journals are devoted to this topic, few offer a comprehensive exploration of current methodological, statistical, and practical developments in this area. For example, biogenetic research indicates that race is a social construct with no scientific definition. What are the implications of this research for race-based adverse impact in employment selection? Lawrence Summers, president of Harvard University, created a firestorm by suggesting that women are genetically less suited for careers in science and math than men. Is there adverse impact based on gender in the selection procedures that determine career opportunities in science, math, and engineering? Post 9/11, there has been an increase in the number of discrimination claims based on religion. Has there been a significant increase in adverse impact based on religion in the realm of employment selection? Under what circumstances does adverse impact constitute employment discrimination?
To date, most of the psychological literature on adverse impact has been descriptive in nature (e.g., descriptive taxonomies of subgroup differences based on various demographic characteristics) without addressing the underlying cause(s). This workshop will focus on the identification and measurement of adverse impact across a wide range of demographic categories including race, gender, ethnicity, age, and religion. Participants will be provided the opportunity to compare and contrast the "scientific" treatment of adverse impact within the profession of I-O psychology (as expressed in documents such as the SIOP Principles and the APA Standards) and practical/legal standards that define adverse impact (e.g., The Uniform Guidelines on Employee Selection Procedures). This workshop will be of primary interest to (a) researchers and academicians interested in the scientific underpinnings of subgroup differences; (b) practitioners involved in day to day employment selection decisions; (c) policy makers in both public and private sector organizations who must determine the goals and vision of their organization with regard employment selection; (d) government policy makers and regulators who have regulatory oversight with regard to the employment practices of American corporations; and (e) students who wish to become knowledgeable with regard to the issues underlying the adverse impact debate. This workshop is designed to help participants:
In response to 9/11 the Homeland Security Act mandated a program to train, arm, and deputize pilots to protect the cockpit. This presentation highlights the selection and training assessments developed for the Transportation Security Administration-Federal Flight Deck officer program. The psychological screening and judgmental pistol shooting scenarios and scoring will be discussed.
The practice of incorporating Realistic Job Previews (RJPs) into human resource assessment and selection programs is ever-expanding in the Pennsylvania merit system. This recruitment and retention strategy is an effort by the Commission to facilitate a healthy exchange of job information between prospective applicants and hiring agencies. By giving job seekers a "small dose" of job reality early in the pre-employment process, individuals who are unwilling or unable to carry out the job requirements can screen themselves out of the hiring process. Also, we attempt to reduce "entry shock" due to unrealistic, highly elevated job expectations by bringing new hires' expectations in line with the reality of the job.
JoAnn will give a broad overview of the impact of using RJPs. Also, design concepts will be shared, while viewing a variety of preview formats to include video clips from RJPs. Presentation
This presentation will review some of the most important changes in the Principles and address how they impact your work as a practitioner. The most recent revision of the SIOP Principles for the Validation and Use of Personnel Selection Procedures (Principles) was published in 2003. A major goal in the revision was to align the SIOP Principles with the most recently revised Standards for Educational and Psychological Testing, published in 1999. Some of the changes include: Reconceptualization of validity as a unified concept with various sources of validity evidence; Expansion of the treatment of validity generalization; Broader, concentrated coverage of fairness and bias; and Expanded coverage of operational considerations. Presentation
Hiring managers want leaders for manager positions, and assessment professionals must define the competencies/KSAPs specific to the work to be performed. Tom will present an overview of the definition of leadership and related research as well as the predominant theory used to explain attributes. He will identify the principal methods used to identify and assess the attributes, discuss applicability to recruitment, selection, and succession planning. Test portability will also be addressed. Presentation
On February 23rd MAPAC held its first teleconference of the available member agencies to conduct business and begin to discuss the future of the organization. It was unanimously agreed to do it again, at the Spring conference, to continue the practice. The discussion will include: