Personnel Research Psychologist I

FUNCTIONAL PURPOSE:Develops, validates, and maintains selection and assessment systems, tools, processes, and procedures used to make personnel staffing decisions.DUTIES AND RESPONSIBILITIES:1. Develops, validates and maintains components of personnel selection systems, training examinations, competency assessments, tools, processes, and procedures; participates in job analyses studies as a basis for ensuring valid, reliable, and legally defensible assessments and examinations.2. Develops, revises, and reviews selection and assessment items, scales, and instruments to ensure compliance with established test validation methodologies. Evaluates items; summarizes data trends and insights to identify discrepancies, develop resolutions, and make improvements.3. Coordinates administrative and logistic details to support team members and larger scale projects; collaborates with internal stakeholders to facilitate the flow of information and coordinate data collection.4. Develops sampling plans for projects by researching appropriate details, utilizing professional standards and internal requirements; collaborates with a team to ensure the feasibility effectiveness of sampling plans and implement plans accordingly.5. Conducts routine data analyses (e.g., means, correlations, t-tests, ANOVA, regression) to support selection and test-related projects using statistical analysis software (e.g., SPSS, SAS, R).6. Collaborates with project team members to develop, validate, and deploy selection and assessment tools and systems of larger scope, impact, content, and complexity. Ensures selection and evaluation systems align with professional standards, legal guidelines, and internal requirements.7. Creates technical reports, presentations, and other written materials summarizing results of projects (e.g., job analysis, validation, competency model analyses).REQUIREMENTS:Ability to conduct job analytic procedures sufficient to collect, revise, and analyze data (i.e., conducting observations, interviews, focus groups, writing and editing task and KSA statements, and summarizing item/scale statistics).Ability to create and revise test item content sufficient to develop valid items, scales, and assessments.Ability to use standard office software (e.g., Microsoft Excel, PowerPoint, Word) to summarize data, and to develop reports and presentations.Ability to analyze data (e.g., means, correlations, t-tests, ANOVA, regression) and make appropriate conclusions from data using standard social science statistical analysis packages (e.g., R, SAS, SPSS).Ability to communicate orally and in writing sufficient to convey technical information clearly and concisely using established grammar and syntax conventions.Knowledge of ethical, legal and professional standards related to testing and assessment development (i.e., Uniform Guidelines on Employee Selection Procedures [EEO], Principles for the Development and Validation of Employee Selection Procedures [SIOP] and Standards for Educational and Psychological Testing [AERA, APA]).EDUCATION REQUIREMENT: Graduate degree in Industrial/Organizational Psychology or degree in a closely related field, which included a focus on selection methods and/or psychometrics from a college or university accredited by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.Knowledge of Industrial-Organizational, Applied Psychology or other closely related applied field with a focus on selection, testing, evaluation or psychometric methodologies.SPECIAL CONDITIONS: Applicant must submit to a Moderate Background Investigation (MBI) or Tier 2 investigation. This investigation requires, among other things, completion of a questionnaire and fingerprinting for a criminal records check. The investigation may require a drug test. The successful applicant will be required to meet and maintain the requirements of this level of background investigation while holding this position.

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