Senior I-O Psychologist

US Office of Personnel Management (OPM)

How to Apply:

To apply, visit https://www.usajobs.gov/job/808097300

This opportunity will close on 9/13/2024, or when we have received 75 applications (which may be sooner than the closing date).

About the Job:

U.S. Office of Personnel Management’s Assessment and Evaluation (AE) is seeking to hire two senior I-O Psychologists with expertise in assessments for selection and promotion.

AE delivers rigorous assessment solutions to Federal Agencies. We are an organization of approximately 45 I/O psychologists organized into five teams: Hiring Assessment - Professional and Administrative (HAPA), Hiring Assessment - Public Safety and Intelligence (HAPSI), Hiring Assessment - Leadership (HAL), Leadership and Employee Development Assessment (LEDA), and Employee and Customer Experience Assessment (ECEA).

This is an exciting opportunity to work in a dynamic consulting environment with customers from a variety of Federal agencies focusing on developing, implementing, and managing assessments for hiring and promotion.

Personnel Research Psychologist

US Office of Personnel Management (OPM)

How to Apply:

To apply, visit https://www.usajobs.gov/GetJob/ViewDetails/807885300

Open and Close Date:  09/03/2024 to 09/09/2024. This job will close when we have received 150 applications which may be sooner than the closing date.

Salary: $72,553 - $140,713 per year.

Pay Scale & Grade: GS 11 - 12

Location: 5 vacancies in the following location: Anywhere in the U.S. (remote job)

Appointment Type: Recent Graduates: This job is open to individuals who have graduated from an accredited educational institute or certificate program within the last 2 years or 6 years for Veterans.

Summary:

As a recent graduate in industrial/organizational psychology, if hired, you may develop, implement, and evaluate hiring assessments; develop and administer surveys; conduct job analysis/competency modeling, gap analysis, and/or program evaluation for Federal agencies.

Duties

Typical work assignments may include under supervision:

• Leading and/or participating on project teams to develop and/or contract for innovative assessment tools.
• Conducting Government-wide and/or agency job analyses.
• Developing and implementing competency models, workforce gap assessments, and leadership assessments.
• Helping agencies identify, evaluate, and solve organizational problems using customer action planning, satisfaction surveys, employee surveys, and focus groups.
• Establishing project objectives, activities, timelines, budgets, and staffing plans.
• Advising agencies and internal senior management on implementing assessment strategies.
• Evaluating training, candidate development, or other human resources programs.

About the Organization:

These positions are in one of five groups in the Assessment and Evaluation (AE) organization. AE is in Human Resources Strategy and Evaluation Solutions (HRSES), Human Resources Solutions (HRS), U.S. Office of Personnel Management (OPM).

HR Solutions provides transformative human capital solutions that enable the Federal Government to solve the nation's toughest challenges. We take pride in our agile and diverse teams bringing expertise and human capital technology to create evidence-based solutions and offering a work environment based on integrity, excellence, agility, inclusion, and service.

Our nationwide cadre of human resources (HR) specialists, psychologists, faculty, management analysts, and program managers partner to shape and advance excellence in the Federal Government through our reimbursable human resources products and services. We partner with agencies to offer customer-focused, optimal solutions to meet their human resources needs in areas including staff acquisition, recruitment and branding, HR strategy, leadership training, workforce planning, and much more.

Assessment and Evaluation delivers rigorous assessment solutions that help select candidates with the right competencies, maximize the performance of the workforce and its leadership, and assess and evaluate organizational performance to foster the right culture and customer experience by conducting basic, applied, and innovative research encompassing the full gamut of human capital management, with a specific focus on individual, organizational, and outcome assessment. AE comprises five groups:

Hiring Assessment - Professional and Administrative (HAPA) - Focuses on the development, validation, and administration of cognitive and non-cognitive competency based, skill assessments for professional and administrative occupations. Assessments may be used for selection or promotion purposes. This includes job analysis, written and non-written tests, job knowledge tests, performance tests, and computer simulations.

Hiring Assessment - Public Safety and Intelligence (HAPSI) - Focuses on the development, validation, and administration of cognitive and non-cognitive competency based, skill assessments for public safety and security occupations. Assessments may be used for selection or promotion purposes. This includes job analysis, written and non-written tests, job knowledge tests, performance tests, and computer simulations.

Hiring Assessment - Leadership (HAL) - Focuses on the development, validation, and administration of cognitive and non-cognitive competency based, skill assessments for supervisor, manager, and executive occupations. Assessments may be used for selection or promotion purposes. This includes competency modeling, job analysis, written and non-written tests, job knowledge tests, performance tests, and computer simulations.

Leadership and Employee Development Assessment (LEDA) - Focuses on the development, validation, and administration of leadership and workforce planning assessments to assess leader and employee effectiveness and support leader and employee development. These assessments target competencies, personality, and leadership potential. Also, LEDA conducts gap analysis for workforce training and development.

Employee and Customer Experience Assessment (ECEA) - Focuses on the development and administration of organizational assessments to assess climate and organizational outcomes, including organizational climate, employee experience, customer experience, exit, and custom surveys. Also, ECE conducts program evaluations and develops organizational effectiveness indices.

Areas of research and specialization are not limited to the above. All groups are responsible for conducting research and applying innovative assessment procedures and technologies to develop practical solutions to human resource management problems, and for providing technical assistance to departments and agencies in their areas of expertise. Group managers also strive to build reimbursable interagency partnerships to maximize the use of governmental resources.

See the Job Opportunity Announcement linked above for additional information.

GS-15 Supervisory Personnel Psychologist

US Secret Service

How to Apply:

DE (The Public) https://www.usajobs.gov/job/804677900

MP (Federal Employees) https://www.usajobs.gov/job/804678300

Joining the Secret Service, Office of Human Resources, Human Resources Research and Assessment Division will allow you to oversee the research, development, implementation, maintenance and safeguarding of effective human capital tools for personnel assessment, career/talent development, metrics and organizational effectiveness to support the talent management of a superior law enforcement workforce.

Open & closing dates:  08/14/2024 to 09/06/2024

Salary: $163,964 - $191,900 per year

Location: Washington DC

Industrial / Organizational Psychologist (FTC to FTE)

Oban Corp, Springfield, VA

Work Location: On-site

How to Apply:

Contact Steve Levy at https://www.linkedin.com/in/levyrecruits/ or steve.levy@dhigroupinc.com.

About the Job:

The Industrial-Organizational Psychologist role applies principles of psychology to human resources, administration, management, sales, and marketing challenges within Oban’s client agency. Activities may include policy planning; employee testing and selection, training and development; and organizational development and analysis. The I/O Psychologist may provide consultation to management on organizational structure, motivation, job satisfaction, and consumer behavior.

Key responsibilities include:

• Critical Initial Program. Manage a new client program to support achieving Geospatial Intelligence (GEOINT) certification, including associated career pathing, pre-hire assessments instruments; job performance design and evaluation initiatives; training and development initiatives; and other related talent management requirements; to include preparation for AI-related workforce changes. Influence is at multiple levels of the client organization involving developing partnerships while offering a high EQ; executive presence.
• Strengthen existing competency models. Conduct competency assessments, gap analyses and other activities associated with managing the currency, relevancy, and accuracy of program-specific work roles/occupational groups.
• Strengthen existing selection & assessment initiatives. Develop band-level descriptors and implement employee selection initiatives, including job analyses, validation studies, and personnel assessments.
• Workforce Planning Initiatives. Provide expertise in developing and executing workforce planning methodologies, plans, and strategies. 
• Workplace. Advise on organizational policies related to employee relations and equity.
• Analysis. Analyze data using statistical methods to evaluate and improve organizational effectiveness.
• Occasional Initiatives. Provide expert testimony in legal cases involving workplace issues or personnel selection if needed; collaborate with other departments to integrate I/O psychology into business strategies and operations.

Qualifications:

• Security Clearance: TS/SCI required (Oban will hold the clearance).
• Education: A Ph.D. or Psy.D. in Industrial/Organizational Psychology is highly desired, or a related field from an accredited institution. A master’s degree in Industrial/Organizational Psychology with extensive work experience related to the Key Responsibilities is also acceptable.
• Experience: At least 3-5 years of professional experience in industrial/organizational psychology or human resources that focuses on delivering the noted Key Responsibilities.
• Research Skills: Proficiency in designing studies, collecting data, and applying statistical analysis to understand workforce issues and develop solutions. You likely revere the Campbell & Stanley validity monograph and the Cook & Campbell book on quasi-experimentation.
• Communication Skills: Strong abilities in both written and verbal communication to effectively convey findings and recommendations to various stakeholders including business conversations and presentations to company leaders.
• Analytical Skills: Demonstrated abilities to conduct thorough assessments and job task analyses; the ability to interpret complex data and use it to make informed decisions about HR policies, employee training, and organizational development; data visualization is one of your core abilities (it’s quite possible you’re a fan of Tableau).
• Knowledge of Laws and Regulations:Familiarity and ability to apply federal and state employment guidelines required. Understanding relevant employment laws, government regulations, and ethical guidelines is crucial.
• Technical Proficiency: Familiarity with statistical software (like SPSS, R, SAS, advanced Excel) and computer applications used in data analysis and report generation is highly desired.
• Interpersonal Skills: Ability to work and communicate with different levels of staff and management.
• Specialized Training: Additional licensure, certifications, or training in specific assessment tools, statistical software, or methodologies relevant to industrial and organizational psychology is a plus.

Compensation:

Hourly (can be Corp-to-Corp, 1099, or W2 via MyBasePay, our Employer of Record) targeting $75-90/hour.

About Oban:

From their head of HR: “Oban is truly a place that gives people a room to fly; it is highly diverse organization in every possible category where creativity, expertise, and divergent thought is valued. Buildings must have strong structures and our people are the foundation of our strength. Our goal is to add innovative thoughts around the human capital space and improve organizational agility.”

About DHI:

DHI is the company behind ClearanceJobs.com and Dice.com; Oban is one of DHI's customers.

Program Manager II (Assessments)

Navy Federal Credit Union

How to Apply:

To apply, visit: https://fa-etbx-saasfaprod1.fa.ocs.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1001/requisitions/preview/18073/?keyword=program+manager+II+Assessments&mode=job-location

About the Job:

The Program Manager II, Assessments will develop and implement the assessment strategy for Navy Federal for development assessments. In this role, they will partner with Learning & Talent Development stakeholders. To learn about their assessment needs; develop an assessment strategy that defines our approach for selecting, using, and monitoring assessments in compliance with business and legal requirements; and implement the strategy with those identified partners. For new assessments, the Program Manager II will identify target assessments that meet stakeholder needs, review vendor validation studies, support vendor onboarding and implementation as the assessment expert, and conduct internal validation studies and ongoing monitoring.  

Primary Duties include:

• Review program-related data using performance measurements and indicators to identify areas for improvement and potential risk and develop action plans for each indicator or area identified and lead change management
• Consult with leadership and business partners to effectively define KPIs and short/long-term goals and objectives, initiatives, and actions plans
• Analyze overall program effectiveness; identify and address areas of opportunity and make recommendations
• Innovatively identify and collaborate with management regarding the current and future needs and trends for programs and channels based on feedback
• Identify, scope, document, coordinate, and implement business solution requirements in accordance with program/channel and project goals
• Support qualitative and quantitative analysis using analytical techniques, tools, models, simulation, etc.
• Direct and lead work by developing and coordinating work plans, schedules, milestones, deliverables, and training
• Manage program budgets including risk and impact of changes to program plans
• Identify and minimize risks or constraints that would impact program deliverables
• Identify, communicate, and resolve branch/division/department or cross-organizational areas of concern that may impede or impact other projects/initiatives
• Maintain/archive program documentation
• Ensures program deliverables are met in accordance with expectations
• Prioritize and delegate assignments, including project analysis, requirements definition, and implementation of program modifications and enhancements
• Develop action plans for conducting internal analyses and collaborate with business partners to identify root causes for employee development gaps and establish solutions
• Manage moderately complex programs
• Serve on teams and task groups for programs or initiatives of considerable impact within the business unit &/or across the organization
• Ensure effective program management from inception through implementation
• Mentor members of the team within the branch to ensure cooperation and consistent application of policies and procedures
• Solve moderate to complex project-related problems
• Interact effectively with managers and division/department management concerning program(s)
• Recommend improvements across division/department lines
• Build relationships with management and key stakeholders
• Perform other duties as assigned

Qualifications:

• Experience in workflow and program development including development of requirements documents, procedures, and implementation plans
• Significant experience in managing multiple initiatives, and meet changing requirements and priorities to accomplish objectives and goals, independently or in a team environment
• Significant experience in collaborating across organizational boundaries and building partnerships across various functions
• Experience in leading, training, guiding and mentoring others
• Significant experience working with leadership and management in diverse and complex operational environments
• Advanced project management skills to include establishing and leading project teams; managing timelines/deadlines/resources; ensuring successful project implementation
• Advanced planning, organizational and problem-solving skills
• Advanced skill in identifying and analyzing business requirements and recommending solutions
• Innovative thinking skills to solve problems and facilitate the decision-making process
• Advanced verbal, written, and interpersonal communication skills, including ability to communicate complex terms to all levels of audiences
• Analytical thinking skills to include summarizing information and clearly identifying key elements, patterns, results, or relationships
• Bachelor's Degree in Business, Management, or the equivalent combination of training, education, and experience

Desired Qualification(s):

• Project Management Professional (PMP), or the equivalent combination of training, education, and experience
• Expert knowledge of Navy Federal's functions, philosophy, operations, and organizational objectives
• Knowledge of systems and software used at Navy Federal
• Working knowledge of state and Federal laws; industry regulations, principles, and practices; and company policies that govern the business unit's products/services
• Certified Scrum Master (CSM), or the equivalent combination of training, education, and experience
• Master’s Degree in Industrial and Organizational Psychology Experience on talent assessment programs, measurement of talent systems, and/or competency modeling 

Hours: Monday - Friday, 8:00AM - 4:30PM 

Locations: 820 Follin Lane, Vienna, VA 22180 | 5510 Heritage Oaks Drive, Pensacola, FL 32526 | 141 Security Drive, Winchester, VA 22602

About Us:

Navy Federal provides much more than a job. We provide a meaningful career experience, including a culture that is energized, engaged and committed; and fierce appreciation for our teams, who are rewarded with highly competitive pay and generous benefits and perks.

• Best Companies for Latinos to Work for 2024
• Computerworld® Best Places to Work in IT
• Forbes® 2024 America’s Best Large Employers
• Forbes® 2023 The Best Employers for New Grads
• Fortune Best Workplaces for Millennials™ 2023   
• Fortune Best Workplaces for Women ™ 2023       
• Fortune 100 Best Companies to Work For® 2024
• Military Times 2023 Best for Vets Employers
• Newsweek Most Loved Workplaces 
• Ripplematch Campus Forward Award - Excellence in Early Career Hiring
• Yello and WayUp Top 100 Internship Programs

From Fortune. ©2024 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, Navy Federal Credit Union.

Equal Employment Opportunity: Navy Federal values, celebrates, and enacts diversity in the workplace. Navy Federal takes affirmative action to employ and advance in employment qualified individuals with disabilities, disabled veterans, Armed Forces service medal veterans, recently separated veterans, and other protected veterans. EOE/AA/M/F/Veteran/Disability EOE/AA/M/F/Veteran/Disability

Hybrid Workplace: Navy Federal Credit Union is a hybrid workplace, and details will be discussed during your interview process.

Disclaimers: Navy Federal reserves the right to fill this role at a higher/lower grade level based on business need. An assessment may be required to compete for this position. Job postings are subject to close early or extend out longer than the anticipated closing date at the hiring team’s discretion based on qualified applicant volume. Navy Federal Credit Union assesses market data to establish salary ranges that enable us to remain competitive. You are paid within the salary range, based on your experience, location and market position.

Bank Secrecy Act: Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act.

Manager, Talent Assessment, Performance, & Planning

Marriott International

How to Apply:

To apply, visit: https://jobs.marriott.com/corporate/jobs/24046927?lang=en-US

About the Job

Want to join a team of Industrial/Organizational Psychologists supporting a global organization? This position may be for you. Our team of I/O psychologists work to deliver best-in-class assessment and selection tool, performance management, and talent planning solutions for a diverse global workforce in an innovative, dynamic, and complex organization. We also manage a huge job infrastructure database, which includes job mapping as well as job descriptions and job codes. The qualified applicant will work on the Talent Assessment, Performance, and Planning (TAPP) team, primarily focused on the area of selection and assessment, and support the ongoing development and implementation of global talent management programs such as selection assessments and interview guides, analyze and interpret data associated with selection program and tools, be involved in attitudinal and job analytic surveys, perform statistical analyses, and be able to provide thought leadership for project and change management efforts in support of all projects and programs falling under the TAPP team’s responsibility. The scope of this work crosses all Marriott brands and Continent organizations.

CANDIDATE PROFILE

Education and Experience

• A PhD degree in Industrial/Organizational Psychology.
• Experience or completion of relevant coursework in areas such as personnel selection, job analysis techniques, competency modeling, change management, performance appraisal, talent planning, survey design, statistical analysis, and employment law relevant to personnel selection and performance evaluation preferred.
• Skilled in MS Office and statistical software packages (e.g., SPSS, R).

EXPECTED CONTRIBUTIONS

• Works with internal team members and manages external vendor(s) to develop, implement, and sustain non- management and management talent selection tools, including assessments and interview guides, that support the company’s objectives and identify best talent in a timely, effective, and efficient manner.
• Participates in the design, development, and deployment of new non-management and management selection processes and assessment tools that align with job analysis results and identify the best talent for the company.
• Participates in all technology development, testing, and system evaluation.
• Monitors, troubleshoots, and responds to inquiries in shared assessment-related email inboxes in a timely manner.
• Coordinates data collection and analysis, development of recommendations and action plans, and providessupport for implementation and ongoing evaluation.
• Provides ongoing support and thought leadership to measure impact and drive sustainability of practices.
• Facilitates the completion of job analysis and transportability studies to inform the design of new non-management and management talent assessment and development tools.
• Assists in the delivery, management, and reporting related to Marriott’s global interview program.
• Serves as a subject matter expert to support cross-functional teams, including members from HR Centers of Expertise (COEs) such as Talent Acquisition, brand organizations, and operational disciplines to continuously improve the approach to talent selection and development practices.
• Provides support for the development and execution of robust communication, change management, and sustainability plans spanning the full project life cycle to support the effective deployment of new initiatives, processes, and tools.
• Drives organizational endorsement, user adoption, and optimization throughout the organization.
• Works with stakeholders to identify and remove barriers to success; and tracks and shares critical information with stakeholders.
• Serves as a key analyst for selection tool evaluation and reporting by staying up to date on selection and assessment trends and impacts of new technologies (e.g., Artificial Intelligence, Machine Learning) to inform Marriott’s future selection and assessment strategies.
• Educates HR COE and market leaders on how to maximize hiring tool reporting capabilities to evaluate trends and translate data into information to support business needs.
• Provides support to ongoing management of job descriptions and other work related to jobs infrastructure.
• Provides support to other talent initiatives, as assigned.

MANAGEMENT COMPETENCIES

Leadership

• Adaptability – Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
• Communication – Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.
• Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.
• Professional Demeanor- Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.
• Strategy Development - Develops business plans by exploring and systematically evaluating opportunities with the greatest potential for producing positive results; ensures successful preparation and execution of business plans through effective planning, organizing, and on-going evaluation processes.

Managing Execution

• Building and Contributing to Teams - Participates as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
• Strategy Execution – Ensures successful execution across of business plans designed to maximize customer satisfaction, profitability, and market share through effective planning, organizing, and on-going evaluation processes.
• Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.
• Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements to accomplish goals and ensure work is completed.

Building Relationships

• Customer Relationships - Develops and sustains relationships based on an understanding of customer/stakeholder needs and actions consistent with the company’s service standards.
• Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
• Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

• Organizational Capability - Evaluates and adapts the structure of assignments and work processes to best fit the needs and/or support the goals of an organizational unit.
• Talent Management - Provides support and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

• Applied Learning- Seeks and makes the most of learning opportunities to improve performance of self and/orothers.
• Business Acumen- Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach business and administrative challenges.
• Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges.
• Industrial/Organizational Psychology - Applies knowledge of the principles, standards, codes of conduct, and application of Industrial/Organizational to workforce effectiveness through the design of processes and tools that help organizations hire, develop, manage, and engage employees.
• Human Resources Reporting and Analytics - Uses Human Resources systems and data to generate reports and analyses that inform, evaluate or otherwise provide value to the business.
• Organizational Capability - Creates and executes a strategy to evaluate and adapt the structure of organizational unitsor jobs, as well as business processes that best fit the needs and/or support the goals of an organizational unit.
• Personnel and Human Resources- Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.
• Human Resources Systems and Tools- Uses Human Resources systems and tools (e.g., web applications, software, surveys) in accordance with company standards and policies as well as industry best practices.
• Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
• Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
• Mathematical Reasoning- Adds, subtracts, multiplies, or divides quickly, correctly, and in a way that allows one to solve work-related issues.
• Oral Comprehension - Listens to and understands information and ideas presented through spoken words and sentences.
• Reading Comprehension – Understands written sentences and paragraphs in work related documents.
• Writing - Communicates effectively in writing as appropriate for the needs of the audience.

Job Number 24046927
Job Category Human Resources
Location Marriott International HQ, 7750 Wisconsin Avenue, Bethesda, Maryland, United States VIEW ON MAP
Schedule Full-Time
Located Remotely? N
Relocation? N
Position Type Management

I-O Psychologist/Psychometrician: Research Manager

Human Resources Research Organization (HumRRO)

How to Apply:

To apply, visit: https://humrro.applicantpool.com/jobs/919106-129099.html

About the Organization

The Human Resources Research Organization (HumRRO) is a non-profit leader in applied research, evaluation, and analytics in the arenas of employment, student, and military testing, and professional credentialing and licensing. We work with federal and state government agencies, private sector organizations, and professional associations.

As a non-profit, we occupy a unique niche in the domain of applied research, lying between the worlds of academics and for-profit consulting firms. HumRRO's mission is to measure human capabilities and advance assessment science and practice. Our status as a nonprofit organization ensures objectivity in everything we do. With no products to sell or no shareholders to satisfy, we feel no pressure to force-fit a solution for our clients. Instead, we offer our clients specialized, custom solutions grounded in science and best practices. Our employees enjoy a highly collaborative and supportive environment that fosters innovation, ethical practice, and outstanding customer service. Our core operational staff includes I-O psychologists and psychometricians. We are committed to supporting a diverse workforce and to practicing equity and inclusion for all staff.

About the Job

The Research Manager is part of HumRRO's management structure and supervises a group of employees. Primary responsibilities involve managing and mentoring staff, client management and assisting staff with managing clients, business development and project work. This job is for a candidate who has completed an advanced degree in a relevant field and has at least eight years of post-degree relevant work experience including experience directing the work of others. Formal supervisory experience is strongly preferred.

Staff management involves:

• ensuring that corporate initiatives, policies and practices are implemented within the group.
• working with staff to develop their technical, project management, and client management skills.
• providing performance feedback.
• making work assignments and providing guidance on those assignments.
• reviewing the quality of deliverables and interim products for projects directed by staff in the group.
• working with project directors and other managers to allocate staff across projects.
• communicating/coordinating with other managers and senior leadership.
• identifying the need for, helping recruit, and selecting new hires.

Billable project work involves:

• directing the execution of large-scale research projects, including managing the work of junior staff and ensuring compliance with quality, timeliness, and budgetary requirements.
• designing research studies; designing and carrying out data collection activities to support applied research, including appropriate handling and storage of sensitive information.
• interacting directly with clients and managing client relationships.
• providing expert technical advice to clients.
• preparing, writing, and editing project deliverables (e.g., technical reports, briefing slides, assessment materials).
• being a part of one or more project teams.

Support for business development involves:

• coordinating with business development division to identify, review, and pursue business opportunities.
• leading proposal teams
• writing proposals to win work and presenting proposals to potential clients.
• establishing and maintaining contacts with current sponsors to obtain continuation and expansion of contracts.
• participating in networking activities (e.g., professional luncheons or conferences, active participation in professional or sponsor associations)
• contributing to the maintenance and expansion of HumRRO's client base.

Candidates should be willing to work on a variety of types of tasks and projects across our lines of business and possess a desire to learn and develop inventive methods that respond to client needs.

The position is at a HumRRO office in one of the following cities: Alexandria, VA; Louisville, KY; Monterey, CA; or Minneapolis, MN.

Requirements and Qualifications

• Master's degree in I-O Psychology, Educational Measurement/Research, or closely related field required, PhD preferred
• Ten plus years of post-degree work experience
• Experience as the formal supervisor of a group or team is strongly preferred
• Willingness and interest to work on a variety of projects and tasks across our lines of business.
• Demonstrated ability to communicate orally and in writing.
• Demonstrated ability to plan, prioritize, and manage own work and the work of others.
• Demonstrated ability to work independently as a member or leader of a team.
• Demonstrated commitment to meeting high standards for product and service quality.
• Desire to learn and develop inventive methods that respond to client needs.
• Strong interpersonal and communication skills to establish and maintain effective relationships with team members and clients.

All qualified applications will receive consideration without regard to race, color, religion, sex, national origin, age, marital status, sexual orientation, gender identity, veteran status, medical condition, or disability. EEO/AA Employer/Vet/Disabled.

Psychology Student Trainee 

DHS - US Secret Service

How to Apply:

Visit USA Jobs to see the full details of the posting and apply: https://www.usajobs.gov/job/779653800

Open & Close Dates: 03/05/2024 to 03/11/2024

About the Job:

• Pay Scale & grade: GS 05 – 09
  
• Salary: $45,146 - $88,926 per year
• Work schedule: Multiple Schedules - Full-Time/Part-Time
• Location: Washington, DC

The selectee will serve as a Student Trainee (Psychology) in the Office of Human Resources, Human Resources Research and Assessment Division. 

Typical work assignments include:

• Assisting with portions of research or practical projects (i.e. individual segments of a larger project); and helping to address problems in human resource management and development.
• Assisting with survey planning and design to designed populations; conducting studies to determine the predictive effectiveness of existing test for specific occupations. 
• Assisting senior members in tasks of limited scope and complexity related to the development and validation of special-purpose test and related instruments for application to specific and general examining needs. 
• Assisting with data collection to support human capital research efforts.

More than one selection may be made from this announcement if additional identical vacancies in the same title, series, grade and unit occur.

GS-15 Supervisory Personnel Psychologist

U.S. Secret Service

How to Apply:

Open & Close Dates: 02/12/2024 to 02/26/2024

To see the full details of the posting and to apply, visit USA Jobs: https://www.usajobs.gov/job/776079200

About the Job:

Joining the Secret Service, Office of Human Resources, Human Resources Research and Assessment Division will allow you to oversee the research, development, implementation, maintenance and safeguarding of effective human capital tools for personnel assessment (entry-level and promotional), career/talent development, metrics and organizational effectiveness to support the talent management of a superior law enforcement workforce.

The selectee will serve as a Supervisory Personnel Psychologist in the Office of Human Resources, Human Resources Research and Assessment Division. Typical work assignments include:

• Identifying, planning, developing, and organizing human capital research and planning activities, concepts, tools, and resources used in the recruitment, selection, and promotion of employees. Defining strategies, sets policies, and implements best-practices within the field of Industrial/Organizational Psychology and related fields.
• Developing, recommending, and utilizing state-of-the art psychometrically sound assessment tools to evaluate the requisite knowledge, skills, abilities, and other job-related characteristics of candidates for law enforcement and administrative, technical, and professional positions. Making authoritative determinations based upon these expert evaluations and providing information to senior-level stakeholders. 
• Serving as an authority and expert on the interpretation of program policies, regulations, guides, standards, and priorities to assure coordinated program efforts and the interchange of information is consistent and transparent to all stakeholders.
• Evaluating the effectiveness and efficiency of programs by reviewing the accomplishments as a metric in measuring the extent of achievement goals and objectives and in evaluating the effectiveness of methods, techniques, and best practices.

Apply for this exciting opportunity to impact the Secret Service mission by strengthening its ability to recruit, develop and retain a highly specialized and dedicated workforce to fulfill mission critical requirements.  This Supervisory Personnel Research Psychologist position starts at a salary of $163,964 (GS-15 step 01), with potential to $191,900 (GS-15 step 10).

For questions, please contact Jasmine Snyder (jasmine.snyder@usss.dhs.gov).

Supervisory Personnel Research Psychologist

U.S. Office of Personnel Management

How to Apply:

For a full description and to apply, visit:  https://www.usajobs.gov/job/775459900.

Note: Individuals eligible to apply under merit promotion procedures may apply here: https://www.usajobs.gov/job/775460100.

Are you an Industrial/Organizational Psychologist interested in supervising other I/O Psychologists delivering assessments to Federal agencies? We seek two supervisors, who will manage highly specialized staff developing and delivering high quality selection or development assessments in a consultative, reimbursable environment. 

Position 1) Major duties for the Hiring Assessment - Professional and Administrative (HAPA) Supervisory Personnel Research Psychologist position include, for example:

·  Direct a highly specialized staff and serve as a principal advisor on matters pertaining to research and assessment for selection and promotion assessments such as biographical data, job knowledge, situational judgment, work sample, and writing assessments and related assessment services such as occupational analyses and assessment strategy design.

·  Manage the reimbursable business to ensure the delivery of high-quality assessments and achieve full cost recovery including generating new business, maintaining customer relations, and managing the group's budget.

·  Consult with individuals across OPM on topics related to assessment content and advise agencies and internal senior management on implementing assessment strategies.

·  Plan and direct reimbursable research, analysis, and evaluation in human resources management, industrial/organizational and/or applied social psychology and develop proposals for assessment strategies, occupational analyses, and selection and promotion assessments to address specific agency needs.

·  Oversee research studies and conduct data analyses to evaluate the effectiveness of assessment tools and processes.

·  Oversee the development and maintenance of innovative internet-based assessment tools, including designing and coordinating job analysis studies, creating test content, developing scoring and weighting protocols, and creating technical documentation related to activities.

·  Oversee the development and administration of assessment strategies, occupational analyses, and selection and promotion assessments.

 

Position 2) Major duties for the Leadership and Employee Development Assessment (LEDA) Supervisory Personnel Research Psychologist position include, for example:

·  Direct a highly specialized staff and serve as the principal advisor on matters pertaining to research, assessment, developmental feedback for leadership, and workforce assessments such as leadership personality and potential assessments, multi-source assessments, and competency gap assessments.

·  Manage the reimbursable business to ensure the delivery of high-quality assessments and achieve full cost recovery including generating new business, maintaining customer relations, and managing the group's budget.

·  Consult with individuals across OPM on topics related to leadership and workforce development assessments and advise agencies and internal senior management on implementing assessment strategies.

·  Plan and direct reimbursable research, analysis, and evaluation in human resources management, industrial/organizational and/or applied social psychology and develop proposals for developmental leadership and employee assessments, and competency gap assessments to address specific agency needs.

·  Oversee the development and administration of leadership assessments, gap assessments, and collection of raw data for analysis.