Job Listings


Post your job openings on this site! Enter your job announcement into the body of an email message and send it to
<< First  < Prev   1   2   3   4   5   ...   Next >  Last >> 
  • 12/26/2021 1:17 PM | Anonymous

    Emergency Services Consulting International (ESCI), Human Capital Division

    How to Apply: Interested candidates must submit a cover letter and résumé to

    About the Organization:

     ESCI specializes in selection, promotion, and training for public safety clients and is seeking a punctual, organized and enthusiastic individual to serve as a Test Proctor.  As the consulting arm of the International Association of Fire Chiefs, Emergency Services Consulting International (ESCI) has reliably met the needs of emergency services agencies for over 40 years and is a national leader in fire, EMS, communications and law enforcement consulting.  Find out more about ESCI at

     Position Overview:

    Test Proctors will support ESCI clients, consultants and project teams.  All on-site work will follow current CDC social distancing guidelines.  Primary responsibilities may include, but are not limited to:

    • Assists with the protection of secure, highly confidential test materials
    • Monitors candidates as they take multiple choice exam
    • Distributes and collects multiple choice exams and answer sheets
    • Assists in clarifying test instructions for candidates, when appropriate
    • Scores multiple choice exams (training provided)
    • Collects test materials at end of testing period
    • Assists with Assessment Center administration
    • Monitors candidates as they prepare for Assessment Center Exercises
    • Proctors video test administration (training provided)
    • Maintains logs and testing files
    • Interacts with clients

     This position will require weekend work.

     Job Requirements:


    • Reliable, approachable, and punctual
    • Ability to work well and communicate with others
    • Reliable transportation


    • Master’s Degree or currently enrolled in a graduate degree program in I/O Psychology or related field (Organization Behavior, Human Resource Management)
  • 12/26/2021 1:17 PM | Anonymous

    Emergency Services Consulting International (ESCI), Human Capital Division

    Location: Chantilly, VA

    How to Apply: Interested candidates must submit a cover letter and résumé to

    About the Organization:

    As the consulting arm of the International Association of Fire Chiefs, Emergency Services Consulting International (ESCI) has reliably met the needs of emergency services agencies for over 40 years and is a national leader in fire, EMS, communications and law enforcement consulting. Find out more about ESCI at

    The ESCI-Human Capital Division specializes in selection, promotion, and training for public safety clients and is seeking a punctual, organized and enthusiastic individual for an I/O Associate position. The Human Capital Division is based out of Chantilly, Virginia.

    Position Overview:

    As an I/O Associate, you will partner on the development and implementation of human capital projects, including selection and training.
    Primary responsibilities may include, but are not limited to:
    • Conduct research
    • Conduct job analysis interviews and observations
    • Develop surveys
    • Develop selection measures (assessment centers, multiple-choice exams, interviews, video-based testing, situational judgment tests)
    • Administer assessment center exercises
    • Develop training programs
    • Conduct and lead training
    • Process and analyze data using a variety of data analysis tools including Microsoft Excel and SPSS
    • Produce reports/materials for client deliverables
    • Assist with community meetings and strategic planning workshops

    This role will work independently on a number of projects as well as cooperatively with senior consultants and project managers.

     Job Requirements:

    • Ph.D. or Master’s Degree in I/O Psychology or related field (Leadership, Organization Behavior, Human Resource Management)
    • Strong quantitative skills required, including experience with SPSS, other statistical packages
    • Ability to create complex documents in Microsoft Word, Excel, and PowerPoint
    • Excellent organizational and administrative skills, strong attention to detail
    • Strong oral and written communication skills, including experience in technical writing
    • Strong interpersonal skills
    • Knowledge of basic consulting principles
    • Ability to meet multiple demands and deadlines
    • Ability to work in a fast-paced environment
    • Ability to work well and communicate with others within the organization
    • Must have reliable transportation
    Salary and Benefits:
    • Salary is negotiable and commensurate with experience.
    • ESCI offers a competitive benefits package, including health, dental, disability, paid-time off, 401K, and other employee benefits.
  • 12/26/2021 12:59 PM | Anonymous


    Location: Washington, DC area preferred / Remote may be considered

    How to Apply: Please apply online at

    PDRI, an SHL company, is currently looking for experienced Industrial/Organizational Psychologists to join our fast-paced consulting organization.

    PDRI is a premier talent management consulting firm with a 45-plus year history of designing, developing, and implementing customized and innovative solutions to meet complex, sensitive, and unique challenges.

    We are seeking experienced Industrial/Organizational Psychologists to lead complex projects and guide, develop and mentor staff performing work on projects. Selected candidates will lead project teams both in developing/implementing custom solutions to meet client needs, and in designing and developing innovative assessment products for the Federal government market.  The role will entail substantial direct client interaction. 

    PDRI offers its employees challenging and engaging work, outstanding career growth opportunities, a competitive salary and benefits, generous bonus programs, 401K with matching contributions, a flexible work environment, and opportunities for professional development. 

    Typical client engagements include:

    • Developing, validating, and implementing assessment tools and processes
    • Developing and implementing performance management strategies
    • Developing and implementing career management and skill-building programs
    • Creating and validating competency models
    The role will include serving as a project director, managing both technical and financial aspects of projects in any of the above areas (based on PDRI needs and the experience of the selected candidate).

    The role will require performing hands-on technical work on complex projects. The role will also include business development responsibilities (e.g., proposal preparation).  Strong psychometric skills, particularly in the context of selection assessments, are required. Substantive experience working with U.S. Federal government clients is preferred. Team members have the opportunity to be part of an organization that has a reputation for high-quality, tailored, end-to-end solutions for clients in the public and private sector. 


    • Master’s degree in Industrial/Organizational Psychology or a closely related field required (Ph.D. preferred) 
    •  U.S. citizenship required
    • Demonstrated ability to successfully manage projects and lead staff performing complex projects
    • Strong psychometric and data analysis skills
    • Outstanding critical thinking and writing skills
    • Outstanding client interaction skills
    • Ability to communicate well and make compelling presentations to customers
    • Strong attention to detail
    • Demonstrated ability to design innovative, practical, technically-sound human capital tools, processes and programs
    • Solid knowledge of core Industrial/Organizational Psychology topics such as assessment development, validation, performance management, and competency modeling
    • Flexibility, enthusiasm, and teamwork skills
    • 4 to 10 years of relevant experience preferred
  • 12/09/2021 8:23 PM | Anonymous

    U.S. Merit Systems Protection Board (MSPB)

    Location: Washington, DC

    Grade: ES 00

    Salary Range: $132,552 - $199,300 per year

    Open & closing dates: 11/30/2021 to 12/31/2021

    How to Apply:


    MSPB has a statutory mission to conduct studies on the civil service and report to the President and Congress. As Director of the Office of Policy and Evaluation, you will lead a program of research on Federal human resources policies and practices supporting strong and viable merit systems, review significant actions of the Office of Personnel Management (OPM); support MSPB's review of OPM regulation's, and develop and implement outreach strategies increasing awareness of MSPB's work.


    The duties may include, but are not limited to:
    • Develop and manage the merit systems studies and OPM significant actions review programs.
    • Lead the planning, execution, and issuance of special studies and reviews of merit systems to 1) ensure that the Federal civil service is free from prohibited personnel practices (PPPs) and managed in accordance with the merit system principles (MSPs); 2) identify and examine issues and concerns in the management of Federal merit systems; 3) recommend legislative changes or systemic changes in regulations, polices or procedures; and 4) recommend human capital policies and practices that promote efficient and effective management of the Federal workforce.
    • Review regulations of OPM, in collaboration with the MSPB's Office of General Counsel.
    • Represent MSPB in meetings with high-level officials from other Federal agencies, congressional staff, members of the media, and officials of other nations.
    • Advise the MSPB Chair on controversial or sensitive matters, including emerging policy issues and MSPB's relationships with other Federal agencies.
    • Monitor and manage relationships with other Federal agencies to assure that MSPB can carry out its statutory merit studies and OPM review functions.
    • Support or direct activities related to the internal management of MSPB, such as strategic planning, internal program evaluation, and performance reporting and improvement.
    • Lead, develop, and motivate an independent, collegial professional staff of HR specialists and research psychologists.
    • US Citizenship is required.
    • Selective Service Registration is required for males born after 12/31/1959.
    • Complete an Executive Personnel Financial Disclosure (SF-278).
    • A one-year Senior Executive Service (SES) probationary period may be required.
    • Veterans Preference is not applicable in the SES.
    • Initial appointments are required to serve a 1-year probationary period.
    • Narrative Statements for the Executive Core Qualifications (ECQs) must not exceed 10 pages.
    • Background Investigation required.
    • Federal Employees must be fully vaccinated against COVID-19. If selected, you will be required to submit proof of vaccination or request a religious or reasonable accommodation exception from this requirement.



    As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of senior executive level management capability and directly related to the skills and abilities outlined under ECQs and MTQs listed below. Typically, experience of this nature will have been gained at or above the GS-14/15 grade level in the federal service or its equivalent in the private sector. As such, your resume should demonstrate that you have the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in most SES positions such as:
    • Directing the work of an organizational unit;
    • Ensuring the success of one or more specific major programs or projects;
    • Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance; and
    • Supervising the work of employees; and exercising important policy-making, policy determining, or other executive functions.

    Failure to meet the basic qualification requirement and address all MTQ and ECQs factors will result in your application being disqualified.

    ECQs: The ECQs were designed to assess executive experience and potential not technical expertise. They measure whether an individual has the broad executive skills needed to succeed in a variety of SES positions. All applicants must submit a written narrative to address the ECQs. Your narrative must address each ECQ separately and should contain at least two examples per ECQ describing your experiences and accomplishments/results. The narrative should be clear, concise, and emphasize your level of responsibilities, scope and complexity of programs managed, program accomplishments, policy Initiatives undertaken and the results of your actions. Applicants should not enter "Refer to Resume" to explain your answer.

    The narrative must not exceed 10 pages. NOTE: Current career SES members, former career SES members with reinstatement eligibility, and SES Candidate Development Program graduates who have been certified by OPM do NOT need to address the ECQs.

    1. Leading Change: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. (Competencies: creativity and innovation, external awareness, flexibility, resilience, strategic thinking, vision)

    2. Leading People: This core qualification involves the ability to lead people toward meeting the organizations vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. (Competencies: conflict management, leveraging diversity, developing others, team building)

    3. Results Driven: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high quality results by applying technical knowledge, analyzing problems, and calculating risks. (Competencies: accountability, customer service, decisiveness, entrepreneurship, problem solving, technical credibility)

    4. Business Acumen: This core qualification involves the ability to manage human, financial, and information resources strategically. (Competencies: financial management, human capital management, technology management)

    5. Building Coalitions: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. (Competencies: partnering, political savvy, influencing/negotiating)

    Fundamental Competencies: These competencies are the foundation for success in each of the ECQs: Interpersonal Skills, Oral Communication, Continual Learning, Written Communication, Integrity/Honesty, Public Service Motivation. The Fundamental Competencies are crosscutting; and should be addressed over the course of each ECQ narratives. It is not necessary for you to address the Fundamental Competencies directly as long as the narrative, in its totality, shows mastery of these competencies on the whole.

    Applicants are encouraged to follow the Challenge, Context, Action and Result (C-C-A-R) model outlined in the guide.

    Challenge - Describe a specific problem or goal.

    Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).

    Action - Discuss the specific actions you took to address a challenge.

    Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills.

    Additional information about the SES and ECQs can be found on the OPM's Website. You are strongly encouraged to review OPM's Guide to SES Qualifications for specific examples and guidance on writing effective ECQ narrative statements.

    MTQs: All applicants must submit a written narrative response to the following MTQs. You must address each MTQ separately. Each MTQ narrative must not exceed two (2) pages. Please give examples and explain the complexity of the knowledge possessed and the sensitivity of the issues you handled. NOTE: You must address each MTQ separately. You are required to respond to all MTQs. If you fail to do so, you will be rated as "ineligible".

    1. Experience in leading an organization that (1) conducts empirical research on complex public administration or human resources management issues; or(2) conducts or applies rigorous, evidence-based evaluations of human resources policies or programs.

    2. Knowledge of public administration and management theories, principles, and practices, particularly knowledge of federal personnel law, regulations, policies, and practices.


    This job does not have an education qualification requirement.

    Additional information

    This is a career reserved position and therefore must be filled by a career appointee. Successful applicants are not required to have previous SES career service before applying for this position. The selected candidate's executive and managerial qualifications must be certified by the OPM prior to an initial SES career appointment. This is a position level two with a salary range of $132,552- $199,300 per year. Exceptions to the salary cap may be considered in certain circumstances. SES employees are also eligible to receive bonuses and performance-based awards. Visit ( for additional information and benefits for SES employees.

    Consideration for competitive selection for this position is open to all persons within the area of consideration who meet the basic qualifications. Race, color, age, national origin, gender, sexual orientation, political beliefs, religion, marital or family status, disability, and other non-merit factors will not be considered.

    1. This position is covered under the post-employment restriction of the Ethics in Government Act of 1978 (P.L. 95-521). This law also requires the selectee to file an Executive Personnel Financial Disclosure Report (Standard Form 278), within 30 days of appointment.

    2. Applications sent in U.S. Government postage-paid envelope and submitted through Federal agency courier service will not be considered.

    3. The 1993 Hatch Act Reform Amendments prohibit oral and written political recommendations for Federal jobs.

    4. Male applicants born after December 31, 1959, must be registered with the Selective Service System before they can be employedby an executive agency of the Federal government. This requirement does not apply to agency employees appointed before November 8, 1985.

    5. All application forms are subject to the provisions of the Privacy Act and become the property of MSPB. The MSPB is an Equal Opportunity Employer. MSPB prohibits discrimination in all its programs and activities on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status. (Not all prohibited bases apply to all programs.) Persons with disabilities who require alternative means for communication or program information (Braille, large print, audiotape, etc.) should contact MSPB's TARGET Center at 202-720-2600 (voice and TDD).

    Reasonable Accommodation: This agency provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency at 612-332-3202. The decision on granting reasonable accommodation will be on a case by case basis.

    Effective January 1, 2010, OPM must authorize any employment offers we make to current or former (within the last 5 years) political Schedule A, Schedule C, or Non-career SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you must disclose that to the Human Resources Office.

  • 12/09/2021 7:59 PM | Anonymous

    United States Postal Service

    Location: Washington DC
    Grade: V - 02
    Non-Scheduled Days: Saturday/Sunday
    Hours: 08:00 A.M. to 05:00 P.M.
    Salary Range: 107,940.00 - 126,490.00 USD Annually
    Job Link:*9f2ajn*_ga*ZmFsc2U.*_ga_3NXP3C8S9V*MTYzODI5MjQzNi4xMzIuMC4xNjM4MjkyNDM3LjA.#.
    Job Posting Period: 11/30/2021-1/10/2022

    Functional PurposeGuides data-driven, people-focused decision making for the organization. Partners with key internal stakeholders to transform Human Resources (HR) and organizational data into actionable insights to enable the Postal Service to hire the right talent, manage the overall workforce, and improve workforce efficiency, leading to better outcomes for employees and the organization.

    Duties and Responsibilities

    1. Designs, develops, implements and executes frameworks, strategies, criteria, metrics, guidelines, and processes for evaluating, measuring, and determining effectiveness of HR programs (e.g., training, development) and initiatives utilizing data analytic tools and methods. Incorporates Industrial Organizational Psychology (I-O) frameworks and research methodologies to ensure conclusions drawn from metrics and insights are actionable and accurate in terms of causality and relational implications. Maintains expertise in cutting-edge methodologies, tools and techniques for use in generating actionable insights from HR and business data.

    2. Partners with HR functions to determine function-specific data analytic and insight needs and develop road maps to align with and support HR goals and strategies. Participates in meetings and planning sessions with leadership and key stakeholders to identify opportunities to leverage data to inform and guide strategy and initiatives, define relevant actionable metrics, measure results and evaluate the effectiveness and return-on-investment.

    3. Evaluates metrics to identify impact, trends, and relationships related to the performance and effectiveness of HR programs and initiatives. Collaborates with cross functional data analytic teams to identify, access, store, and aggregate HR and organizational data such as performance, training, and hiring for use in people analytic studies, projects, and assignments.

    4. Conducts quantitative and qualitative analyses and research on people data, business performance data, and other organizational data to identify connections, trends, similarities, and impact on HR programs and initiatives. Makes actionable recommendations and solutions for utilizing data to make decisions. Utilizing data visualization and analyses techniques develops models, presentations and reports to summarize results and present findings and recommendations.

    5. Collaborates with key stakeholders to develop and implement plans to convert analysis into actionable data-driven insights and makes recommendations for HR strategies and initiatives. Utilizes I-O best practices to develop creative and effective tools and resources for use in accessing data and displaying results in a way that is interpretable and actionable for key stakeholders.

    6. Partners with Training and Development teams to plan learning and program evaluation strategies, define metrics for measuring effectiveness and return-on-investment of training and development initiatives, measure and provide insights to inform decision making regarding prioritization of resources for creating, revising and updating training and development programs curriculum and content.

    7. Facilitates discussions with internal customers to design and administer surveys for use in a variety of purposes, such as evaluating program effectiveness, measuring internal customer satisfaction, assessing training needs, gauging the interest of a defined audience in a potential product or service, gauging readiness for change, evaluating the effectiveness of change. Coordinates closely with the Assessment Programs team for survey setup, administration and dashboards and reports to access results.

    8. Conducts organizational climate studies to gather insights on the environment in different departments across the organization. Analyzes climate and engagement survey data to identify trends and correlations between the data sources. Develops recommendations for improving organizational climate and engagement.

    9. Manages a team of professionals responsible for designing relevant business metrics; aggregating, analyzing and gleaning actionable insights from data; and making recommendations to inform HR initiatives and strategies. Supports and develops employees. Delegates and prioritizes work, manages performance and facilitates employee growth and development.


    1. Skill using statistics analysis software such as SPSS to conduct advanced analytics such as regression analysis, factor analysis, parametric and non-parametric significance testing, and multivariate analysis of variance.

    2. Ability to supervise the work performance of staff, which includes scheduling and time and attendance functions, evaluating performance against goals, building effective work relationships, and establishing individual development plans.

    3. Ability to establish partnerships, build buy-in, and nurture relationships with key stakeholders and cross-functional business leaders.

    4. EDUCATION REQUIREMENT: Applicants must possess a Graduate degree in Industrial/Organizational Psychology, Organizational Development, or a degree in a closely related field, which included a focus on data analysis, program evaluation, and survey development methods and techniques from a college or university accredited by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.

    5. Ability to design tools and processes for use in measuring program effectiveness and goal achievement, as defined by metrics determined by the business.

    6. Knowledge of research methodologies (e.g., Bayesian model) sufficient to design and develop hypotheses, surveys, evaluation plans, and studies to measure results and draw appropriate conclusions regarding relationships and causality of results.

    7. Ability to use Industrial Organizational psychology principles and techniques to design and develop surveys, organizational climate and engagement studies to gather actionable information and data for use in decision making regarding Human Resources programs and initiatives.

    8. Knowledge of program and learning evaluation models such as Kirkpatrick sufficient to evaluate program effectiveness.

    9. Ability to effectively communicate analyses and research findings associated with technical subject matter to a non-technical audience, through the development of briefings and presentations which incorporate the results of data analysis and informative graphics to convey the story and recommendations.

  • 12/09/2021 7:51 PM | Anonymous

    United States Postal Service

    Location: Washington DC
    Grade: EAS - 25
    Non-Scheduled Days: Saturday/Sunday
    Hours: 08:00 A.M. to 05:00 P.M.
    Salary Range: 97,590.00 - 113,890.00 USD
    Job Link:*9f2ajn*_ga*ZmFsc2U.*_ga_3NXP3C8S9V*MTYzODI5MjQzNi4xMzIuMC4xNjM4MjkyNDM3LjA.#.
    Job Posting Period: 11/30/2021-1/10/2022

    Functional Purpose Leads large complex program evaluation, survey development, and organizational climate projects and studies. Conducts complex quantitative and qualitative analyses on Human Resources (HR) programs and initiatives (e.g., Development, Training, Selection) to transform data into actionable insights to enable the Postal Service to make data driven human capital and talent management decisions.

    Duties and Responsibilities

    1. Leads cross functional meetings with HR stakeholders to identify, define, and translate current and future strategies and initiatives into program evaluation, survey development, data analytic and insights needs and requirements. Develops a plan to design business metrics, identify and gather data, conduct analysis, and develop insights and solutions.

    2. Designs, develops, and executes plans, strategies, and frameworks for identifying, gathering, evaluating and analyzing people and organizational data to determine effectiveness of HR programs (e.g., training, development, selection) and initiatives utilizing established data analytic and visualization tools, techniques and methods.

    3. Provides technical guidance to leadership on effective methods, procedures, tools, and strategies for evaluating the effectiveness of HR programs and initiatives. Applies industrial organizational psychological principles and data analytic methodologies to understand, explain, and resolve organizational problems and challenges.

    4. Develops tools, techniques, methods, and guidelines for designing surveys, climate studies, and evaluating the effectiveness of HR programs. Provides technical guidance to team regarding industry best practices on program evaluation, survey development, organizational climate and engagement studies.

    5. Conducts complex quantitative and qualitative analyses and research to evaluate the effectiveness of HR programs and initiatives utilizing people, business performance, and other organizational data; identifies gaps, trends, deficiencies, and opportunities. Develops data driven insights and actionable solutions.

    6. Develops detailed technical reports and executive summaries utilizing data visualization tools and techniques to summarize data into a visual story for technical and non-technical audiences. Presents actionable recommendations; provides advice and guidance on utilizing data analytics to inform strategy development.

    7. Leads the design and development of organizational wide surveys to capture data for HR programs and initiatives. Utilizes industry best practices in questionnaire and survey development to design questions and rating scales. Leads the analyses of survey data to include organizational wide engagement survey; identifies themes, trends and insights. Develops data driven recommendations on strategies to improve engagement.

    8. Leads long term organizational studies (e.g., climate, on-boarding) to identify areas of opportunities; develops strategies and initiatives to drive change.


    1. Ability to synthesize quantitative and qualitative information into clear, understandable, and actionable insights via data visualizations and other informatic tools.

    2. EDUCATION REQUIREMENT: A graduate degree in Industrial/Organizational Psychology, Organizational Development, or a degree in a closely related field, which included a focus on data analysis, program evaluation, and survey development methods and techniques from an accredited college or university by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.

    3. Ability to lead and conduct large scale surveys, including the survey design, sampling plan, collecting and analyzing the data, and reporting the findings/recommendations.

    4. Ability to effectively communicate analyses and research findings associated with technical subject matter to a non-technical audience, through the development of briefings and presentations which incorporate the results of data analysis and informative graphics to convey the story and recommendations.

    5. Knowledge of professional and legal standards, principles and guidelines related to industrial organization psychology, program evaluation and survey design sufficient to conduct climate and engagement studies and provide advice and guidance to the organization.

    6. Ability to conduct complex analyses sufficient to identify deficiencies, gaps, trends, opportunities and develop actionable solutions.

    7. Ability to perform and apply complex data analyses (e.g., Cluster Analysis, Exploratory and Confirmatory, Structural Equation Modeling) using standard social science statistical analysis packages (e.g., R, SAS, SPSS) sufficient to glean actionable insights from business and employee data.

  • 12/09/2021 7:32 PM | Anonymous

    United States Postal Service

    Location: Washington DC
    Grade: EAS - 23
    Non-Scheduled Days: Saturday/Sunday
    Hours: 08:00 A.M. to 05:00 P.M.
    Salary Range: 81,470.00 - 99,820.00 USD
    Job Link*9f2ajn*_ga*ZmFsc2U.*_ga_3NXP3C8S9V*MTYzODI5MjQzNi4xMzIuMC4xNjM4MjkyNDM3LjA.#
    Job Posting Period: 11/30/2021-1/10/2022

    Functional Purpose:  Serves as a consultant for job architecture and competency model programs. Leads small to medium-scope job analysis studies and restructure projects resulting in the development and refresh of job descriptions, competency models, and related materials.

    Duties and Responsibilities

    1. Leads small to medium-scope job analysis projects. Develops project plans to include identifying resources, developing timelines, deliverables, and methodologies. Conducts job observations, focus groups, and surveys to collect job related information to inform the development and modification of job architecture, assessments, competency models, and training programs.

    2. Develops job analytic surveys utilizing online survey platforms. Analyzes and interprets data to describe jobs and identify trends, opportunities, and training needs. Conducts quantitative and qualitative data analyses, such as descriptive, frequencies, correlations, regressions and factor analysis. Develops recommendations for job architecture, competency models, and related projects. Drafts detailed technical reports to document methodology, validation strategies, and results, incorporating visual data representations such as graphs and charts.

    3. Conducts external research on industry best practices in job architecture to include job evaluation and job design to identify trends, new developments, and methods to improve job evaluation processes. Develops and presents recommendations for updating and enhancing job evaluation processes incorporating best practices.

    4. Leads small to medium-scope organizational review and restructure initiatives and projects to review, create, and/or modify job descriptions. Consults with managers at all levels of the organization to identify job description and requirements needs based on organizational changes. Provides technical guidance to organizational leadership regarding job architecture process and value.

    5. Analyzes job information to define job roles, requirements, and determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation. Evaluates jobs using appropriate methodologies to determine pay grades.

    6. Designs processes, procedures, and guidelines for conducting internal and external salary studies, analysis, and comparisons to ensure internal equity in pricing jobs. Utilizes job evaluation tools and software to document and analyze job salary data and makes recommendations for job grade levels.

    7. Supports the development of organization wide competency models and strategies to maintain and incorporate competencies through talent management processes including job descriptions, selection, assessments, performance management, and development.

    8. Works collaboratively as a member of a team to develop and implement guidelines, processes, and procedures for developing and validating competency models.

    9. Develops recommendations for updating job architecture processes and procedures. Maintains standard operating procedures (SOPs), guidelines, and training materials for job classification and evaluation processes, policies, and methods.


    1. Ability to communicate orally and in writing sufficient to communicate with internal stakeholders and establish rapport with management to ensure technical concepts are conveyed in the appropriate manner for the audience.

    2. EDUCATION REQUIREMENT: Applicants must possess a Graduate Degree in Industrial/Organizational Psychology, Organizational Development, or a degree in a closely related field, which included a focus on job analysis methods and techniques from a college or university accredited by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.

    3. Skill using statistical analysis software such as SPSS to conduct analyses such as correlations, regressions, factor analysis and significance testing.

    4. Ability to design and conduct job analysis studies (including observations, focus groups, surveys) and perform the appropriate data analyses in the development of reliable, valid, and legally defensible job architecture and resulting deliverables including job descriptions, grade levels, career paths, and competency models.

    5. Ability to use professional and legal standards, concepts, principles, and practices regarding job architecture sufficient to objectively evaluate job functions, duties, responsibilities, and requirements to properly classify jobs in accordance with federal regulations and standard job evaluation and classification methodologies.

    6. Ability to conduct research and surveys, including developing study plan, collecting and analyzing data, and reporting results.

    7. 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]) sufficient to identify legal and professional implications for job analytic studies in support of high stakes selection procedures.

  • 11/18/2021 3:28 PM | Anonymous

    Illinois Institute of Technology, Department of Psychology

    Location: Chicago, IL

    The Department of Psychology at Illinois Institute of Technology welcomes nominations and applications for a nationally and internationally prominent scholar to potentially hold an endowed faculty chair at the full or associate professor level. The Nambury S. Raju Endowed Chair was established in 2011 to recognize the contributions of Prof. Raju to the areas of psychometrics and quantitative industrial-organizational psychology. Candidates should possess a doctoral degree in psychology or a related field. Area of specialization is open, and candidates with expertise in quantitative methods and analytics are particularly encouraged to apply. The applicant should have an exceptional record of achievement in publication and teaching and be active in professional organizations. We strongly encourage candidates from diverse and/or underrepresented backgrounds to apply. The holder of the Nambury S. Raju Endowed Chair is expected to maintain an active program of research, publish research in top-tier journals, actively seek external research funding, engage in multidisciplinary collaboration with scientists and practitioners, and be committed to both undergraduate and graduate education.

    The Department of Psychology offers undergraduate degrees in Psychological Science, Behavioral Health and Wellness, and Applied Analytics, as well as three scientist-practitioner graduate programs, in Clinical Psychology, I-O Psychology, and Rehabilitation and Mental Health Counseling. Faculty and students work in a collaborative atmosphere both within and between programs. More information on the Department of Psychology can be found at Illinois Institute of Technology is located in the vibrant city of Chicago, with a wide range of opportunities for research and consulting.

    Nominations should be sent to Dr. Scott B. Morris at Applicants should send of letter of interest that includes a statement of research and teaching interests, particularly highlighting areas showing a commitment to diversity, and curriculum vitae. Subsequently, persons selected for further consideration will be required to identify at least three references and reprints may be requested. Send applications to, or alternatively mail to Psychology Search Committee, 3424 South State Street, Tech Central room 201, Chicago, IL 60616. For questions regarding the position, please contact Dr. Scott B. Morris at or 312-567-5932. Review of candidates will begin immediately, and continue until the position is filled. Illinois Institute of Technology is an Equal Opportunity/Affirmative Action employer and is dedicated to recruiting a diverse faculty and student community. We welcome all qualified applicants to apply, including women, minorities, Veterans, and individuals with disabilities.

  • 11/15/2021 12:27 PM | Anonymous

    Office of the Comptroller of the Currency

    Location: Remote

    How to Apply: Qualified applicants should submit a statement of interest and resume to

    The Office of the Comptroller of the Currency (OCC), an independent branch of the U.S. Department of the Treasury, charters, regulates, and supervises all national banks and federal savings associations as well as federal branches and agencies of foreign banks. Our mission is to ensure that national banks and federal savings associations operate in a safe and sound manner, provide fair access to financial services, treat customers fairly, and comply with applicable laws and regulations.

    OCC is seeking an unpaid Industrial-Organizational Psychology Intern to work between 8-10 hours/week for a 3-month period during the Spring Semester of 2022. The internship will be virtual to ensure the safety of the intern and OCC staff. That means that intern will be working from their remote location and will receive an OCC-issued laptop to complete project work. The virtual internship will provide various learning and networking opportunities intended to help the selected intern enhance skills and build lasting professional connections.


    • The I-O Psychology Intern will work as part of a team with experienced Personnel Psychologists on one or more projects, with responsibilities that may include:
    • Assisting in creating structured interview content and behaviorally anchored rating scales (BARS)
    • Developing occupational questionnaire items with customized rating scales
    • Aligning occupational questionnaire content to competencies
    • Working collaboratively on training and informational materials geared toward educating federal hiring managers and Human Resources Specialists on personnel selection issues
    • Contributing to job analysis/competency modeling projects


    • Enrolled in an I/O Psychology master’s or doctoral program
    • Attention to detail and commitment to accuracy when writing/reviewing written content
    • Fundamental understanding of job analysis
    • Fundamental understanding of competency modeling
    • Proficiency with the Microsoft Office Suite or the equivalent (word processing, spreadsheets)

    All Applicants will receive consideration for employment without discrimination on the basis of race, color, religion, sex, gender, gender identity/expression, sexual orientation, national origin, protected veteran status, or disability.

  • 11/15/2021 10:42 AM | Anonymous

    U.S. Office of Personnel Management

    Location: Washington, DC; Kansas City, MO

    Grade: GS-12/13

    Salary Range: The salary range for this announcement reflects Kansas City, MO GS-12/1 @ $78,277 to highest GS-13/10 Washington, DC @ $134,798

    Open & closing dates: 11/10/2021 to 11/19/2021

    How to Apply:

    About the Job

    Are you an Industrial/Organizational psychologist with selection expertise? If selected, you may develop, implement, and evaluate selection or promotion assessments; conduct data analysis; write technical reports; or conduct job analysis. Additional selections may be made for psychologists with individual or organizational assessment expertise.

    The positions are in OPM’s HR Solutions, Assessment & Evaluation Branch (AEB). AEB provides assessment services on a reimbursable basis to other Federal agencies and offers a fast-paced environment where your duties and responsibilities will involve interacting with other psychologists, HR Specialists, and program managers across offices within and external to AEB.

    Typical duties include, but are not limited to:

    • Lead and/or participate on projects to develop and/or contract for innovative assessment tools.
    • Conduct Governmentwide and/or agency-specific job analyses.
    • Develop and implement competency models and hiring/promotional assessments.
    • Establish project objectives, activities, timelines, budgets, and staffing plans.
    • Advise agencies and internal senior management on implementing assessment strategies.
    Key Requirements
    • U.S. Citizen or National
    • Suitable for Federal employment, determined by a background investigation
    • Males born after 12-31-59 must be registered for Selective Service
    • Relevant experience (see Qualifications below)
    • Must complete initial online questionnaire and additional assessments


    Basic Education Requirement: All applicants must have successfully completed a full 4-year course of study in an accredited or pre-accredited academic institution leading to a bachelor's or higher degree with a major or equivalent in psychology to receive further consideration. 

    To qualify for the GS-12 position, which is the least senior position, you must have completed all requirements for a Ph.D. (or equivalent) in Industrial/Organizational (I/O) Psychology or related field (e.g., applied, social, or applied social psychology, or organizational development); OR Completed 1 full year (52 weeks) of specialized experience equivalent in difficulty and complexity to the Federal GS-11 grade or pay band in the Federal service performing I/O Psychology duties (i.e., leading/managing part of a project or working on projects involving conducting job analyses, performing statistical analyses and developing tests/assessment tools consistent with professional and legal requirements (e.g., Uniform Guidelines on Employee Selection Procedures); and using knowledge of the principles, theories, and methods of I/O psychology or related field (e.g., applied social psychology, applied research/evaluation) to develop practical solutions to assessment problems, including experience with assessment development and validation methods; and knowledge of statistics and experience using a major statistical analysis package (e.g., SPSS, SAS, R); and planning and monitoring project budgets including experience monitoring budgets and managing resources to ensure delivery within budgeted amounts). An equivalent combination of education and experience may also be used to qualify for the GS-12 grade level.  Please see the job opportunity announcement for the specific qualification requirements for GS-13 grade level.

<< First  < Prev   1   2   3   4   5   ...   Next >  Last >> 

2021 © PTCMW

Powered by Wild Apricot Membership Software