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  • 06/26/2024 3:57 PM | Anonymous

    Program Manager II (Assessments)

    Navy Federal Credit Union

    How to Apply:

    To apply, visit:

    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


    • 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.

  • 04/02/2024 5:01 PM | Anonymous

    Manager, Talent Assessment, Performance, & Planning

    Marriott International

    How to Apply:

    To apply, visit:

    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.


    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).


    • 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.



    • 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

  • 03/20/2024 8:17 AM | Anonymous

    I-O Psychologist/Psychometrician: Research Manager

    Human Resources Research Organization (HumRRO)

    How to Apply:

    To apply, visit:

    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.

  • 03/07/2024 4:11 PM | Anonymous

    Psychology Student Trainee 

    DHS - US Secret Service

    How to Apply:

    Visit USA Jobs to see the full details of the posting and apply:

    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.

  • 02/13/2024 5:11 PM | Anonymous

    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:

    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 (

  • 02/09/2024 4:37 PM | Anonymous

    Supervisory Personnel Research Psychologist

    U.S. Office of Personnel Management

    How to Apply:

    For a full description and to apply, visit:

    Note: Individuals eligible to apply under merit promotion procedures may apply here:

    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.

  • 02/08/2024 4:18 PM | Anonymous

    Personnel Research Psychologist

    U.S. Customs and Border Protection (CBP)

    How to Apply:

    For Current Federal employees (GS-0180-14), visit: no later than February 13.

    For all other applicants (GS-0180-14), visit: no later than February 13.

    About the Job:

    U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD) has one opening for a Senior Personnel Research Psychologist. PRAD seeks interested and eligible employees at the GS-14 level.   The position is non-supervisory and is eligible for telework in the following locations:  Washington, DC, Indianapolis, Indiana, and Bloomington, Minnesota.  Applications will be accepted from Tuesday, February 7 to Tuesday, February 13, 2024.

    The Personnel Research and Assessment Division is a team of Industrial-Organizational Psychologists leveraging expertise in human capital strategies and applied research to make a difference in the safety and security of our Nation. 

    For this position, we are seeking candidates who have a strong interest in employee engagement and organizational development work.  Selected applicants will be responsible for enhancing organization effectiveness through organizational development and conducting research to support national initiatives.

    Primary Duties include:

    For this position, we are seeking candidates who have a strong interest in employee engagement and organizational development work.  Selected applicants will be responsible for enhancing organization effectiveness through organizational development and conducting research to support national initiatives. Typical work assignments, include but are not limited to:

    • Planning and conducting job analysis studies, the results of which serve as the foundation for a variety of human resources programs including development of tests and assessments for frontline hiring and career paths for employee development.
    • Applying behavioral science theories to improve employee morale, engagement, and organizational performance and efficiency, to include developing and conducting culture and climate assessments, creating engagement tools and resources, and working with offices across CBP to identify and conduct organizational interventions.
    • Applying the knowledge base and scientific methods of psychology to critical human capital issues to include talent acquisition, succession planning, retention, employee motivation, and occupational skills gaps.
    • Designing and implementing surveys to support data driven decision-making around human capital issues or to enable program evaluation.
    • Participating in all phases of the research process, including problem definition, planning, execution, statistical analysis and interpretation, and reporting of results. Preparing and presenting briefing materials that communicate technical information to non-technical audiences of all levels; documenting applied research study methods and results in technical reports.

    If you know of any good candidates for these positions, please pass this information along. For questions, please contact Kathy Stewart ( or Choni Gurira (

  • 01/31/2024 8:20 AM | Anonymous

    Research Psychologist (Leader)

    Army Research Institute

    How to Apply:

    For a full description and to apply, visit:  

    About the Job:

    Serve as Research Psychologist and Team Leader with specialized responsibility for independently conceiving, planning, designing, conducting, and managing a broad research portfolio.

    Primary Duties include:

    • Prepare original research program plans/major program of research to include resource requirements.
    • Define and articulate research projects in project plans and/or contractual documents.
    • Lead team to collect and analyze research data to accomplish the objectives of his or her research portfolio.
    • Provide technical guidance and leadership to assigned research scientists.
    • Responsible for the relevancy and scientific adequacy of plans and for the organization of research findings, results and recommendations into briefings, professional papers, and for use and/or implementation of results.
    • Plan and conduct briefings to Army leaders and other organizations concerning ARI, highlighting team's activities and research findings.
    • Prepare federal contract specification and evaluates contractor bids for technical adequacy and efficiency.
    • Monitor progress and evaluate performance, contribution, and quality on contracts supporting the team.


    Conditions of Employment

    • Appointment may be subject to a suitability or fitness determination, as determined by a completed background investigation.
    • Must be able to obtain and maintain a Secret security clearance for duration of employment.
    • Incumbent may be required to travel up to, but not limited to 20% of time, sometimes on short notice.
    • The employee must obtain and maintain a COR appointment(s) from the ARI approved contracting agents.


    Who May Apply: US Citizens

    In order to qualify, you must meet the education and experience requirements described below. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student; social). You will receive credit for all qualifying experience, including volunteer experience. Your resume must clearly describe your relevant experience; if qualifying based on education, your transcripts will be required as part of your application. Additional information about transcripts is in this document.

    Basic Requirement for Research Psychologist (Leader):

    Bachelor's degree (or higher degree) with a major or equivalent in psychology.

    In addition to meeting the basic requirement above, to qualify for this position you must also meet the qualification requirements listed below:

    Specialized Experience: 
    One year of specialized experience which includes managing a research team to include experience planning, designing, conducting, and/or managing human subjects research projects; performing statistical analyses; experience in assessment development, validation (e.g., concurrent and predictive) and psychometric analyses (e.g., IRT and CTT); and any other research associated with innovative test and item design; and providing guidance/leadership to research scientists in the behavioral and social sciences domain of optimizing operational readiness, adapting to evolving and intelligent technologies, and/or rapid technology deployment. This definition of specialized experience is typical of work performed at the next lower grade/level position in the federal service (DB-03/GS-13).

    Some federal jobs allow you to substitute your education for the required experience in order to qualify. For this job, you must meet the qualification requirement using experience alone--no substitution of education for experience is permitted.

  • 01/19/2024 4:44 PM | Anonymous

    Personnel Research Psychologist Student Intern (multiple positions)

    U.S. Office of Personnel Management

    How to Apply:

    For a full description and to apply, visit: no later than February 5, 2024.

    About the Job:

    Are you a graduate student interested in working with senior industrial/organizational psychologists to deliver employment and organizational assessment services to Federal agencies?  You could be part of a team working to develop, implement, and evaluate assessment tools for selection or promotion; develop and administer surveys; analyze data using SPSS, Excel, or R; write technical reports; conduct job analysis/competency modeling or gap analysis and/or program evaluation.

    Webinar Opportunity:

    OPM will be hosting three webinars to provide additional information about our organization and the kinds of projects our psychologists complete.  Webinars are currently scheduled on January 24, 2024 from 4:00-5:00 PM Eastern Standard Time, January 25, 2024 from 10:00-11:00 AM Eastern Standard Time, and January 30, 2024 from 4:00-5:00 PM Eastern Standard Time.  If you would like to attend a webinar, please send an email to

  • 01/09/2024 6:50 PM | Anonymous

    Personnel Psychologist (Industrial and Organizational Psychologist)


    How to Apply:

    Interested candidates can apply at the following link:

    About the Job

    This position is located in the Employment Litigation Section. As the Personnel Psychologist (Industrial and Organizational Psychologist), you will provide expertise and in-house consultation to assist ELS managers, attorneys, and paralegals on projects related to the Section's pattern-or-practice investigations and cases under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e, et seq.

    Primary Duties include:

    The incumbent will serve as a Personnel Psychologist (Industrial and Organizational Psychologist). Duties include, but are not limited to:

    • Assists ELS attorneys and managers in evaluating matters for potential litigation by reviewing and evaluating job analyses, test development reports, validation reports, data, and other information produced in investigations to determine whether the materials provided meet professional standards and whether selection devices or other employment practice are valid, using content, construct, criterion-related and validity generalization strategies.
    • Assists in preparing and assessing settlement proposals and in monitoring compliance with consent decrees by analyzing applicant, hiring, promotion, testing, or other data and by developing and/or evaluating potentially less discriminatory alternative employment practices.
    • Produces written and oral reports of analyses and issues relating to disparate impact and validation of selection devices in formats and language understandable to laypersons (managers, attorneys, and paralegals).
    • On receipt of applicant, hiring, promotion, testing and/or other selection data in investigations, creates, merges, and verifies electronic databases.
    • Performs statistical analyses, including regression analyses, of applicant, hiring, promotion, testing, and/or other selection data received in investigations to determine whether the use of selection devices or practices results in disparate impact and whether there are statistically significant disparities that may constitute evidence of a pattern-or-practice of intentional discrimination.
    • Consults with managers and attorneys regarding statistical and validation issues arising in ELS cases in litigation; assists attorneys in preparing written discovery requests, preparing for depositions of opposing experts, and preparing ELS experts for deposition and trial testimony; may act as part of litigation team to assist attorneys in communicating with expert witnesses regarding technical issues involved in preparing expert reports.
    • Researches and summarizes professional literature and legal authorities relevant to issues of employment testing and use of artificial intelligence in selection procedures, and maintains liaison with officials of federal agencies, public and private institutions, and other organizations involved in the development and analysis of employment selection devices to keep abreast of current practice in the field.
    • Assists in developing and conducting training for attorneys and paralegals regarding the evaluation (including the use of statistics in such evaluation) of the validity of selection devices and other employment practices using content, construct, criterion-related, and validity generalization strategies.
    • Consults with and advises managers, attorneys, and other professional staff regarding the review, evaluation, and development of employer workplace policies and procedures, particularly antidiscrimination, anti-harassment, and inclusion policies and programs.


    Conditions of Employment

    • Must be a U.S. Citizen.
    • Males born after 12-31-59 must be registered or exempt from Selective Service (see
    • DOJ uses E-Verify, an internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities, by visiting
    • You may be required to complete a pre-employment security screening to initiate your background investigation, which includes a drug screening. Continued employment is contingent upon successful completion and adjudication of your investigation.
    • May be required to successfully complete a one-year probationary period.
    • Only experience obtained by the closing date of this announcement will be considered.
    • DOJ's Residency Requirement applies to all DOJ applicants whose job location is within the U.S. In addition, for a total of three years (not necessarily consecutive years) of the five years immediately prior to applying for a position, the applicant must have: 1) resided in the U.S.; 2) worked for the U.S. overseas in a Federal or military capacity; or, 3) been a dependent of a Federal or military employee serving overseas.


    Specialized Experience Requirements

    To qualify for a position as a Personnel Psychologist in the GS-180 series:

    You must have successfully completed a 4-year course of study leading to a bachelor's degree with a major or equivalent in Psychology.

    In addition, in order to qualify for a Personnel Psychologist, GS-0180, at the GS-14 you must meet the Specialized Experience requirement.

    Specialized experience for the GS-14: You must have one year of experience at the GS-13 level in Federal service, or equivalent experience in the public and/or private sector, directly related to the position that has equipped the candidate with the particular experience to successfully perform the duties of the position. Specialized experience for this position is defined as:

    - Experience in the Industrial/Organizational Psychology principles relevant to employee selection (examples are working on job analysis design, employee testing, or other methods of employee assessment)
    - Experience in statistical analyses relevant to employee selection procedures and validation studies

    In order to be rated as qualified for this position, we must be able to determine that you meet the specialized experience requirement - please be sure to include this information in your resume. To be creditable, this experience must have been equivalent in difficulty and complexity to the next lower grade of the position to be filled. Specialized experience is defined as experience that has equipped the applicant with the particular knowledge, skills and abilities to perform successfully the duties of the position and is typically in or related to the work of the position to be filled.

    Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

    All qualifications and education requirements (if applicable), must be met by the closing date of this announcement and clearly documented in your resume.

    YOUR RESUME MUST support your responses to the online questionnaire and provide specific details as to how your experience meets the specialized experience as described in the vacancy announcement. If you are using experience to meet all or part of the qualification requirements, please ensure that your resume includes the month and year that you began and ended each position held or that position will not be credited toward meeting the specialized experience requirement. Part-time employment will be prorated in crediting experience. Failure to provide details will result in an ineligible rating. Your latest resume submitted for this vacancy announcement will be used to determine qualifications and supersedes previous submissions.


    This position has a positive education requirement. Please review the Qualifications section of this position to review education requirements. You may also review education requirements of this position by Psychology Series 0180 If the link does not work, copy and paste the following URL: Psychology Series 0180 (

    You must submit an official transcript, unofficial transcript, or a list including courses, grades earned, completion dates, and quarter and/or semester hours earned, degree earned and confer dates.

    If you are relying on your education to meet qualification requirements, please see the statements below.
    You will need to submit an official transcript, unofficial transcript, or a list including courses, grades earned, completion dates, and quarter and/or semester hours earned, degree earned and confer dates. Failure to provide this documentation will result in objection to your qualifications, and removal from consideration. You will be required to submit your official college transcript if you are selected.

    All academic degrees and coursework must be completed at a college or university that has obtained accreditation or pre-accreditation status from an accrediting body
    recognized by the
    U.S. Department of Education. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Click here to check accreditation.

    Foreign Education: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show that the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. For more information about this requirement, please visit the U.S. Department of Education website for Foreign Education Evaluation.

    All documentation must be in English or include an English translation.

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