INDUSTRIAL PSYCHOLOGIST II

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 Linkhttps://wp1-ext.usps.gov/sap/bc/webdynpro/sap/hrrcf_a_posting_apply?PARAM=cG9zdF9pbnN0X2d1aWQ9MDA1MDU2QUU2MjVGMUVFQzkzRjU3QTYxREQ0QUI4NjQmY2FuZF90eXBlPUVYVA%3d%3d&sap-theme=Custom_tradeshow_2&sap-client=010&sap-language=EN&_gl=1*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.

Requirements

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.

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