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  • 11/09/2022 7:29 AM | Anonymous

    U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD)

    How to apply: 

    Current Federal employees (GS-0180-12/13):

    Current Federal employees (GS-0180-14)

    All other applicants (GS-0180-12/13)

    About the Organization:

    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.  

    About the Position:

    U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD) has 2 openings for a Personnel Research Psychologist. PRAD seeks interested and eligible employees at the GS-12, GS-13, or GS-14 levels.   All positions are non-supervisory and have promotion potential to the GS-14.  These positions are eligible for remote work, anywhere in the United States.  Applications will be accepted from Monday, November 7 to Monday, November 21, 2022 for the first 100 applicants.

    Selected applicants will be responsible for designing, developing, and validating tests and other assessment instruments for use within CBP, 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.
    • Leading the development of innovative assessment tools in support of multiple-hurdle selection processes and conducting validity studies to determine the predictive effectiveness of new and existing assessments for specific occupations. Using classical test theory and item response theory to develop assessments, including computer adaptive tests.
    • 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.
  • 10/23/2022 7:18 PM | Anonymous

    United States Postal Service

    How to apply:

    You can apply here.

    About the position:

    Serves as the technical expert for job architecture and competency development programs. Leads large complex job analysis studies and projects designed to identify large scale organizational needs and inform talent management strategies. Leverages professional knowledge and experience provide technical guidance regarding job analysis and competency development to team members and consult with business owners and managers at all levels of the organization.


    1. Consults with stakeholders to identify organizational goals and strategies regarding competency models and job architecture. Collaborates with internal stakeholders on initiatives and projects designed to develop competency models and job architecture frameworks. Provides technical advice and program guidance to organizational leadership regarding effective methods, procedures, instruments, and strategies to develop competency models, interview guides, and job architecture.

    2. Leads large complex job analysis studies and project teams by developing and implementing strategies and project plans to conduct observations, focus groups, interviews, and surveys to identify and evaluate work requirements, tasks, duties, and responsibilities. Designs, develops, and administers job analytic surveys to capture necessary data to inform the development and validation of competency models, job descriptions, selection processes, training, performance management and succession planning strategies. Develops deliverables resulting from job analytic studies, including job descriptions, competency models, and interview guides.
    3. Conducts quantitative and qualitative data analysis for job analysis, competency modeling, and other projects. Analyzes job analysis survey data to describe and understand job responsibilities and requirements by running descriptive, frequencies, correlations, regressions and factor analysis. Generates graphs and charts to display the data visually. Documents results in presentations and detailed technical reports. Ensures adherence to applicable professional standards, principles and guidelines.

    4. Conducts external research on industry best practices in competency modeling, job analysis, and job architecture to identify trends, technology enhancements, and methodologies. Develops recommendations for processes, policies, guidelines, and practices for incorporating competency models throughout the employee life cycle, including hiring, development, and performance management and evaluation. Shares technical knowledge (e.g., methodological, statistical, psychometric), and professional development support (e.g., coaching, mentoring) to teammates.
    5. Develops, implements and maintains job architecture guidelines, methods, and procedures to ensure the accurate creation and modification of job descriptions and related materials. Develops the framework, methodology and process for career path analysis and modeling, to inform talent management strategies and evaluate effectiveness of talent management programs and initiatives.
    6. Leads the design of best in class job evaluation process to include identifying and implementing legally defensible evaluation methodologies. Conducts internal and external salary analysis studies using market data sources (e.g., ERI, Payfactors) to ensure job equity; prepares and documents analysis to inform recommendations for the appropriate job grade level.
    7. Leads large 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.
    8. Develops and facilitates training of job analytic methods and tools and content validation strategies to enable the team to effectively define job roles, requirements, and determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation for new and existing jobs. Provides technical direction, guidance, and training to team members regarding the evaluation of jobs using established methodologies (e.g., point factor, factor comparison, market pricing) to determine pay grades.
    9. Identifies the impact of competency models on talent management tools and programs and organizational performance. Conducts complex analyses related to the development, delivery and reporting of the impact of competency models on job descriptions, performance, and development. Identifies and makes recommendations for opportunities for improvement of talent management strategies, tools and techniques by leveraging competency models and other job analytic data.
    10. Provides written and/or oral testimony, briefings and reports on complex technical and professional issues. Serves as a technical expert and testifies in legal proceedings in the area of I/O Psychology.


    1. 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.

    2. Ability to communicate orally and in writing sufficient to convey a range of complex technical concepts related to competencies, job architecture, policies, and procedures to non-technical audiences.
    3. Ability to provide consultative services sufficient to coordinate and direct activities, processes, and procedures to ensure alignment with strategic business needs while influencing executive project sponsors and stakeholders.
    4. 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.
    5. Ability to facilitate interviews, focus groups, surveys and related activities with subject matter experts to collect detailed job information sufficient to develop deliverables including job descriptions, competency models, and career path models.
    6. 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 conduct job analysis studies to form the basis for the development and validation of legally-defensible, high stakes selection tools.
    7. SPECIAL CONDITIONS: Applicant must submit to a Moderate Background Investigation (MBI) or Tier 2 investigation. This investigation requires, among other things, completion of a questionnaire and fingerprinting for a criminal records check. The investigation may require a drug test. The successful applicant will be required to meet and maintain the requirements of this level of background investigation while holding this position.

    8. Ability to design and conduct multiple comprehensive job analytic procedures simultaneously for a large matrixed organization (e.g., job analysis, needs analysis, competency modeling) and perform the appropriate data analyses to develop, implement, and validate competency models, job architecture (e.g., job descriptions, evaluation), and related materials.

    9. Ability to manage multiple complex job analysis projects and programs simultaneously for a large complex matrixed organization, including developing integrated project plans and timelines, determining resource requirements, assigning tasks, providing technical guidance and feedback, monitoring progress, and reporting risks/results.
    10. Ability to provide technical direction, guidance, and feedback (e.g., coaching, mentoring) to others sufficient to support the technical development and growth of team members regarding writing job descriptions, conducting job analysis, and developing competency modeling.

    11. Ability to serve as a technical expert in job analysis and competency modeling sufficient to provide professional and technical guidance to all levels of the organization.

  • 10/23/2022 7:02 PM | Anonymous

    Army research Institute

    How to apply:

    About the company:

    The Army Research Institute drives scientific innovation to enable the Army to acquire, develop, and retain Soldiers and enhance personnel readiness. ARI's Emerging Research Unit (ERU) conducts applied research on emerging topics in the Army, particularly those topics that have bearing on Army personnel policy. ERU scientists develop new approaches to measuring and improving unit readiness, group resilience, and understanding Soldiers' adaptation to evolving technologies.


    • Develop research plans and integrate into a larger program of team enablers and human-machine teaming research.
    • Provide guidance to other research psychologists at lower grades and provide guidance to operational personnel in the preparation and execution of personnel selection and assignment tests and assessments.
    • Develop valid and reliable data collection methods using both experimental based observations and subjective instruments.
    • Perform psychometrics analysis (e.g., item/person analysis, equating, IRT and Classical Test Theory-based analysis) and write reports describing the completed research.
    • Review reports of other scientists and contract personnel for quality, accuracy, professional standards, and compliance with regulations and style manuals.
    • Prepare and provide briefs after receiving minimal input from the unit chief and/or team leader.


    • 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.
    • Three-year trial/probationary period may be required.
    • This position requires you to submit a Public Financial Disclosure Report (OGE 278) or a Confidential Financial Disclosure Report (OGE450) upon entry, and annually thereafter.
    • This position will require you to obtain and maintain a COR appointment(s) from the Army Research Institute -approved contracting agents.


    • Current Department of Army Civilian Employees
    • Current Permanent Department of Defense (DOD) Civilian Employee (non-Army)
    • Executive Order (E.O.) 12721
    • Interagency Career Transition Assistance Plan
    • Land Management Workforce Flexibility Act
    • Military Spouses, under Executive Order (E.O.) 13473
    • Non-Appropriated Fund Instrumentality (NAFI)
    • Non-Department of Defense (DoD) Transfer
    • Office of Personnel Management (OPM) Interchange Agreement Eligible
    • People with Disabilities, Schedule A
    • Priority Placement Program, DoD Military Spouse Preference (MSP) Eligible
    • Reinstatement
    • Veterans Employment Opportunity Act (VEOA) of 1998
  • 10/23/2022 6:50 PM | Anonymous

    Arlington County, Human Resources Department

    Where to Apply:

    You may apply here.

    About the Job:

    We are actively searching for experienced, detail-oriented individuals desiring to further their professional experience in a progressive local government, by providing subject matter expertise in in classification & compensation.


    • Conducting job audits and salary analysis
    • Compiling and evaluating complex data
    • Collaborating with a team on compensation and classifications studies
    • Creating graphical data displays and analysis
    • Writing reports and communication for various audiences


    • Bachelor's degree in Human Resources, Public or Business Administration, Industrial/Organziational Psychology, or related field
    • Experience in job evaluation, job and organizational design, and/or compensation or other closely related Human Resources function.


    • Experience analyzing a wide variety of jobs (Executive, Management, Professional, Administrative, Trades etc.), preferably for job evaluation and classification purposes;
    • Experience in a wide variety of compensation areas including the interpretation and application of FLSA regulations; the analysis of compensation statistics and the development of compensation policy to resolve pay issues;
    • Advanced Excel, Access, and PowerPoint skills that include developing complex spreadsheets and presentations and preparing, documenting and presenting complex narrative and statistical analytical reports;
    • Experience in other HR disciplines including organizational analysis and work redesign, recruitment, selection, and/or benefits; and/or
    • CCP, SPHR or other compensation-related certification.
  • 10/23/2022 6:37 PM | Anonymous

    Arlington County, Human Resources Department

    Where to Apply:

    You may apply at this link.

    About the Position:

    We are searching for an experienced, detail-oriented individual desiring to further their professional experience in a progressive local government, by providing subject matter expertise in personnel assessment & selection, data analytics, and process improvement. Experience working with public safety organizations is desirable.


    • Meeting facilitation
    • Training facilitation
    • Data analysis and validation
    • Job-related selection instrument development
    • Collaboration with various stakeholders
    • Executive summary preparation

    Minimum Requirements:

    • A combination of education and experience equivalent to a Bachelor's degree in Industrial/Organizational Psychology, Human Resources Management, Public Administration or a related field. 
    • Professional level experience in testing and assessment applied to hiring and/or promotion, including experience assisting in developing and/or administering validated assessment centers.
    • Advanced degree in Industrial and Organizational Psychology or a related field; 
    • Experience building and managing relationships with internal and external customers;
    • Experience researching, analyzing, and developing solutions to complex issues, procedural and/or operational problems;
    • Experience working with a public safety agency and/or developing selection processes for public safety occupations; 
    • Experience handling a variety of human resource processes including but not limited to employee selection and recruitment; and/or
    • Possession of a human resources certification or license such as PHR, SPHR, SHRM-CP SHRM-SCP or CCP. 
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