|Performs professional, technical and supervisory work in the application of psychological principles to personnel practices. Manages and participates in the development, administration, and validation of the employee selection and promotion systems. Evaluates the effectiveness, utility, and legal soundness of such systems and serves as in-house consultant or project leader for human resources evaluation and related matters. Manages the Civil Service Section to ensure effective and efficient Police and Fire hiring practices and administrative responsibilites of the Civil Service Board. Work involves use of applicant tracking, test item banking, statistical and spreadsheet software in addition to typical word processing, presentation, and e-mail software. Work is performed under the general supervision of the Personnel Management Bureau Chief and is reviewed through conferences and evaluation of programs.|
|Manages and participates job analysis projects by completing interviews, conducting focus groups, developing and administering surveys and analyzing data and documenting results.
Manages Civil Service Section personnel to ensure efficient and legally defensible Police and Fire recruitment and hiring practices including advertising, interviews, background checks, training and evaluation rating and Civil Services Board responsibilities (e.g., documenting various Police and Fire personnel actions; conducting monthly board meetings, meeting agenda and/or minutes; hearing general appearances/appeals).
Prepares documentation, coordinates with attorney's, and otherwise defends the City's position in Civil Service Board General Appearances, EEOC complaints, lawsuits, and union complaints.
Ensures the security of confidential materials. Manages every aspect of test development, storage, distribution, retrieval and review to ensure test security. Manages the review of police and fire personnel records to ensure security.
Develops short and long range strategic plans for improving selection and promotional procedures. Makes recommendations to middle and senior levels of management in the Administrative Services, Police, and Fire Departments as well as union officials.
Researches the reliability, validity, and disparate impact of various selection and promotional tests developed and/or used by others to identify additions or potential improvements to currents systems.
Manages focus groups of subject matter experts from the Police and Fire Departments to provide input on, develop, edit, and approve selection and promotional tests.
Selects, trains, and supervises the work of contract test developers, assessors, and role-players in the development, administration and scoring of tests.
Recommends changes to Civil Service Board code of rules and regulations, policies and procedures relating to selection and promotion; union contract language relating to promotional procedures.
Develops and manages section/program goals, objectives and operating budgets.
Performs other related duties as assigned.
|Knowledge of local, state and federal laws and regulations relating to public personnel administration.
Thorough knowledge of job analysis.
Thorough knowledge of criteria and content validation.
Thorough knowledge of Uniform Guidelines on employee selection procedures and standards for Educational and Psychological Testing.
Thorough knowledge of statistics and psychological measurement principles.
Thorough knowledge of assessment center methodology.
Thorough knowledge of performance appraisal methods.
Knowledge of Affirmative Action, EEOC, ADA, and Veterans Preference and Government in the Sunshine Laws.
Skill in collecting, organizing and analyzing data.
Ability to construct tests and other selection instruments to be used to measure job candidates.
Ability to plan and organize large scale selection and/or promotion programs.
Ability to evaluate new and ongoing personnel processes.
Ability to establish and maintain effective working relationships with management, employees of all ranks and the general public.
Ability to express ideas effectively, both orally and in writing.
|Masters Degree in Industrial Psychology or closely related field with a minimum of three (3) years experience in test development, validation and administration and performance appraisal systems development; or an equivalent combination of related education, training and experience. Ph.D. in Industrial Psychology may substitute for one (1) year of required experience.|