Summary
As a Hiring Assessment Program Manager, you will perform research to develop hiring/selection assessments for a range of occupations and grades using research mechanisms to ensure the reliability, validity, fairness, utility, and job-relatedness of assessments. Location of position: Washington, DC, Raleigh, NC, Kansas City, MO, Lakewood, CO, Forth Worth, TX, New York, NY, Philadelphia, PA, and Chicago, IL. We are currently filling one vacancy, but additional vacancies may be filled as needed.
Duties
As a Hiring Assessment Program Manager, you will perform the following duties: Collect employee satisfaction and productivity data for psychological analysis to streamline human resources practices. Applies this research and occupational psychology strategies to the creation of job assessments and workforce conflict resolution. Leads the creation and implementation of tools to evaluate candidates for hiring, promotion, and placement. This includes designing the actual tests, questionnaires, and rating scales used to measure skills and abilities. Oversee the development of scientifically sound psychological and cognitive assessment tools which measure job performance predictions and support assessment accuracy using statistical methods and data analysis. Lead high-level research of job market trends, industry practices, and legal and technological advances to determine what skills are required to fulfill critical roles within the organization. Serve as Subject Matter Expert for organizational personnel and outside stakeholders on the psychological principles behind different personnel management strategies by providing the most up-to-date, data-driven scientific and legal guidance.
Requirements
If selected, you must meet the following conditions: Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or NonCareer SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service. Serve a one year probationary period, if required. Undergo and pass a background investigation (Tier 2 investigation level). Have your identity and work status eligibility verified if you are not a GSA employee. We will use the Department of Homeland Security's e-Verify system for this. Any discrepancies must be resolved as a condition of continued employment.
Education
Note: If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education. For further information, visit: https://sites.ed.gov/international/recognition-of-foreign-qualifications/
How you will be evaluated
A panel of Subject Matter Experts (SMEs) will review the application of qualified candidates and assign a score for each of the five required Knowledge, Skills, and Abilities (KSAs) based on the experience documented in the resume and narrative responses. Skill in analyzing data using sophisticated research/statistical methods and applications to provide research results, evaluate the outcomes and effectiveness of various tests and analysis, and problem solving. Knowledge of psychometrics, testing development, and validation methodology used to design high stakes personnel assessment tools. Ability to analyze job requirements, functions and content to establish selection and recruitment criteria through a streamlined process and approach. Ability to conduct personnel psychology research and produce human capital and organizational development products, such as systematic job analysis and selection data system design, which facilitate a streamlined recruitment process. Skill in oral and written communication to facilitate high level conversations and to negotiate issues with various professionals and with persons with diverse backgrounds and experience. Demonstration of these KSAs must be supported by your application. Applicants should also make note of each KSA, as you will be asked to address them later in the application process. Consideration will be given to performance appraisals and incentive awards in merit promotion selection decisions in accordance with 5 CFR 335.103(b)(3). You should list any relevant performance appraisals and incentive awards in your resume so that information will be taken into consideration during the selection process. If selected, you may be required to provide supporting documentation. If you are eligible under the Interagency Career Transition Assistance Plan (ICTAP) or GSA's Career Transition Assistance Plan (CTAP), your resume must clearly demonstrate experience in at least 3 of the 5 required Knowledge, Skills, and Abilities (KSAs) to receive priority consideration. You may preview questions for this vacancy.