Hiring Assessment Program Manager
Summary
Designs and validates hiring assessments using occupational psychology and data analysis to improve HR practices and candidate selection for government roles.
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.
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.
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.