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April 12, 2013
28th Annual Conference for the Society of Industrial and Organizational Psychology Houston, TX
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
Audience Poll 1. Academics? 2. Internal Consultants? 3. External Consultants? 4. How many have ever developed: Job Descriptions MQPQs
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
Base-Line Knowledge and Experience of MQPQs What is your current MQPQ knowledge?
Job Description 1: Plant Accountant (Accounting/Finance/Insurance)
Job Requirements: Cost accounting and manufacturing background Bachelors degree 5+ years of business/operations experience Cross-functional understanding of Operations, Accounting and Finance Solid knowledge of SOX and GAAP accounting Project Management experience Excellent communication and interpersonal skills Ability to make decisions and give directions Ability to manage multiple priorities and tasks Must be a self-sufficient and self-motivated individual
Preferred Qualifications:
Experience in Internal Audit projects in the areas of supply chain, revenue and 3rd-party assessments CPA/CA/CIA with 6 years of audit experience. Understand how Information Technology impacts overall financial and operational risk Demonstrated ability to partner with technical resources. Excellent communication and interpersonal skills Ability to work with cross-functional teams Ability to surface and resolve conflicts diplomatically Ability to manage and coordinate multiple project assignments in a deadline-driven environment, accepting ownership and accountability of the process and deliver on commitments. Leadership skills (ability to take charge, motivate others, confidence to interact with all levels, set objectives, and drive to results) Ability to work in a fast paced environment and navigate through ambiguity
Base-Line Knowledge and Experience of MQPQs What is your current MQPQ knowledge?
Job Description 3: Product Manager (GeoCommerce)
Minimum Qualifications: BA/BS in Computer Science or a related technical field; in lieu of degree, 4 years of relevant work experience. Preferred Qualifications: MS, MBA or PhD 5 years relevant work experience Product management or design experience with a focus on software products and technologies Excellent communication and interpersonal skills Strong technical abilities
Grand Take-Aways
1. Learn what MQPQs are (and are NOT) 2. Understand the legal guidelines and requirements surrounding MQPQs (enough so that you may explain this to your internal and external clients) 3. Acquire the skills to develop and validate your own legally defensible MQPQs
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
MQ/PQ Best Practices: Background What are Minimum and Preferred Qualifications (MQPQs)?
Minimum Qualifications (MQs) Impact applicant pool by initially screening out applicants determined to be less than minimally competent Preferred Qualifications (PQs) Help focus applicant pool by differentiating among applicants considered minimally competent
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
Criteria intended to screen out applicants who are unable to perform the job at a minimally acceptable level
Those who meet or exceed proceed through to the next hurdle
MQs are among the most commonly used selection procedure in employment settings Subject to the same set of procedures as are other selection tests under the Uniform Guidelines Reason why ensuring legal defensibility is so important
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
Applicant - especially when not qualified Employer + Increased ROI To fill jobs
Saves Money Reduces the applicant pool
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Broad-based
Not directly related to the jobs performed Not shown to be related to job performance Duke Power's selection procedure found to be in violation of the Act. Implications: Employer has the burden of producing and proving the business necessity of a test. Employer has the burden of showing that any given requirement (e.g., MQs) has a manifest relationship to the job in question.
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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subjected him to discrimination Plaintiff was not qualified because he lacked the requisite counseling experience necessary for the Counseling Readjustment Therapist position
Implications: Minimum Qualifications of specific prior experience were: Job-related Necessary for performance at a minimally acceptable level
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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The EEOC publishes the Uniform Guidelines on Employee Selection Procedures (1978)
Addresses use of prior training and experience in selection procedures Courts have tended to give these procedures great deference[1]
A requirement for or evaluation of specific prior training or experience based on content validity, including a specification of level or amount of training or experience, should be justified on the basis of the relationship between the content of the training or experience and the content of the job for which the training or experience is to be required or evaluated.
[1] 95 S. Ct. at 2378 (quoting Griggs, 91 S. Ct. at 854).
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Thus, if an employer adopts a high school diploma requirement for a job, and that requirement screens out an individual who is unable to graduate because of a learning disability that meets the ADAs definition of disability, the employer may not apply the standard unless it can demonstrate that the diploma requirement is job related and consistent with business necessity. The employer will not be able to make this showing, for example, if the functions in question can easily be performed by someone who does not have a diploma.
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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As a best practice, and consistent with applicable laws, EEOC recommends that employers not ask convictions on job applications
And, if and when they make such inquiries, inquiries be limited to convictions for which exclusion would be job related for the and consistent with business necessity.
Key: Determining whether applicant credit history is job related and consistent with business necessity
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQ/PQ Best Practices: Employment Law and Guidelines EEOCs standing on Credit Check issues as MQs
Inquiry into an applicant's current or past assets, liabilities, or credit rating, including bankruptcy or garnishment, refusal or cancellation of bonding, car ownership, rental or ownership of a house, length of residence at an address, charge accounts, furniture ownership, or bank accounts generally should be avoided because they tend to impact more adversely on minorities and females. Exceptions exist if the employer can show that such information is essential to the particular job in question.
Key: Determining whether applicant credit history is job related and consistent with business necessity
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
http://www.eeoc.gov/laws/practices/inquiries_credit.cfm
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MQ/PQ Best Practices: Employment Law and Guidelines Office of Federal Contract Compliance Programs (OFCCP, 2005) Recommendations for developing and validating MQs/PQs: The proposed definition [of MQPQs] further provided that advertised, basic qualifications must be noncomparative, objective, and job-related (69 FR 16449450).
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Content validating job qualifications requires: Establishing a relationship between content of experience and content of work requiring that experience Should be more than a superficial resemblance (e.g., job titles, course titles)
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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While requirements and expectations for MQPQs do exist in courts and enforcement agencies: May be difficult to locate and follow However, doing so is critical: Will result in a higher legal defensibility and support from the courts Ensure all MQPQs are based in solid Job Analysis
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQ/PQ Best Practices: Court Cases and Employment Law Legal Guidelines Summary, contd.:
Be Risk Averse: Use most well supported route Dont use untested or experimental procedures Involve outside experts early Experts should review their own prior writings and testimony to ensure there is no significant conflict
Know Your Limits (and Guidelines): Adhere to the Uniform Guidelines The Uniform Guidelines are federal regulations, and remain an important legal standard that courts may apply to determine compliance with the law Choose Your Support team Carefully: Limit the number of staff members Only highly trained and well qualified people should perform most of the development work Less experienced assistants - closely supervised and refrain from makingjudgment calls
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQ/PQ Best Development Practices: A Closer Look MQPQ Content Different types (e.g., training/education & experience, competency-based, task-based) Focus today is on MQPQs containing:
Education/Training
Most important qualifying question: What is the least amount or type required for an incumbent to perform the job at a minimally acceptable level?
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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e.g., Cannot be: Passed certification in top 10% of scores (vs. 3 years of experience in finance and accounting) 2. Must be job-related
e.g., Cannot be: Leadership experience for an entry level job
a third party, unfamiliar with the employer's decision process, should be able to evaluate whether the job seeker possesses the qualification without more information about the employer's judgment
- Governmental inter-agency task force, including among others the Office of Federal Contract Compliance Programs and the Equal
Employment Opportunity Commission supplemental OFCCP proposed common definition.
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQ/PQ Best Development Practices: Rules of Thumb Avoid General Requirements: High School Education 2 years of experience Develop Specific Requirements:
Bachelor's Degree in Statistics, Math, Computer Science, Engineering or other quantitative field 2 years work experience in accounting, finance, or related field 2 years work experience in accounting, finance, or related field, performing duties such as: accounts receivable, payroll, and bank reconciliation
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Possible issues/consequences:
Adverse impact in the applicant pool Impediments to career progression Immigration via sponsorship
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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1. Limitation of the Applicant Pool Unintentionally excluding applicants otherwise qualified for the job Creating such small pools that you cannot fill position Impacting the number of diverse candidates 2. Limiting associate career progression Associates cannot progress into the position until they have received a degree. Those in the position today who are successful, but have no degree, must exit the position.
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Open positions must be given to U.S. applicants over foreign incumbent even if U.S. applicant is not as qualified as the foreign national who has been performing in the position. Once a company has brought an employee to the U.S. on an H-1B visa, should the company dismiss that employee before the expiration of the visa, the company is liable for any reasonable costs that the employee incurs in moving himself/herself and his/her effects, back to his/her last foreign residence.
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Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
MQ/PQ Best Development Practices: The Process Job Analysis: Identify the important work activities and behaviors (WABs) performed on the job Identify the important knowledge, skills, and abilities (KSAs), and other characteristics involved in the job
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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3. Are there differences in degree or experience requirements for jobs above and below target job?
If so, what is the rationale?
4. Will the MQs restrict movement of associates from level to level? 5. How long would a person need to stay in a given position before moving to the next level?
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQ/PQ Best Development Practices: The Process Best Practice Approach Step 1: Select SMEs: representative, qualified, experienced Step 2: SMEs review important WABs and KSAs (imp and RUE) for the job in question Step 3: SMEs determine MQs for each job Step 4: Job analysts compile MQs, revise as appropriate and ensure consistency with legal guidelines Step 5: SMEs rate MQ appropriateness and linkage to important WABs and KSAs (validation) Step 6: Retain MQs that meet criteria for inclusion
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Bachelors Degree in Accounting, Finance, or related field OR four years work experience in Accounting, Finance, or related field. Bad: 3 years work experience and 2 years project management experience OR 5 years work experience; OR equivalent education. Ugly: Internal Applicants: Finance and Sr. Project Management Experience Required. External Applicants: Must have led Finance and Strategy or Business teams. Seeking individual who can think analytically, build/lead a team to accomplish a strategic vision, and communicate exceptionally well.
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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(X=Yes)
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Organization ID Job ID Job Title Position Level Minimum Qualification 1 Minimum Qualification 2 Minimum Qualification 3 Minimum Qualification 4 Minimum Qualification 5
Job Preferred Qualification 1 Preferred Qualification 2 Preferred Qualification 3 Preferred Qualification 4 Preferred Qualification 5
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Decision Rules During the MQPQ Validation Process: 1. Retain Important MQPQs (ratings 2) Discard those MQPQs that are not important or of minor importance 2. Retain MQPQs at levels of Reasonable Expectation (ratings must = 1) Discard those MQPQs too easy or too difficult 3. Retail only those MQPQs that link to important WABs If an MQPQ is not related to important work activities and behaviors, it does not qualify
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQPQ Exercise
Apply Your MQPQ Knowledge :
Exercise: Production Engineering Manager Job Description
Qualifications: Bachelors Degree in Industrial Engineering or a related field. Previous Industrial Engineering experience in the manufacturing industry. Excellent written and verbal communication skills Must be able to demonstrate effective people skills Advanced computer skills and proficiency with office software (Microsoft Word, Excel, Outlook) Must be a self-starter and team player How would you change the above qualifications to be consistent with the MQPQ development and validation best practices you have learned?
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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MQPQ Exercise
Apply Your MQPQ Knowledge : Objective and Valid version! Exercise: Production Engineering Manager Job Description
Minimum Qualifications:
Bachelors Degree in Industrial Engineering or a related field X years experience in Industrial Engineering X years of supervisory experience Excellent written and verbal communication skills Must be able to demonstrate effective people skills Advanced computer skills and proficiency with office software Must be a self-starter and team player
Preferred Qualifications:
X years experience in Industrial Engineering in the manufacturing industry X years experience in a Production role to include preparing layouts of equipment, and/or coordinating and conducting production line trials of new or modified equipment X years experience in developing and executing equipment training programs
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Questions?
Experiences You Would Like to Share?
THANK YOU!!!!
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Base-Line Knowledge and Experience of MQPQs What is your current MQPQ knowledge?
Job Description 1: Plant Accountant (Accounting/Finance/Insurance)
Job Requirements: Cost accounting and manufacturing background point Bachelors degree worst offender 5+ years of business/operations experience point Cross-functional understanding of Operations, Accounting and Finance Solid knowledge of SOX and GAAP accounting point Project Management experience point Excellent communication and interpersonal skills Ability to make decisions and give directions Ability to manage multiple priorities and tasks Must be a self-sufficient and self-motivated individual
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Preferred Qualifications:
Experience in Internal Audit projects in the areas of supply chain, revenue and 3rd-party assessments 1 point CPA/CA/CIA with 6 years of audit experience. 1 point
Understand how Information Technology impacts overall financial and operational risk Demonstrated ability to partner with technical resources. Excellent communication and interpersonal skills
Ability to work with cross-functional teams Ability to surface and resolve conflicts diplomatically
Ability to manage and coordinate multiple project assignments in a deadline-driven environment, accepting ownership and accountability of the process and deliver on commitments. Leadership skills (ability to take charge, motivate others, confidence to interact with all levels, set objectives, and drive to results) Ability to work in a fast paced environment and navigate through ambiguity
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Base-Line Knowledge and Experience of MQPQs What is your current MQPQ knowledge?
Job Description 3: Product Manager (GeoCommerce)
Minimum Qualifications: BA/BS in Computer Science or a related technical field; in lieu of degree, 4 years of work experience. point Preferred Qualifications: MS, MBA or PhD 5 years work experience Product management or design experience with a focus on software products and technologies Excellent communication and interpersonal skills Strong technical abilities
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Biographies
Lisa J. Lewen, Ph.D. is a Consultant in Aon Hewitts Selection & Assessment Service Line located in Atlanta, GA, providing services in the design, validation, and implementation of employee selection procedures. Her focus is on delivering technically sound and impactful business solutions that enable organizations to hire, retain, and promote top performers while decreasing employee turnover and maximizing legal defensibility to include products such as: work simulations, job knowledge tests, structured interviews, and computer adaptive tests.
Dr. Lewen is known for her expertise in the area of litigation support, including providing internal and external consulting on maximizing the legal defensibility of selection practices; conducting adverse impact analyses and writing reports targeted for attorneys, EEO representatives, and the OFCCP; and supporting clients during OFCCP audits and investigations. Dr. Lewen has worked with public sector and Fortune 100 clients across an extensive range of industries, ranging from law enforcement and fire and rescue to retail, pharmaceutical, telecommunications, and power generation. Dr. Lewen received her M.S. and Ph.D. in Industrial/Organizational Psychology from the Georgia Institute of Technology, with a minor in Quantitative Psychology. She also received her B.S. degree from McGill University in Psychology. Lisa has presented her research in the areas of methods of unproctored internet testing (UIT), employee selection procedures, cognitive aging, as well as discrimination and adverse impact at national conferences for the Society for Industrial and Organizational Psychology (SIOP), the American Psychological Association (APA), and the American Telemedicine Association, as well as at the Cognitive Aging Conference (Atlanta, GA).
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Contact List
Lisa J. Lewen, Ph.D. Consultant, Performance, Reward & Talent Aon Hewitt 3350 Riverwood Pkwy, Ste 80, Atlanta, GA 30339 Office: 1.770.690.7767; Mobile: 1.404.859.6998 Lisa.Lewen@AonHewitt.com
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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Legal Disclaimer
This Master Tutorial, including any handouts, is intended only for SIOP 2013 conference participants. Unauthorized individuals or entities are not permitted access to this information. Any dissemination, distribution, disclosure, or copying of this information is unauthorized and strictly prohibited.
Selection & Assessment | Performance, Reward and Talent Proprietary & Confidential | April 12, 2013
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