IPAC 2017 Conference

Birmingham, AL
July 16-19, 2017

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Assessments of Steel

2017 IPAC Conference Keynote Speakers

 Date Time Presenter
 Monday, July 17 9:00 - 10:00 AM Wayne Cascio
 Monday, July 17 3:30 - 4:30 PM Ann Marie Ryan
 Tuesday, July 18 9:00 - 10:00 AM Deborah Gebhardt
 Tuesday, July 18 3:30 - 4:30 PM
 Robert Lavigna
 Wednesday, July 19 10:30 - 11:30 AM Nancy Tippins  

Wayne F. Cascio, Ph.D.
Distinguished Professor, University of Colorado, and Robert H. Reynolds Chair in Global Leadership, The Business School, University of Colorado Denver

Talent Analytics: Why Are We Not There Yet?

Presentation Abstract: In an effort to identify the necessary conditions for talent analytics to advance and to affect organizations this presentation will describe the “L-A-M-P” model (Logic, Analytics, Measures, and Process), along with five conditions for analytics delivery and use. Users must be willing to receive the analytics, users must attend to the analytics, users must believe the analytics, users must believe that the analytics suggest effects that are large and compelling enough to merit attention or action, and users must see implications for their actions or decisions. Improving the conceptual basis of analytics, along with their delivery and use, is likely to lead to better decisions about talent in organizations both large and small.

Presenter Bio: Wayne F. Cascio is a Distinguished University Professor at the University of Colorado, and he holds the Robert H. Reynolds Chair in Global Leadership at the University of Colorado Denver. He has served as president of the Society for Industrial and Organizational Psychology (1992-1993), Chair of the SHRM Foundation (2007), the HR Division of the Academy of Management (1984), and as a member of the Academy of Management’s Board of Governors (2003-2006). Currently he serves as an editor of the Journal of International Business Studies (JIBS).

He has authored or edited 28 books on human resource management, including Managing Human Resources (10th ed., 2016), Short Introduction to Strategic Human Resource Management (with John Boudreau, 2012), Investing in People (with John Boudreau, 2nd ed., 2011), and Applied Psychology in Human Resource Management (with Herman Aguinis, 8th ed., in preparation). He is a two-time winner of the best-paper award from the Academy of Management Executive for his research on downsizing.

In 2010 he received the Michael R. Losey Human Resources Research Award from the Society for Human Resource Management, in 2013 he received the Distinguished Scientific Contributions Award from the Society for Industrial and Organizational Psychology, and in 2016 the World Federation of People Management Associations awarded him its Lifetime Achievement Award. From 2011-2013 he served as Chair of the U.S. Technical Advisory Group that is developing international HR standards, and he represented the United States to the International Organization for Standards. Currently he serves as Chair of the SHRM Certification Commission. He is an elected Fellow of the National Academy of Human Resources, the Academy of Management, the American Psychological Association, and the Australian HR Institute.

Dr. Cascio earned his B.A. degree from Holy Cross College, his M.A. degree from Emory University, and his Ph.D. in industrial/organizational psychology from the University of Rochester.

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Ann Marie Ryan, Ph.D.
Professor at Michigan State University

Cues in hiring processes: what are you signaling to underrepresented groups?

Presentation Abstract: 
Assessment professionals are well attuned to keeping the candidate experience in mind when designing and implementing selection tools. Further, assessment professionals are certainly mindful about reducing any adverse impact in hiring methods. However, one area of research that has not been strongly translated into assessment practices is that surrounding identity contingency cues. This presentation will describe how subtle and often ambiguous identity contingency cues in a hiring process can signal psychological safety or threat and be cognitively disruptive to performance and/or affect candidate perceptions of organizational fit. When, where and how cues evoke these perceptions will be discussed, along with when the research is less likely to generalize to the assessment context. Practical ideas for evaluating identity contingency cues in common assessment practices will be provided.

Presenter Bio: Ann Marie Ryan is a professor of organizational psychology at Michigan State University. Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace. In addition to publishing extensively in these areas, she regularly consults with organizations on improving assessment processes. She is a past president of the Society of Industrial and Organizational Psychology, past editor of the journal Personnel Psychology, and former associate editor of American Psychologist. Ann Marie has a long record of professional service on professional association and federal committees. In 2011she received the Distinguished University Professor Award from MSU. In 2013 she received SIOP’s Distinguished Teaching Contributions Award and the Academy of Management’s Sage Award for Outstanding Scholarly Contributions to the Study of Diversity. She received her BS with a double major in psychology and management from Xavier University, Ohio, and her MA and Ph.D. in psychology from the University of Illinois at Chicago. 

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Deborah L. Gebhardt, Ph.D.
Principal Scientist at Human Resources Research Organization (HumRRO)

Physical Jobs in a Digital World

Presentation Abstract: Today most of the world consumes work and personal information from the “cloud.” However, there is a resurgence in the purchase of analog type objects such as vinyl records. The world of work reflects the same digital-analog conditions. In the late 1990s, it took 20+ workers at a compression station to ensure your home was heated in the winter. Today 2 workers perform all the duties due to automation, along with physical job tasks. In the digital age the challenge to employers is hiring workers who can perform computer related work and physical job tasks. Selecting the appropriate workers for jobs with these multiple demands involves assessment of their physical and medical conditions, which in turn affects productivity, injuries, and worker compensation costs. This presentation will address the physiological demands of work and the impact on work outcomes.

Presenter Bio: Deborah L. Gebhardt, Ph.D., is a Principal Scientist at HumRRO. She was President of Human Performance Systems, Inc. prior to its acquisition by HumRRO in 2015. Debby has designed and validated evaluation systems for over 25 years. Her research focuses on integrating workplace job requirements, medical parameters, and ergonomic parameters into measurement of occupationally related physical capacities, medical guidelines, and injury reduction. Most recently she worked with the U.S. Army on the integration of women into combat Military Occupational Specialties (MOS) previously not open to women and conducted similar research for the U.S. Air Force, and other public and private sector organizations.

Debby is a Fellow in the Society of Industrial and Organizational Psychology (SIOP), the American College of Sports Medicine (ACSM), and the AAHPERD Research Consortium. She has published research in the areas of job analysis, test development and validation, medical guidelines, and biomechanics. Debby was awarded SIOP’s M. Scott Myers Award for Applied Research in the Workplace and the International Personnel Management Association-Assessment Council Innovations Award for creative approaches to physical performance assessment. She also received the Stephen E. Bemis Memorial Award for tangible contributions to the practice of developing human capital solutions with emphasis on client education and quality assessment procedures.

Debby has testified as an expert witness in class action (Title VII) and ADA litigation, along with arbitrations regarding the physical performance tests, ADA issues, and medical guidelines used for selection and retention for public and private sector personnel.

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Robert J. Lavigna, M.S.
Director at Institute for Public Sector Employee Engagement

Building a Culture of Employee Engagement?

Presentation Abstract: Research has shown that improving employee engagement drives performance. In the government arena, for example, performance enhancements related to employee engagement can include: strategic goal attainment, employee retention, customer service, innovation, and employee attendance. This session will dive deeper into the topic of employee engagement, focusing on the following:

What employee engagement is and why it matters, particularly in government;

• Why measuring employee engagement is important, how you measure and analyze engagement, and how you act on the results;

• Review of a national benchmark survey on the levels of employee engagement in the public and private sectors;

• What public sector organizations have done to improve – and sustain – engagement;

• What the role of HR is in measuring and improving engagement; and

• How you build a culture of engagement.

Presenter Bio: Bob Lavigna is an award-winning public sector leader and innovator. He is currently the Director of the Institute for Public Sector Employee Engagement, a division of CPS HR Services, an independent government agency. The Institute is dedicated to helping public sector and nonprofit organizations measure and improve employee engagement. Bob’s book, Engaging Government Employees:  Motivate and Inspire Your People to Achieve Superior Performance, was published by the American Management Association and is now in its second printing.

His previous positions include Assistant Vice Chancellor and Director of HR for the University of Wisconsin, VP-Research for the Partnership for Public Service, and Administrator of the Wisconsin civil service system. Bob began his career with the U.S. Government Accountability Office.

The organizations Bob has led have received awards from the Ford Foundation, International Public Management Association for HR (IPMA-HR), National Association of State Personnel Executives (NASPE), Council of State Governments, Urban League, Society for Human Resource Management and others.

Bob is an elected Fellow of the National Academy of Public Administration and was selected as a “Public Official of the Year” by Governing magazine. He has also received the highest individual achievement awards from IPMA-HR and NASPE, and was the first HR leader to receive a “Toll Fellowship” from the Council of State Governments. 

Bob has a B.A. in public affairs from George Washington University and an M.S. in HR from Cornell University.

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Nancy Tippins, Ph.D.
Principal Consultant at CEB (now Gartner)

Flaws in Selection Research That Create Defensibility Problems

Presentation Abstract: Nancy will present common problems as well as controversial practices in job analysis, test development, criterion development, and validation research that often lead to significant challenges in defending the test when challenged.  Occurring in every step of the processes necessary to create, validate, and implement a selection test, these problems range from the absence of expected research (e.g., job analysis, validation study) to questions about who the subject matter experts are and who is in the sample used for validation.  When they exist, Nancy will also discuss alternatives that may increase the employer’s ability to defend its selection practices. 

Presenter Bio: Nancy is a Principal at CEB where she brings more than 30 years of experience to the company. She manages teams that develop talent acquisition strategies related to work force planning, sourcing, acquisition, selection, competency identification, succession planning, and employee and leadership development. Nancy also conducts executive assessments and provides expert support in litigation. She has worked in numerous industries, including in depth experience in health care, natural resources, telecommunications, manufacturing, and finance.

Active in professional affairs, Nancy has a longstanding involvement with the Society for Industrial and Organizational Psychology where she served as President (2000-2001). In addition, she served on the Ad Hoc Committee on the Revision of the Principles for the Validation and Use of Personnel Selection Procedures (1999) and is co-chairing the committee for the current revision of the Principles. She was one of the U.S. representatives on the ISO 9000 committee to establish international testing standards. She also served on the Joint Committee to revise the Standards for Educational and Psychological Tests (2014).

Nancy has authored numerous articles on tests and assessments. Recently, she co-authored Designing and Implementing Global Selection Systems, co-edited the Handbook of Employee Selection, and another edited volume, Technology Enhanced Assessments. She has served as the Associate Editor for the Scientist-Practitioner Forum of Personnel Psychology. She is currently on the Editorial Boards of the Journal of Applied Psychology, Personnel Psychology, Industrial and Organizational Psychology: Perspectives on Science and Practice, and the Journal of Psychology and Business. She is the current editor of SIOP’s Professional Practice Series.

Nancy received her M.S. and Ph.D. in Industrial and Organizational Psychology from the Georgia Institute of Technology. She is a fellow of SIOP (Division 14 of the American Psychological Association - APA), Division 5 (APA), the American Psychological Association (APA), and the American Psychological Society (APS), and is involved in several private industry research groups.

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