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  • 12 Feb 2018 10:49 AM | Jerri Bjork

    The Spokane Civil Service Commission seeks a highly motivated leader with a passion for excellent public service. This key position acts as secretary to the Commission, leading staff in support of the Commission's mission:  to provide an efficient, effective, merit-based system of employment,  ensuring that the most qualified applicants are equitably selected and retained in more than 300 job classifications.

     

     The following is a sample of the types of functions and duties you would perform in this position:

    • Plans, organizes, and directs the administration of the City's Civil Service system and the Civil Service staff office. Hires, assigns, trains, and supervises the activities of the Civil Service professional and clerical staff.
    • Directs a broad recruitment and examining program. Researches and plans for the improvement and modernization of the merit program.
    • Directs the maintenance and administration of the position classification plan.
    • Coordinates with departments on various personnel activities.
    • Interprets and enforces Civil Service rules and policies, and advises as to their application; counsels employees regarding rights and obligations.
    • Performs investigations, and prepares background material for hearings.
    • Assigned as secretary to the Civil Service Commission; prepares materials to be included in the meeting's agenda; attends meetings, and maintains a permanent record of the minutes and actions of the Commission.
    • Prepares the annual office operating budget estimates for Commission approval.

    Open Entry Requirements (must be met at time of application)

    Graduation from an accredited four-year college or university with a degree in public or business administration, human resources, psychology, sociology, or related field; AND, seven years of experience in the civil service or human resources field demonstrating progressively responsible managerial experience in public or private human resources administration, including experience in position classification and testing and including at least two years in a supervisory capacity. A graduate degree in an appropriate field may substitute on a year for year basis for up to two years of non-supervisory experience.

    For detailed job information and to apply for the position, please go to our website at: https://my.spokanecity.org/jobs/classified/

     

  • 06 Feb 2018 12:02 PM | Carol Kelly

    For a complete job description and to submit your online application, go to: www.hlpusdjobs.org

    Under general direction of the Personnel Commission, administers the Merit System of equal opportunity employment as prescribed by the statutes of the California Education Code.  Responsible for the functions of the office which include: job classification and compensation, recruitment and assessment, adjudication of disciplinary and examination appeals, and providing professional growth opportunities for the classified service.

    The incumbent will have the capacity to build a collaborative working environment as s/he leads staff and incorporates the interests of stakeholders (students, employees, administration, community) while accomplishing goals established by and with the Personnel Commission for the betterment of the classified service and the students of the district.

    MINIMUM QUALIFICATIONS

    Education:

    Graduation from a recognized college or university, with a degree in human resources, public administration, business administration, behavioral sciences, law, or related field.   Master’s degree preferred.  Must enroll in and complete the California School Personnel Commissioners Association (CSPCA) Merit System Academy, preferably within the one (1) year probationary period. 

    Experience:

    Five years of professional-level human resources experience that includes the development, research, and analysis of personnel selection procedures and/or position classification.  A master’s degree, or higher, in human resources, industrial/organizational psychology, public administration, business administration, or related field may be substituted for one year of the professional-level human resources experience.  Three years of professional-level human resources experience must have been in a public merit or civil service environment. At least two years of the professional-level human resources experience must have been in a supervisory capacity. 

  • 25 Jan 2018 12:48 PM | Bryan Sullivan

    The Spokane Civil Service Commission seeks high-energy, upbeat candidates for the position of Personnel Analyst I. The Commission's mission is to provide an efficient, effective, merit-based system of employment so that the City selects and retains the best employees for more than 300 job classifications.

    The following is a sample of the types of functions and duties you would perform in this position:

    • Prepares examination announcements and plans the procedures and mechanics for the administration of examinations.
    • Assists in the development and administration of written, performance and oral tests for a wide variety of occupations.
    • Assists in conducting job surveys, desk audits, and time and motion studies. Assists in the maintenance of a city-wide classification plan.
    • Reviews applications and interviews applicants to determine their eligibility for examination.
    • Assists in research and surveys in order to stay on top of manpower needs, current trends, and new developments in Civil Service systems which adhere to the merit principle.
    • Conducts item analysis studies. Assists in coordinating recruiting and placement programs with City departments.
    • Performs related work as required.

    Employees who complete one year as a Personnel Analyst I are eligible to take the promotional exam for Examination & Classification Analyst II. The promotional position pays up to a maximum of $79,803 annually.

     

    For detailed job information and to apply, please go to our website at: https://my.spokanecity.org/jobs/classified/

     

    You will need to meet the minimum qualifications and pass the examination for this position to be eligible for hire. The examination will consist of a written test, weighted at 100%.


    Upon request, at the time of application, the City will provide alternative accessible tests to individuals with disabilities that impair manual, sensory or speaking skills needed to take the test, unless the test is intended to measure those skills.

    WRITTEN TEST DETAILS
    Written testing will be conducted in the Civil Service Test Room (4th floor, City Hall) on February 14, 2018, at 9:00 a.m. The approximate duration of the test is 2 1/2 hours. Additional test sessions may be made available depending on the number of applicants.

    Self-schedule written test date and time: When you pass the minimum qualification review, we will send you an e-mail with complete instructions to self-schedule your test session. Test sessions are filled on a first-come, first-served basis.

    The written test may include such subjects as Job Classification, Mathematics, Merit-Based Employment, Personnel and Human Resources, Reading Comprehension, Reasoning, Research Methods, and Written Communication.

    Please see the Test Information Guide for further details on our written testing process.

    Qualified applicants are encouraged to apply immediately. You should complete and submit a City of Spokane employment application online by 11:59 p.m. on the filing cut-off date.

    We are an equal opportunity employer and value diversity within our organization. We do not discriminate on the basis of race, religion, color, national origin, gender identity, sexual orientation, age, marital status, familial status, genetic information, veteran/military status, or disability status.

  • 23 Jan 2018 1:18 PM | Jonathan Koch

    Job Title

    Selection Analyst

    Organization

    Cooperative Organization for the Development of Employee Selection Procedures (CODESP)
    Closing Date Wednesday 2/7/18 4:30 PM Pacific Time

    Compensation

    $5840 - $7098/month plus an attractive benefits package

    Job Type

    Full-Time
    Location Huntington Beach, CA
    To Apply Visit goo.gl/1HUnwB  or www.codesp.com / Resources / CODESP Job Openings

    The Organization

    CODESP is a public Joint Powers Agency established in 1978 that supports public sector organizations with their recruitment, testing, and selection processes by offering assessment products and services, including online testing, interview and written test item banks, and training and consultation regarding best practices.

    CODESP currently serves over 750 agencies, including K-12 school districts, county offices of education, community colleges, cities, counties, courts, and special districts (sanitation, utility, transit, water).

    The Position

    CODESP is seeking a Selection Analyst who is experienced, detail oriented, and customer focused. Candidates must enjoy working in a fast paced environment with tight work deadlines. Selection Analysts research job duties/responsibilities and work with customers to produce employee assessment materials. Based on candidate qualifications, the position may also be filled at the Assistant Selection Analyst level with a lower level of overall responsibility.

    Key Functions and Responsibilities:

    • Respond to test material requests from CODESP customers within established deadlines.
    • Confer with customers and job experts in order to obtain accurate job information regarding their CODESP Automated Test System (CATS) requests.
    • Analyze customer provided job requirements in order to accurately select materials to fill CATS requests.
    • Develop and edit employee selection materials including, but not limited to, multiple-choice items, interview questions, and performance, situational, and writing exercises based on thorough research and job expert consultation.
    • Interpret item analyses in order to improve test materials using CODESP item analysis software.

    Requirements:

    A Master’s degree from an accredited college or university with an emphasis in a related field, including coursework in statistics.*

    Two (2) years of experience in an organization with responsibility for employee selection or other human resource support functions including developing employee assessment and training materials.*

    *Alternate combinations of education and experience will be considered. For example, a B.A/S. in a related field and 4 years of relevant experience.

    Additional Information

    CODESP offers an attractive benefits package including:

    CalPERS Retirement - Benefit of 2.5% @ 55 for Classic members or 2% at 62 for new members as defined by PEPRA. Employee pays the employee portion.

    Vacation - Up to 15 days annually to start.

    Sick Leave - Up to 12 days annually.

    Holidays (paid) - 15 days annually.

    Employer Paid Health, Vision, Dental, and Life Insurance for employee.

    In lieu of FMLA or CFRA, CODESP provides pregnancy disability leave (PDL).

    To view application requirements, complete job descriptions, and more related information for Selection Analyst and Assistant Selection Analyst, please visit www.codesp.com and click on Resources / CODESP Job Openings.

  • 19 Jan 2018 9:32 AM | Alok Bhupatkar

    UNITED STATES SECRET SERVICE

    The U.S. Secret Service is currently accepting applications for the position of Supervisory Personnel Research Psychologist ($114,590 - $148,967) at its headquarters in Washington, DC.  This is a unique opportunity to join a rapidly expanding HR Research team tasked with conducting research and developing, implementing, and maintaining effective human capital tools for personnel assessment (entry-level and promotional), career development, and organizational effectiveness to support the establishment and maintenance of a quality workforce.

    Our Mission

    The United States Secret Service is mandated by statute and executive order to carry out two significant missions: protection and criminal investigations. The Secret Service protects the president and vice president, their families, heads of state, and other designated individuals; investigates threats against these protectees; protects the White House, vice president’s residence, foreign missions, and other buildings within Washington, D.C.; and plans and implements security designs for designated National Special Security Events. The Secret Service also investigates violations of laws relating to counterfeiting of obligations and securities of the United States; financial crimes that include, but are not limited to, access device fraud, financial institution fraud, identity theft, computer fraud; and computer-based attacks on our nation’s financial, banking, and telecommunications infrastructure.

    Responsibilities

    The selectee will serve as a Branch Chief in the Human Resources Research and Assessment Division responsible for leading the development and validation of effective competency-based assessments for employee selection, promotion, career development, and organizational effectiveness. 

    Additional duties of this position may include:

    §  Performing a full range of supervisory functions.

    §  Conducting research studies to evaluate the effectiveness of existing HR systems and tools, and consulting and advising management of conclusions and recommendations.

    §  Utilizing knowledge of test theory, psychometric methodology, and statistics to research and analyze HR data related to hiring, retention, and workforce analysis.

    §  Designing and revising Secret Service policies and operating procedures as they relate to human capital initiatives. 

    §  Preparing comprehensive recommendations for improving/streamlining operations.

    To Apply

    Interested applicants should visit www.usajobs.gov for application procedures.  After accessing this website, select “Search Jobs”, then enter the associated job announcement number in the field labeled “Keyword Search”.  The job announcement number for this job opportunity is HUM-PM053-18-MP and HUM-PM053-18-DE.

    Applications will be accepted through February 1, 2018 11:59pm EST.   

     
  • 05 Jan 2018 3:36 PM | Lorie Moore

    Salary Range: $55,660.80 - $110,614.40 Annually

    An Equal Opportunity Employer/Reasonable Accommodation upon Request 

    Work Location: 2100 Clarendon Blvd., Arlington *METRO-accessible*

    POSITION INFORMATION        

    Arlington County is looking for a well-rounded, human resources professional to join our award-winning Human Resources Department as a Compensation and Classification Analyst. The successful candidate will join a team of professional analysts who provide consultation and technical guidance regarding compensation and classification matters to all levels of employees in the County Government. The position will support multiple agencies, developing and maintaining close working relationships with management, employees, and human resources liaisons to build an understanding of their operations and to develop effective compensation and classification solutions.

    This Analyst will conduct job audits and salary analyses to determine appropriate classification decisions; manage projects; compile and evaluate complex data, prepare reports, develop presentations; provide training and follow-up to ensure successful implementation of new initiatives; and work as a team with other analysts to complete county-wide studies. Although primarily focused on compensation, this position also offers opportunities to work on cross-functional and departmental teams, and to contribute to critical efforts such as selection and test development for public safety assessment centers.

    Other duties include:

    •writing and updating job descriptions based upon desk audit, job analysis questionnaire, and market information and determining exemption status;

    •conducting compensation and salary surveys, analyzing market data to determine and maintain the County's competitive position;

    •developing, implementing and maintaining compensation programs, policies and procedures;

    •conducting organizational design studies, and managing HR related projects;

    •using Microsoft Office products to include Excel, Power Point, and Access to translate data into diagrams, graphs or presentations for sharing with a variety of audiences;

    •running queries on ORACLE based HR data system to extract employee, compensation and other HR information;

    •performing job analyses to identify critical competencies for selection including public safety test development; and,

    •maintaining a knowledge of federal and state legislation including FLSA that might affect compensation and classification policies.

    Successful candidates for this position will possess the ability to communicate with all levels of employees regarding critical and sensitive compensation and classification matters; embrace opportunities to build strong partnerships with agencies; approach classification and compensation challenges as opportunities for creative problem solving; contribute to promoting a total reward philosophy; and explore compensation issues by listening and collaborating to identify innovative solutions.

    NOTE: This position may be filled as a full-time position or on a part-time basis and may be filled at any level within the established broad band depending on qualifications. The pay band above encompasses entry through senior-level work.

    SELECTION CRITERIA

    Minimum: Bachelor's degree in Human Resources, Public or Business Administration, Industrial/Organizational Psychology or related field plus significant experience in job evaluation, job and organizational design, and/or compensation or other closely-related human resource functions.

    Substitution: Significant experience in a directly related field may substitute for the Bachelor's degree requirement. A Master's degree in I/O Psychology or Human Resources Administration or closely related field with a related internship or practicum may substitute for some of the experience requirement.

    The preferred candidate will have one or more of the following:

    •experience analyzing a wide variety of jobs (Executive, Management, Professional, Administrative, Trades etc.), preferably for job evaluation and classification purposes;

    •experience in a wide variety of compensation areas including the interpretation and application of FLSA regulations; the analysis of compensation statistics and the development of compensation policy to resolve pay issues;

    •advanced Excel and PowerPoint skills that include developing complex spreadsheets and presentations and preparing, documenting and presenting complex narrative and statistical analytical reports

    •experience in other HR disciplines including organizational analysis and work redesign, recruitment, and/or benefits; and/or

    •a CCP, SPHR or other compensation-related certification.

    ADDITIONAL INFORMATION

    Preferred filing date:  Applications submitted by the preferred filing date of Monday, February 12, 2018 will be given first consideration for interviews.  Applications received after the preferred filing date may be considered for interviews if a hire is not made from applications received by the preferred filing date.  The application process will close when the position has been filled or when sufficient number of qualified applications have been received.

    Work hours are flexible but are generally, Monday through Friday between the hours of 7 am and 5 pm.  A flexible work schedule and telecommuting are available.

    This position is part of a broad band, competency-based pay pilot, and may be filled at any level, including the entry level, within the established broad band depending on qualifications.  Entry salary within the band is based on a review of qualifications and experience with preference given to applicants with course work and internships related to job evaluation and/or testing/selection. The pay band above encompasses entry through senior-level work.  Pay potential will be based on performance and employee development.

    Please complete each section of the application.  A resume may be attached, however, it will not substitute for a completed application.  Your responses to the supplemental questionnaire are required for this position.

    All applicants must submit an online application (unless the job announcement states otherwise) for each position for which they wish to apply. The application must be submitted by the posted deadline.

    To apply online go to https://careers.arlingtonva.us/, click on Apply Now, scroll down the alphabetical list of job titles and click on the one in which you have an interest. The link to the employment application (APPLY) is found on each job announcement. Once completed, your application information remains in the system for you to review, edit and submit for future Arlington job openings.

    Applicants who have questions or need assistance with the application may telephone (703) 228-3500 or visit the Human Resources Department. Our staff will be happy to work with you to get your application into the system. Public access computers are available at all County Libraries, and in the Human Resources Department.

    The examination for this position may include one or more of the following: (1) evaluation of training and experience; (2) written and oral examination; (3) performance test; (4) personal interview; and (5) physical examination.

    Applicants with disabilities may request reasonable accommodation during the application or selection process. Please call the ADA Coordinator at 703-228-3559 (voice) or email pers@arlingtonva.us.

    Apply directly online at: https://www.governmentjobs.com/careers/arlington/jobs/1943784/classification-and-compensation-analyst

  • 27 Nov 2017 8:30 PM | Suzanne (Suzie) Lawson

    SENIOR HUMAN RESOURCE ANALYST

    $6,647.33 - $8,161.62 Monthly, 37.5 hour work week

    Closing date: Friday, December 15, 2017

    The City of Oakland is seeking highly skilled strategic and innovative human resources professionals to join the City's Human Resources team! The Human Resources Management (HRM) Department has the opportunity for responsible professionals to plan, create and implement innovative approaches to recruitment, selection, classification and compensation.  HRM seeks self-driven team players who have the ability and desire to work in a fast-paced, challenging environment, and a strong drive to work in public service.  There is currently one vacancy.

    The Senior Human Resources Analyst will provide expert consultation to departments on complex and sensitive recruitment and classification matters. The ideal candidate will bring new ideas with a healthy respect for existing policies and practices and will also be flexible, resilient, creative, and grounded in merit system principles. The City of Oakland is looking for demonstrated success in managing and coordinating multiple and complex recruitments, providing effective lead direction to professional staff, and experience in test design and validation in a large and fast-paced organization, with a solid understanding of classification and compensation. A strong human resources background, preferably in a municipal environment, is highly desirable.

    This human resources professional will possess a deep commitment to public service and the public service ethic, have the ability to exercise considerable judgment and discretion, maintain confidentiality, demonstrate excellent interpersonal skills, and possess high integrity and honesty while being committed to providing superior customer service to internal and external customers. The ability to communicate professionally using written and verbal communication skills is essential to the success of the role. Demonstrating a passion for customer service and collaboration, the Senior Human Resources Analyst will establish strong relationships and build trust while managing sensitive and confidential information.

     

    Minimum Qualifications

    Education:
    A Bachelor's degree from an accredited college or university in human resource management, industrial organizational psychology, public or business administration, or a closely related field.

    Experience:
    Four years of progressively responsible professional experience in public human resources or personnel administration at the Human Resource Analyst level in one or more of the following areas: recruitment selection and employment testing, position classification and compensation administration, employee development and training and employee and labor relations.  Previous experience providing lead direction is desirable.

     

    APPLICATIONS ARE ACCEPTED ONLINE ONLY. You may apply by visiting our employment opportunities webpage at:  http://agency.governmentjobs.com/oaklandca/default.cfm

  • 02 Nov 2017 4:11 PM | Matisha Montgomery (Administrator)

    U.S. Office of Personnel Management (OPM)

    The Assessment & Evaluation Branch (AEB) within U.S. Office of Personnel Management has multiple openings for Personnel Research Psychologists (GS-180-9/11/12, salary range: $54,972 to $103,639 per year) in its Washington, DC office.  Applicants will be evaluated based upon responses provided on the job specific questionnaire that is required as part of the application process. Applications will be accepted from Wednesday, November 1, 2017 to Wednesday, November 15, 2017.

    Applicants are placed in a dynamic 1 year developmental program with the potential to lead to a civil service career in the Federal Government. At the successful conclusion of this program, you may be eligible for non-competitive conversion to a Federal career or career-conditional position. Our Personnel Research Psychologists enjoy work flexibilities, independence, training and development opportunities, occasional travel, collaborating with passionate professionals, and an opportunity to make a difference to federal employees and the public. AEB offers a fast-paced environment requiring interacting at all levels, across offices, within and external to HRS and OPM. AEB has three sections: Selection and Promotion Assessment (SPA); Leadership and Workforce Development Assessment (LWDA); and Organizational Assessment (OA).

    SPA develops, validates, and administers cognitive and non-cognitive competency assessments for selection, promotion, and diagnostic purposes to include written and non-written tests, job knowledge tests, performance tests, and computer simulations, and conducts job analyses and provides assessment training and support.

    LWDA develops, validates, and administers leadership and workforce planning assessments to assess leader and employee effectiveness by targeting competencies, personality, and leadership potential and conducts competency modeling and gap analysis for workforce training and development.

    OA develops and administers organizational assessments to assess climate and organizational outcomes including organizational climate, employee satisfaction, customer satisfaction, onboarding and exit surveys, and custom surveys, and conducts program evaluation and develops organizational effectiveness indices.

    As a Personnel Research Psychologist at the GS-0180-09/11/12, some of your typical work assignments may include under supervision:

    Lead and/or participate on project teams to develop and/or contract for innovative assessment tools.

    • Conduct Government-wide and/or agency job analyses.
    • Develop and implement competency models, workforce gap assessments, and leadership assessments.
    • Help agencies identify, evaluate, and solve organizational problems using customer action planning, satisfaction surveys, employee surveys, and focus groups.
    • Establish project objectives, activities, timelines, budgets, and staffing plans.
    • Advise agencies and internal senior management on implementing assessment strategies.
    • Evaluate training, candidate development, or other human resources programs.

    For more information and to apply:

    https://www.usajobs.gov/GetJob/ViewDetails/482412000

    If you have any questions or would like to discuss the position further, please contact Melissa Haudek at Melissa.Haudek@opm.gov.

     

  • 02 Nov 2017 3:42 PM | Matisha Montgomery (Administrator)

    U.S. Office of Personnel Management (OPM)

    The Assessment & Evaluation Branch (AEB) within U.S. Office of Personnel Management has multiple openings for Personnel Research Psychologists (GS-180-9/11/12/13, salary range: $54,972 to $123,234 per year) in its Washington, DC office.  Applicants will be evaluated based upon responses provided on the job specific questionnaire that is required as part of the application process. Applications will be accepted from Wednesday, November 1, 2017 to Wednesday, November 15, 2017.

    Our Personnel Research Psychologists enjoy work flexibilities, independence, training and development opportunities, occasional travel, collaborating with passionate professionals, and an opportunity to make a difference to federal employees and the public. AEB offers a fast-paced environment requiring interacting at all levels, across offices, within and external to HRS and OPM. AEB has three sections: Selection and Promotion Assessment (SPA); Leadership and Workforce Development Assessment (LWDA); and Organizational Assessment (OA).

    SPA develops, validates, and administers cognitive and non-cognitive competency assessments for selection, promotion, and diagnostic purposes to include written and non-written tests, job knowledge tests, performance tests, and computer simulations, and conducts job analyses and provides assessment training and support.

    LWDA develops, validates, and administers leadership and workforce planning assessments to assess leader and employee effectiveness by targeting competencies, personality, and leadership potential and conducts competency modeling and gap analysis for workforce training and development.

    OA develops and administers organizational assessments to assess climate and organizational outcomes including organizational climate, employee satisfaction, customer satisfaction, onboarding and exit surveys, and custom surveys, and conducts program evaluation and develops organizational effectiveness indices.

    As a Personnel Research Psychologist at the GS-0180-09/11/12/13, some of your typical work assignments may include under supervision:

    Lead and/or participate on project teams to develop and/or contract for innovative assessment tools.

    • Conduct Government-wide and/or agency job analyses.
    • Develop and implement competency models, workforce gap assessments, and leadership assessments.
    • Help agencies identify, evaluate, and solve organizational problems using customer action planning, satisfaction surveys, employee surveys, and focus groups.
    • Establish project objectives, activities, timelines, budgets, and staffing plans.
    • Advise agencies and internal senior management on implementing assessment strategies.
    • Evaluate training, candidate development, or other human resources programs.

    For more information and to apply:

    Current Federal employees:  https://www.usajobs.gov/GetJob/ViewDetails/482411300

    All other applicants: https://www.usajobs.gov/GetJob/ViewDetails/482411000

    If you have any questions or would like to discuss the position further, please contact Melissa Haudek at Melissa.Haudek@opm.gov.

     

  • 25 Oct 2017 8:54 AM | Matisha Montgomery (Administrator)

    U.S. Immigration & Customs Enforcement (ICE)

    The Strategic Initiatives Unit (SIU) within U.S. Immigration & Customs Enforcement has multiple openings for Personnel Research Psychologists (GS-180-14, salary range: $112,021 to $145,629 per year) in its Washington, DC office.  Applicants will be evaluated based upon responses provided on the job specific questionnaire that is required as part of the application process. Applications will be accepted from Wednesday, October 25, 2017 to Monday, November 13, 2017.

    The primary purpose of this position is to serve as a senior level Personnel Research Psychologist. You will be responsible for conducting research, applying innovative assessment procedures and techniques to identify top talent. You will work to develop practical solutions to HR management problems and concerns to include, developing selection systems to hire and retain highly qualified employees, including law enforcement officers. SIU will be a fast-paced environment where your duties and responsibilities require interacting at all levels, across multiple offices, within and external to ICE.

    Typical work assignments include, but are not limited to:

    • Leading the development of innovative assessment tools, including designing and coordinating job analysis studies, creating test content, developing scoring and weighting protocols, and creating technical documentation related to assessment activities;
    • Developing measurement concepts and tools including: written tests, interviews, training and experience assessments, etc. which are applied in the recruitment, selection, and retention of employees;
    • Applying psychometric and performance measurement, experimental design, descriptive and inferential (including advanced statistics), and other analytic methods;
    • Leading the ongoing maintenance of assessment tools, including designing and implementing maintenance strategies, securing and analyzing data related to item characteristics/performance and item exposure, and item refresh activities; and
    • Conducting assessor and test administrator training

    SIU is a newly formed unit within ICEs Office of Human Capital. Selectees will have the opportunity to build an assessment program from the ground-up.

    For more information and to apply:

    Current Federal employees: https://www.usajobs.gov/GetJob/PrintPreview/482762900

    All other applicants: https://www.usajobs.gov/GetJob/PrintPreview/482739800

    If you have any questions or would like to discuss the position further, please contact Matisha Montgomery at Matisha.montgomery@ice.dhs.gov

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