Job Board

Employers: Current IPAC members can post professional job opportunities within their own organization here (please do not post jobs from third-parties, nor jobs unrelated to selection and assessment). IPAC reserves the right to remove listings that do not meet these criteria. Please remember to delete your post when the position is no longer active. Learn more about how to become a member.

Candidates: Please contact the prospective employer directly! IPAC cannot and will not answer any questions about these position listings.
  • 08 Aug 2016 10:23 AM | Kathy Stewart (Administrator)

    U.S. Customs and Border Protection (CBP)
    Location: Washington, DC

    Personnel Research Psychologist (GS-0180).  The Personnel Research and Assessment Division of U.S. Customs and Border Protection (CBP) has two openings for Personnel Research Psychologists (GS-180-12/13, salary range: $77,490.00 to $119,794.00 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 Monday, August 8, 2016 to Friday, August 19, 2016.

    Potential assignments include, but are not limited to: the design, development, and validation of tests and related instruments; the evaluation of the predictive effectiveness of existing tests for specific occupations; planning occupational surveys to document job relevant skills, knowledge, abilities, and other characteristics (KSAOs).  The position requires participation in all phases of the research process from problem definition to reporting of results.  The well-qualified applicant will possess knowledge and expertise in test theory, psychometric methodology, statistics, logic, and the ability to design and develop innovative assessment methodologies.

    Please contact Kathy Stewart at if you are interested in applying.

    For more information and to apply:

    Current Federal employees:
    All other applicants:  

  • 22 Jun 2016 5:17 PM | Martha Hennen

    This position is in the Office of Equal Employment Opportunity (OEEO) of the Securities and Exchange Commission (SEC) located in Washington, DC.

    The primary mission of OEEO is to foster equality of employment opportunity so that SEC employees and applicants have the working environment that supports them in their efforts to protect investors and maintain the integrity of the securities markets.

    For more information or to apply by July 1, 2016, visit:

    If selected, you will join a well-respected team to serve as a Management and Program Analyst (Data Analyst).

    Typical Duties Include:

    • Provide statistical advice and recommendations concerning statistical methods and procedures as applied to the analysis of workforce demographics and other data;
    • Design the methods, tools, and execution plans for studies, surveys, and/or focus groups;
    • Pull and collect data, prepare that data for analysis, and conduct statistical analysis using a variety of statistical tests;
    • Evaluate large databases of workforce data to produce accurate analysis and reports, studies, dashboards and briefing materials that reflect the Agency's progress in identifying and eliminating barriers to equality of opportunity.
    • Utilize a wide-range of available data sources, including comparing Agency data against other financial regulatory agencies, the federal government and the securities and financial industry, to identify trends, statistical significance and potential barriers to equal employment opportunity.
    • Identify additional data sources and relevant benchmarks to measure and evaluate program effectiveness.
    • Present complex data in a manner utilizing effective data visualization methods, including line, pie, bar and other innovative tools.
    • Respond to requests from internal stakeholders for ad hoc studies and reports.
    • Collaborate with internal and external partners to gather and interpret data as well as improve data collection processes.
    • Collaborate on the preparation of special studies and reports reflecting the status of OEEO programs and projects, such as barrier analyses. 

    For more information or to apply by July 1, 2016, visit:

  • 20 Jun 2016 11:07 AM | Martha Hennen

    Consumer Financial Protection Bureau (CFPB)

    Location: Washington, D.C. 

    About the Organization

    Are you an assessment professional looking for an exciting opportunity for challenging research and development work?   We are looking for you to join us at the Consumer Financial Protection Bureau (CFPB).

    The Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank Act) established the consumer bureau.  The central mission of the CFPB is to make markets for consumer financial products and services work for Americans.

    What We’re Looking For:

    The position works in the Office of Human Capital, on the Talent Staffing team.  As an Employee Assessment Specialist/Personnel Psychologist, you will be responsible for advising hiring managers on the use of assessments; developing assessment materials and administering assessments for employee selection; analyzing the assessment program and employee selection results, and serving as an assessment specialist resource within the Talent Staffing team.


    The following are the duties of this position at the CN-53 (Broadly equivalent to the GS-13). If you are selected at a lower grade level, you will have the opportunity to learn to perform all these duties, and will receive training to help you grow in this position.

    • Collaborate with hiring officials to create strategies, tools and assessments to optimize and streamline applicant screening. Strategies and tools can include behavioral interviewing, performance tests, and candidate screening questions.
    • Analyze job requirements and content to establish criteria for classification, selection and other related personnel functions.
    • Develop psychometrically sound and useful tools, including interview techniques, applicant assessment rating scales to assess skills and abilities for the purposes of employee selection.
    • Develop surveys and scales and uses survey methodology to assess employee opinion, organizational climate and culture.

     How to Apply

     The is position is being filled at grade level 51, 52 or 53 (broadly equivalent to federal General Schedule GS-9,11,13).  See vacancy announcement(s) for full details or to apply on or before July 1, 2016: 

  • 03 Jun 2016 12:25 PM | Matisha Montgomery (Administrator)

    The U.S. Office of Personnel Management’s Assessment and Evaluation Branch has a new internship announcement posted.

    Applications will be accepted from Tuesday, May 31st to Tuesday, June14, 2016.

    This Intern position is part of the Pathways Internship Program within the Office of Personnel Management, Assessment & Evaluation Branch, HR Strategy & Evaluation Solutions, Human Resources Solutions (HRS). HRS provides exceptional human resources products and services to meet the dynamic needs of the Federal government by offering customer focused, optimal solutions in staff acquisition, personnel and organizational assessment, HR strategy, leadership training, workforce planning and much more. The Assessment & Evaluation Branch delivers high quality employment and organizational assessment services to client agencies and provides cutting-edge HR management services by conducting basic, applied, and innovative research encompassing the full gamut of human capital management, with a specific focus on individual, organizational, and outcome assessment.

    If you or someone you know has any questions about the position, please contact Matisha Montgomery at  

    To apply, please visit the announcement on USA Jobs:


  • 02 Jun 2016 2:08 PM | Andrey Pankov (Administrator)

    The International Public Management Association for Human Resources, in Alexandria, is looking for a creative HR professional to join our Assessment Services Research and Development Team.  Responsibilities will include the design and development of assessment products and practical tools for HR practitioners with an emphasis on public safety selection/promotional examinations.  New test development will include job analysis, topic research, question writing and validation studies.  Responsibilities will also include maintaining existing tests and their supporting documents, assisting consultants with test development projects, fielding technical assessment related inquiries from test customers, writing technical articles, and coordinating the online testing system.  Good opportunity for self-starter with innovative ideas.  Masters degree in I/O Psychology or related area preferred.  Experience working in assessment and/or with a government agency Human Resource Department a plus.  Salary commensurate with experience.  Please provide salary history and expectations.  Please send resume to or fax 703-684-0948.

  • 20 May 2016 6:04 PM | James Kuthy, Ph.D.

     Biddle Consulting Group, Inc.  

    Open Position:  Principal I/O Consultant

    Reports to: CEO and/or EVP

    Job Description:

    Works under relatively little direction to conduct job analyses, perform adverse-impact analyses, and develop and/or validate selection devices, as well as to provide general selection-related consulting services to our clients. Work includes client contact and is engaged in business development (such as responding to requests for consulting proposals). Has final review authority of other consultants’ work.  Can negotiate and sign contracts. May be asked to provide testimony to support our clients via written declarations and/or deposition. 

    Duties and Responsibilities:

    Manage projects with responsibilities for budget, schedule, scope, research leadership, and tasking of team members. Oversee other Consultants in the areas of job analysis, selection-device development, test validation services, and presentation/training services.

    ·         Lead critical reviews of research literature and court documents

    ·         Develop and execute consulting project plans

    ·         Manage and lead activities such as user needs analysis, task analysis and other analyses to identify training, assessment, and validation needs for clients

    ·         Conduct research to develop and validate measures and metrics of human performance

    ·         Build strong client relationships and ensure they receive excellent service

    ·         Manage and lead data collection activities

    ·         Manage and lead statistical analyses using software including SPSS and Excel and/or access team support for such activities

    ·         Manage and lead the preparation of project reporting requirements (e.g., monthly and final reports, presentations, briefings)

    ·         Actively participate in the assessment-related community through conference presentations, webinar-based presentations, and publications in peer-reviewed and/or general publication literature

    ·         Provide mentorship and guidance to team members

    ·         Lead and assist in the preparation of proposals


    Typically has a M.A./M.S. or Ph.D. degree in I/O Psychology and eight or more years of experience.

    Expertise in human-performance assessment, validation services, and technology-based training

    ·         Strong written and oral communication skills

    ·         Experience leading projects related to human-performance assessment and training

    ·         Experience leading field data collection efforts

    ·         Experience with statistical analyses such as correlation, multiple regression, and ANOVA

    ·         Proficient use of Microsoft Word, Excel, PowerPoint, SPSS


    Experience working in the field of employee selection to include conducting job analyses for a variety of professional and non-professional jobs, developing selection systems (e.g., minimum qualifications, structured interviews, work samples, assessment centers) for those jobs, administering and scoring selection systems, and documenting evidence of validity of those systems.

    Experience leading a team of professionals in performing employee selection work preferred.

    Work Environment:

    This position does not require physical activities beyond a typical office environment. It does require computer use, web-based video communications (e.g. Skype, Webinars), and telephone use.


    The Principal I/O Consultant will be expected to travel up to 10-25% of working hours per month for the following purposes:

    ·         Data collections and information gathering

    ·         Training clients in job analysis and/or validation techniques

    ·         Conference presentations and/or attendance

    ·         Team and organizational meetings (if remote)

    ·         Business development opportunities

    For more information, contact Leigh Bashor, HR Director, Biddle Consulting Group, Inc. at 916-294-4250 x 122 or email

  • 02 May 2016 12:56 PM | Brian Bellenger

    This is a remarkable opportunity for an I/O Psychology professional to innovate and implement best practices as part of a team dedicated to implementing a state of the art selection process.

    The successful candidate will manage teams of professionals to design, implement and validate selection systems for County jobs.  The work requires creativity and innovation in the design of new selection systems.  It also involves compliance with professional, legal and ethical standards of employee selection as defined by the Uniform Guidelines and the Federal Court.

    The I/O Psychologist will be an extensively experienced and highly skilled personnel analyst and manager, developing and implementing selection systems for a wide variety of jobs including professional and para-professional positions.  Additionally, the psychologist will be engaged in efforts to establish internal procedures for the on-going success of the organization.  He or she will also be responsible for building consensus and buy-in with stakeholders at all levels of the organization.  Work is performed through the office of a Federal Receiver charged with reshaping the organization for long-term viability and success.

    Typical Responsibilities Include:

    Manage multiple projects by assessing priorities, establishing completion schedules, assign work to subordinate personnel, and track and monitor work progress.

    Ensure customer and subject matter expert’s questions, concerns, and needs for information are met by overseeing the department/team, responding to customer and subject matter expert inquires and concerns, and monitoring staff interaction with subject matter experts’ and customers.

    Manage data and perform statistical analyses using SPSS and Excel software programs by structuring data in needed formats, determine appropriate statistical analyses for the type of data and departmental reporting needs, write and review syntax and formulas, and interpret resulting output.

    Supervise and manage staff by assigning and distributing work, direct staff in their job duties, monitor progress of work, and provides performance feedback and training to staff.

    Conduct training of departmental staff, other functional areas, and individuals external to the organization in order to ensure work is performed according to procedure and to acceptable standards and/or share information about departmental activities or functioning.

    Ensure the development of job-related, valid, and legally defensible employment selection processes by establishing procedures to govern job analysis and test development activities that comply with applicable employment laws/guidelines/professional standards and reviewing work to make certain procedures are appropriately followed.

    Develop and execute strategic plans for the department by collaborating with management and other departments to establish objectives and procedures, and reviewing, revising, and approving rules and procedures related to departmental services.

    Prepare and monitor departmental budget by reviewing spending trends and expenditure reports, consulting with personnel, analyzing financial data, and presenting an annual budget based on financial data and department needs to ensure that expenditures are within annual budgetary limits.

    Serve as an expert witness in employment discrimination litigation involving employment selection tests.

    Engage in activities designed to ensure professional development, awareness of developments in the field, and knowledge of relevant practices, rules, laws, policies, and/or guidelines.


    Education: Ph.D. in Industrial/Organizational Psychology.

    Work Experience: Experience working in the field of employee selection to include conducting job analyses for a variety of professional and non-professional jobs, developing selection systems (e.g., minimum qualifications, structured interviews, work samples, assessment centers) for those jobs, administering and scoring selection systems, and documenting evidence of validity of those systems.

    Experience leading a team of professionals in performing employee selection work preferred.

    Follow this link for more information and to apply online:

  • 27 Apr 2016 1:50 PM | Kathy Stewart (Administrator)

    The Personnel Research and Assessment Division (PRAD) of U.S. Customs and Border Protection (CBP) has one Student Intern opening in its Washington, DC office.  Applications will be accepted from Wednesday, April 27 to Sunday, May 15, 2016.

    PRAD specializes in personnel selection and supports the assessments used to hire and promote CBP employees.  Students should have strong analytical skills and a desire to learn. At the end of the internship, students may be converted to a permanent position in PRAD.

    Job Duties:

    • Assist with the preparation of documentation on tests in the area of personnel research psychology.
    • Assist in the development, validation, and implementation of test instruments for selection and promotion; coordinate with the training academies in collecting training data for use as criterion measures; design and participate in research validation studies; and establish validation and other research databases.
    • Assist in conducting psychometric analyses on tests and conduct research on a variety of human resources issues.
    • Assist in proofreading, performing statistical computations and assembling tests and surveys.

    Students must be enrolled in a course of study with academic career goals related to Industrial/Organizational Psychology. 

    Please contact Kathy Stewart at if you or someone you know is interested in this position.


    To apply, please visit the announcement on USA Jobs: 

  • 26 Apr 2016 9:20 AM | Kathy Stewart (Administrator)

    Customs and Border Protection

    Location: Washington, DC

    Opens: Monday, 4/25/16
    Closes: Wednesday, 5/4/16

    Series & Grade: GS-0340-15/15

    Who May Apply: Status Candidates (Merit Promotion and VEOA Eligibles)


    • Serves as Branch Chief for Workforce Planning & Analysis within the Personnel Research and Assessment Division by supervising a staff responsible for workforce planning and analysis
    • Provides management support to the Human Resource (HR) function in the areas of workforce metrics, reporting, competency and skills gap analysis, and advanced and predictive analytics; supports the HR leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs;
    • Serves as the domain expert for workforce planning and human capital analytics utilizing current technology and analytical tools to develop and analyze enterprise-wide workforce and other cross-functional data as needed;
    • Supervises a staff responsible for creating, maintaining, and ensuring validity of key HR data sets, reports, and metrics; and
    • Collaborates with subject matter experts across the HR service areas (training and development, staffing, diversity, others) to promote data governance and stewardship, and to improve overall strategic and operational performance and insight.

    Control Number: 436122400

    Job Announcement Number: IHC-1681638-KWI-MP

    For more information and to apply, please click on the following link: 

  • 31 Mar 2016 4:21 PM | Lindsey O'Connor

    The Fire and Police Commission (FPC) was established in 1885 by state law and is one of the oldest police oversight agencies in the nation. The Commission’s authority and responsibility are set forth in Wisconsin Statute Section 62.50, the Milwaukee City Charter Chapter 22.10, and the Milwaukee Code of Ordinances Chapter 314. The nine citizen board members are appointed by the Mayor of Milwaukee and approved by the Common Council. The mission of the FPC is to ensure that the Fire and Police Departments are prepared to protect the lives and property of the citizens of the City of Milwaukee by monitoring the quality and effectiveness of Fire and Police Department policies, practices, and outcomes.


    Take your career in personnel selection to the next level and lead a staffing services team in this challenging and worthwhile position with the Milwaukee Fire and Police Commission. Under the direction of the FPC Executive Director, the FPC Staffing Services Manager is responsible for leading and directing the testing and recruitment staff who develop and administer the selection processes for City of Milwaukee public safety positions – both sworn and non-sworn – within the Milwaukee Police Department and the Milwaukee Fire Department. In addition, the FPC Staffing Services Manager provides guidance to professional consultants in the administration and execution of recruitment, testing, and hiring functions in accordance with applicable state statutes and FPC rules.

    Essential Functions

    Supervision and Leadership of the Testing and Recruitment Staff:

    ·         Supervise testing and recruitment staff. Participate in the recruitment, selection, and assignment of division personnel. Evaluate staff and provide for their training and development. Develop and maintain effective working relationships with all agencies impacted by the service. Anticipate workforce needs and plan selection activities.

    Job Analysis, Test Development, and Administration:

    ·         Determine the need for new selection procedures for entry level and promotional positions; approve qualifications, job postings, components and weights of tests, job analysis procedures, and test materials, as well as test scheduling and physical arrangements; review and evaluate test statistics and eligible lists prior to submission to the FPC; ensure all testing activities are validated, developed, and administered according to professional and legal standards (e.g., Standards for Educational and Psychological Testing, Principles for the Validation and Use of Personnel Selection Procedures, and the Uniform Guidelines on Employee Selection Procedures); direct and evaluate the work of consultants; and ensure the security and confidentiality of test materials.

    Research, Reporting, and Complaint Response/Resolution:

    ·         Serve as the testing subject matter expert for the FPC; prepare research reports and recommendations on employee selection and related human resources issues as requested by the Executive Director, FPC, Office of the City Attorney, public officials, and other agencies; and respond to complaints or legal actions regarding selection processes.

    Background Investigation and Pre-Employment Testing:

    ·         Develop and oversee administration of the background investigation and appeals process pursuant to Fire and Police Commission Rules and professional and legal standards; and oversee the work of professionals contracted to perform pre-employment testing that includes drug screening, medical, and psychological testing.

    Reasonable accommodations requested by qualified individuals with disabilities will be made in accordance with the Americans with Disabilities Act (ADA) of 1990, as amended by the Americans with Disabilities Act Amendments Act (ADAAA) of 2008

    Conditions of Employment

    Must be willing to work an extended schedule for successive days (i.e., 10-12 hour work days) on occasion as well as evenings and weekends to meet departmental needs.

    Minimum Requirements

    1. Master’s degree in industrial/organizational psychology, industrial psychology, educational psychology, human resources management, or a closely related field from an accredited college or university. Education must have included coursework in testing and assessment and statistics.
    2. Three years of advanced level professional experience in developing, administering, and validating personnel selection procedures, including the application of related principles, practices, techniques, and legal considerations.
    3. Valid Driver’s license and availability of a properly-insured vehicle at time of appointment and throughout employment.

    Equivalent combinations of education and experience that provide the applicant with the knowledge, skills, and abilities required to perform the job will be considered.

    IMPORTANT NOTE: College transcripts are required and must be received by the application period closing date. Transcripts should be attached to your online application. Applications without transcripts attached will be considered incomplete and will be rejected. Your transcript must be legible and include your college/university name, your name, the degree completed (if applicable) and the date completed.

    Desirable Qualifications

    Experience with personnel selection for public safety positions.

    Current Salary

    THE CURRENT STARTING SALARY (PAY RANGE 1IX) for City of Milwaukee residents is $75,478 annually, and the non-resident starting salary is $73,627. Appointment above the minimum – up to $93,593 – requires approval and will be based on qualifications and experience.

    The City of Milwaukee offers a collaborative, positive work environment where each employee contributes to making the city the best place possible to live and work. The City offers a comprehensive benefits package, including a top rated pension plan, health, and dental benefits, paid time off including vacation, 11 holidays, sick leave accrual, and much more.


    Applications can be accessed by visiting

© 1994-2017 by International Personnel Assessment Council, Inc. All rights reserved.

Powered by Wild Apricot Membership Software