Liberty Munson, Ph.D. : "How Technology is Shaping the Future of Assessment: Rethinking Outside the Box"
Advances in technology are an opportunity for us to challenge the status quo of assessment, allowing us to innovate in ways that weren’t imaginable even five years ago. How can assessment professionals leverage the power of these advances to more effectively identify the skills and competencies needed to be successful on the job? How can they change the way we design, develop, deliver, and sustain our assessments? Can we leverage ML to reimagine the JTA process? Can we teach machines to write items? Can we leverage bots to perform low level tasks so that we have the time to play a more strategic and influential role in the organizations that are using our assessment processes? Can advances in technology allow us to assess people while they are performing the work (providing a higher fidelity assessment) rather than through the more traditional assessment process (which is often lower fidelity)?
Throughout the history of skills assessment, we have relied on structured multiple choice questions on tests because they are easy to score and scale, but now technology is is the time to rethink how we approach.
Liberty Munson, Ph.D. is the Lead Psychometrician for Microsoft’s Worldwide Learning organization. She is responsible for ensuring the validity and reliability of Microsoft technical certification program. She is considered a thought leader in the certification industry, especially in areas related to how technology can fundamentally change our approach to assessment design, development, delivery, and sustainment, and has proposed many innovative ideas related to the future of certification.
Prior to Microsoft, she worked at Boeing in their Employee Selection Group, assisted with the development of their internal certification exams, and acted as a co-project manager of Boeing’s Employee Survey. She received my BS in Psychology from Iowa State University and MA and PhD in Industrial/Organizational Psychology with minors in Quantitative Psychology and Human Resource Management from the University of Illinois at Urbana-Champaign.
Dr. Christina Norris-Watts: "Demystifying Gamified Assessment: Real-World Strategies and Lessons Learned"
Dr. Christina Norris-Watts is the Head of Selection Assessment and Competencies at Johnson & Johnson. In this role she’s responsible for defining and leading the enterprise-wide selection assessment strategy as well as overseeing the strategy and guidance for J&J’s enterprise-wide leadership and functional competency models. Christina has over fifteen years of experience in talent assessment and talent management. She previously worked at Two Sigma Investments where she was Vice President, Talent Architect. In this role, she led the design and implementation of their performance management process and was also accountable for job analysis and architecture as well as various OD initiatives. Prior to Two Sigma, Christina was Senior Manager, Selection Specialist for Macquarie Group with responsibility for selection assessments, competency modeling, and organizational analytics. She began her career as a consultant with APT Metrics focusing on litigation support, job analysis, competency modeling, and test validation.
Marc Rotenberg: "On the Role of AI in Employment Screening: The Need for New Standards"
Marc Rotenberg is President of the Electronic Privacy Information Center (EPIC), an independent non-profit he established in 1994 to focus public attention on emerging privacy issues. EPIC now pursues a wide range of public policy issues including government accountability, consumer protection, democratic governance, competition policy, cyber security, and Internet governance. EPIC works closely with a distinguished advisory board with expertise in law, technology, and public policy.
EPIC’s recent work focuses on AI policy. EPIC drafted the Universal Guidelines for AI, the first human rights framework for AI, now endorsed by more than 250 experts and 60 associations in 40 countries. EPIC published the AI Policy Sourcebook, the first reference book on AI policy. EPIC is also litigating several important AI cases. In EPIC v. National Security Commission on AI, EPIC established that the US AI Commission is subject to open records laws. EPIC is currently before the D.C. Circuit, seeking the release of the DOJ memo on bias in criminal sentencing. EPIC’s complaints concerning secret scoring of young athletes and job applicants are pending at the Federal Trade Commission. EPIC’s complaint concerning HireVue has attracted widespread public interest. Marc has also served on expert panels on AI for the AI World Society, the Aspen Institute, the Council of Europe, and the OECD.
Dr. Shane Pittman: "Challenges in Public Safety/High Stakes Testing - How to Avoid Disaster or Near Disaster"
Selection in Public Safety is unique in that it usually involves large numbers of candidates testing at the same time for a restricted number of vacancies, its test takers are becoming more savvy regarding best practice in testing and are more comfortable challenging the system, and there is a high need for transparency throughout the process. This environment creates many challenges to successful, valid, predictive processes. How did it become so challenging? What are the biggest challenges and what are some unique solutions to managing or handling them? Some areas for discussion are “live” versus recorded performance, cut scores, reliance on written knowledge exams, adverse impact, use of SMEs, scoring methodologies and candidate feedback.
Dr. Shane Pittman has extensive experience in the area of human resource development and assessment to include expertise in job analysis, selection processes, providing expert advice on high stakes testing in public safety, training, organizational analysis, barrier analysis, and survey research. She is currently the expert to the Court Monitor (and previously the Special Master) for the long running FDNY entry level selection process. She has developed hundreds of public safety testing processes for both entry and promotion across police, fire, corrections, and sheriff in local, state and federal environments. She has developed and conducted training programs in such areas as assessor evaluations, implicit bias, performance appraisal, quality management, and customer service. Dr. Pittman is an accomplished process consultant and facilitator. She has been consulting for the past thirty-four years during which time she developed and refined her client-centered approach. Dr. Pittman has served in numerous leadership positions, such as president of the Personnel Testing Council of Metropolitan Washington (PTC/MW). Previously, Dr. Pittman was president and co-owner of The Pittman McLenagan Group, LC and was recently acquired by HumRRO, where she is now a Principal Scientist. Dr. Pittman received her Ph.D. in Industrial/Organizational Psychology from George Mason University.
David Bearfield: "How high quality assessments can change the way we hire and transform our organizations for the better"
David Bearfield is Director of Office of Human Resources (OHR), Bureau for Management Services (BMS) at the United Nations Development Program (UNDP).
David previously served as the Director of the European Personnel Selection Office for the EU Institutions, where he was responsible for policy, strategy, and operations for selection and recruitment, as well as providing a range of learning and development services.
Prior to this, David held many positions within the European Commission, including as a member of the Private Office of two Vice-Presidents, as Head of Internal Communication and Information Management. He began his career working with the UK Permanent Representation to the EU and with the UK Department of Transport.
Areas of expertise include the improvement and modernization of complex, large-scale systems, processes, and procedures in HR. He is a global thought leader and advocate of best practice in the area of recruitment.