GLEAN 2019 SPRING EVENT
May 17, 2019, 8:00 AM - 4:00 PM
Roosevelt University Chicago Loop Campus
425 South Wabash, Room WB 317, Chicago, IL 60605
- IPAC Member – $55.00
- Non-Member – $100.00
- Student – $25.00 (Must show current student I.D. upon morning registration on May 17).
Think Forward on Assessment: Best Practices and a Case Study on Assessment Centers
Download Event Flyer
The programs include a three-part, forward-looking glance of personnel selection and the specific value that assessment professionals bring to the process. In the afternoon, the event will feature an interactive presentation on the process of creating and validating legally defensible assessment centers.
Marty Alber received her Ph.D. in Industrial and Organizational Psychology from Auburn University. Marty’s experience and expertise lie in personnel selection, assessment, and psychometrics. She has served as a consultant for the State of Alabama, State of Mississippi, and DeKalb County, Georgia. Marty has presented research to multiple professional associations including the Society for Industrial and Organizational Psychology (SIOP) and the International Personnel Assessment Council (IPAC). She serves as a guest lecturer to graduate programs in Industrial-Organizational Psychology in the area of assessment centers and employee selection. She is also the current IPAC President.
Warren Bobrow, Ph.D. specializes in employee selection, manager assessment, structured interviews, and opinion surveys for companies in the public (such as the Metropolitan Water Reclamation District of Greater Chicago and OFCCP) and private (such as The Cheesecake Factory, Intuit, and H&R Block) sectors. He has worked in a diverse range of industries, including government, tech, customer contact centers, finance, health care, petroleum, retail, distribution, telecommunications, utilities, and apparel manufacturing throughout North America, Europe, Asia and Central America. Dr. Bobrow received a B.A. in Psychology from University California, Irvine and a Ph.D. in Industrial and Organizational Psychology from the University of Tennessee. He is a licensed psychologist.
8:00 AM – 9:00 AM
Registration & Continental Breakfast
9:00 AM – 11:30 AM
Morning session - Warren Bobrow, Ph. D.
This presentation will review opportunities where forward-thinking selection specialists embrace trends in the field and try to leverage their unique skills sets within the organization. It is not intended to imply that participants should do these things. But rather, these opportunities serve as an example of how skill sets can be re-purposed to add value.
1) We will work through an example of analyzing turnover in a way that is more prevalent in medical science, but has applications in assessment.
2) We will work through an example of the return-on-investment of Jack Welch’s “rank and yank” idea. The results may surprise you. More importantly, we will talk about how this approach can be used for other organizational initiatives.
3) We will look at data for a psychologist who specializes in executive selection. We will compare his recommendations (based on an in-basket, cognitive ability tests, personality assessment, and an interview) to using only the scores from the assessments.
Throughout the session, participants will be encouraged to share their experiences in re-purposing their skills and will be encouraged to share current issues that we can work through.
11:30 AM - 12:45 PM
Lunch and networking – Lunch will be provided by Roosevelt University Catering Services. During registration, please select your preferred boxed lunch. Also, please provide any special instructions for your order (especially if you have allergies). If you register after May 9, we can't guarantee your lunch choice will be available.
12:45 PM – 3:30 PM
Afternoon Presentation – Marty Alber, Ph.D.
An assessment center is a method for evaluating talent on a broad spectrum of job-related competencies. Assessment centers provide organizations with a means of gathering relevant information about an individual's capabilities to perform the essential functions of a job. A typical assessment center will use multiple techniques to assess the individual's strengths and developmental needs in relation to the job. The development of assessment centers should include several key steps in order to ensure that they are valid, job-relevant, and legally defensible. The presentation will outline these steps to include utilizing job analysis results, generating job-related critical incidents, developing valid simulation exercises, and the assessment process. Assessment centers can be used both for selecting talent and for developing that talent, and there are certainly costs associated with this type of process. Organizations must see assessment centers as an investment that ensures top talent will ultimately lead to a highly successful business operation.
3:30 PM – 4:00 PM
Closing Discussion and Q & A
Optional Happy Hour and Networking at Buddy Guy's Legends*, 700 S. Wabash Ave., Chicago, IL 60605
*Happy Hour is not included in the registration fee.
Lunch Options (select when you register):
||Oven roasted turkey and Provolone with lettuce, tomato and cranberry mayo on ciabatta bread
||Ham and Swiss with thin pickle slices and spicy brown mustard on rye bread
||Salami, ham, pepperoni and Provolone, red onion, lettuce, tomato and seasoned olive oil on ciabatta bread
||Chicken salad with lettuce and tomato on a croissant
||Chilled roasted vegetables with hummus on tomato focaccia bread
|Candied Pecan and Apple Salad
||Mixed greens, candied pecans, red onion, tomato, dried cranberry, apple slices and Green Goddess dressing
If you have specific dietary needs or allergies, please include any special instructions.