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Industrial Psychologist I (Early Career)

13 Oct 2022 10:51 AM | Trey Trainum

The US Postal Service is looking to add an Industrial Psychologist I to our team of I/O psychology professionals as part of our Organizational Effectiveness team, USPS’s in-house team of I/O psychology practitioners responsible for addressing all job analysis and design, selection and assessment, and people analytics needs for the entire organization. 

This is an early-career position primarily responsible for supporting organization-wide job design and job analysis efforts. Ideal candidates would have some previous experience writing job descriptions and participating in job analysis projects.

While our team is primarily based at USPS Headquarters in Washington, D.C., any applicants located within the United States will be considered. Please note that the salary range on the listed job advertisement only reflects the minimum to the midpoint of the full salary range for EAS-21 positions. However, exceptional candidates may be hired above the posted salary range on the job advertisement, contingent on internal reviews and approvals.

Please apply for this opportunity at the following link: APPLY HERE

JOB DESCRIPTION OVERVIEW

Functional Purpose

Performs a variety of projects and assignments in support of organizational talent management goals. Gathers and analyzes job analysis data for use and application in job analysis studies, career pathing, competency models and related projects. Documents job analysis results, evaluates and classifies jobs and updates job descriptions, competency models, and related materials in accordance with established procedures and guidelines.

Duties & Responsibilities 

  1. Participates in job analysis studies (e.g., observations, focus groups, surveys) to gather work related information regarding specific job families to inform the development and modification of job architecture, assessments, competency models, and training programs. Compiles and analyzes job analytic data to identify tasks, job requirements, trends, patterns, and anomalies.
  2. Receives and processes job architecture requests such as changes to job descriptions and grade levels. Conducts research to gather necessary information to begin request. Schedules and facilitates meetings with customers to identify request needs, to include changes in job and structure.
  3. Writes and modifies job descriptions and qualifications/requirements to describe the duties, responsibilities, and skills required to perform the job at entry. Collaborates with senior team members on restructure and job analytic projects.
  4. Works collaboratively as a member of a team to support large-scale job analysis studies and competency models. Independently completes projects and assignments such as data analysis, research and reporting for small-scale job analysis and competency update projects.
  5. Analyzes job information to define job roles and requirements and to determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation. Evaluates jobs to determine pay grades using methods such as point factor, factor comparison, and market pricing.
  6. Queries data and utilizes human resources information systems to complete analyses, create, revise, maintain, and retrieve job related information. Aggregates and formats data from multiple sources, and conducts analyses such as descriptive, correlations, regressions, factor analysis, and significance testing.
  7. Uses standard operating procedures (SOPs), guidelines, and training materials for job classification and evaluation processes, policies, and methods

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