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Candidates: Please contact the prospective employer directly! IPAC cannot and will not answer any questions about these position listings.

  • 13 Oct 2022 11:16 AM | Trey Trainum

    The US Postal Service is looking to add an Industrial Psychologist IV 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 experienced position primarily responsible for leading large complex job analysis and job design projects by leveraging their experience and technical expertise. Ideal candidates should have significant professional experience serving as a technical expert in job analysis and job design 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 V-01 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


    Functional Purpose

    Serves as the technical expert for job architecture and competency development programs. Leads large complex job analysis studies and projects designed to identify large scale organizational needs and inform talent management strategies. Leverages professional knowledge and experience provide technical guidance regarding job analysis and competency development to team members and consult with business owners and managers at all levels of the organization.

    Duties & Responsibilities 

    1. Consults with stakeholders to identify organizational goals and strategies regarding competency models and job architecture. Collaborates with internal stakeholders on initiatives and projects designed to develop competency models and job architecture frameworks. Provides technical advice and program guidance to organizational leadership regarding effective methods, procedures, instruments, and strategies to develop competency models, interview guides, and job architecture.
    2. Leads large complex job analysis studies and project teams by developing and implementing strategies and project plans to conduct observations, focus groups, interviews, and surveys to identify and evaluate work requirements, tasks, duties, and responsibilities. Designs, develops, and administers job analytic surveys to capture necessary data to inform the development and validation of competency models, job descriptions, selection processes, training, performance management and succession planning strategies. Develops deliverables resulting from job analytic studies, including job descriptions, competency models, and interview guides.
    3. Conducts quantitative and qualitative data analysis for job analysis, competency modeling, and other projects. Analyzes job analysis survey data to describe and understand job responsibilities and requirements by running descriptive, frequencies, correlations, regressions and factor analysis. Generates graphs and charts to display the data visually. Documents results in presentations and detailed technical reports. Ensures adherence to applicable professional standards, principles and guidelines.
    4. Conducts external research on industry best practices in competency modeling, job analysis, and job architecture to identify trends, technology enhancements, and methodologies. Develops recommendations for processes, policies, guidelines, and practices for incorporating competency models throughout the employee life cycle, including hiring, development, and performance management and evaluation. Shares technical knowledge (e.g., methodological, statistical, psychometric), and professional development support (e.g., coaching, mentoring) to teammates.
    5. Develops, implements and maintains job architecture guidelines, methods, and procedures to ensure the accurate creation and modification of job descriptions and related materials. Develops the framework, methodology and process for career path analysis and modeling, to inform talent management strategies and evaluate effectiveness of talent management programs and initiatives.
    6. Leads the design of best-in-class job evaluation process to include identifying and implementing legally defensible evaluation methodologies. Conducts internal and external salary analysis studies using market data sources (e.g., ERI, Payfactors) to ensure job equity; prepares and documents analysis to inform recommendations for the appropriate job grade level. 
    7. Leads large scope organizational review and restructure initiatives and projects to review, create, and/or modify job descriptions. Consults with managers at all levels of the organization to identify job description and requirements needs based on organizational changes. Provides technical guidance to organizational leadership regarding job architecture process and value.
    8. Develops and facilitates training of job analytic methods and tools and content validation strategies to enable the team to effectively define job roles, requirements, and determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation for new and existing jobs. Provides technical direction, guidance, and training to team members regarding the evaluation of jobs using established methodologies (e.g., point factor, factor comparison, market pricing) to determine pay grades.
    9. Identifies the impact of competency models on talent management tools and programs and organizational performance. Conducts complex analyses related to the development, delivery and reporting of the impact of competency models on job descriptions, performance, and development. Identifies and makes recommendations for opportunities for improvement of talent management strategies, tools and techniques by leveraging competency models and other job analytic data.
    10. Provides written and/or oral testimony, briefings and reports on complex technical and professional issues. Serves as a technical expert and testifies in legal proceedings in the area of I/O Psychology. 
  • 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


    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

  • 07 Oct 2022 9:10 AM | Martinique Alber (Administrator)

    Executive Director, Personnel Board of Jefferson County - Birmingham, Alabama, United States (On-site)

    The Executive Director of the Personnel Board of Jefferson County directs the operations of an independent organization responsible for a civil service system comprised of twenty-two separate agencies/municipalities with over 8,000 employees within Jefferson County, Alabama. The Executive Director is responsible for guiding the day-to-day planning, organizing, directing, and coordination of activities of the Personnel Board and its various divisions, including Applicant Services, Classification and Compensation, Employee Relations, Training and Organizational Development, Employment Testing, and Information Services. Working under the authority of a Three-Member Board appointed by civic leaders, the Executive Director sets policy and strategic short and long-term goals and objectives for the organization, and assigns, supervises, and evaluates the work of professional staff members. The Executive Director accomplishes work through close coordination and collaboration with a team of division managers, establishing work plans to address complex business issues and management practices and processes that ensure the organization effectively and professionally serves its customers.


    The Personnel Board’s mission is to establish and facilitate a model merit (civil service) system that enhances the employment and development of government employees through innovative, efficient, and effective human resources practices that firmly uphold our values and comply with applicable laws.

    The Personnel Board strives to achieve its mission by adhering to and promoting the following Merit System values:

    Professional values - Serve professionally with dedication, competence, and efficiency.

    Ethical values - Act ethically, reliably, and with integrity so as to uphold public trust.

    Civic values - Pursue public interest with accountability and transparency.

    Human values - Demonstrate respect, compassion, dignity and fairness in dealings with citizens and fellow public servants.

    Excellent & Highly Competitive Benefits

    Our employees enjoy long-term employment with reliable benefits. We offer our employees a strong benefits package with options that truly work for all and meet the needs of our employees.

    • Comprehensive medical benefits with low copays, low deductibles, and high levels of coverage after 30 days of employment for self and eligible dependents
    • Dental and Vision insurance plans after 30 days of employment for self and eligible dependents
    • Term Life Insurance and Voluntary Accidental Death & Dismemberment Insurance for self and eligible dependents
    • Optional Healthcare and Dependent Care Flexible Spending Accounts (FSAs)
    • Disability benefit options such as Short-Term Disability and Long-Term Disability
    • Supplemental insurance options such as Group Accident, Group Critical Illness, and Group Hospital Indemnity
    • General Retirement System (Pension) enrollment
    • Paid vacation, paid sick leave, and paid holidays
    • Deferred Compensation

    Required Qualifications

    • Master’s Degree in Industrial-Organizational Psychology, Human Resources, Business Administration, or a closely related field
    • Experience managing a large (15 or more people) division or organization that provides human resources services to multiple departments or agencies
    • Responsibility for an organizational budget of at least $8 million
    • Experience driving strategic innovations for an organization
    • Experience working with multiple stakeholders and political entities to ensure compliance with legal statutes and system rules
    • Experience overseeing through subordinate managers/supervisors the operations of several of the following: employment selection, recruiting, classification and compensation, information technology, employee relations, and training
    • Experience in establishing, reviewing the legality of, and managing contracts with external vendors

    Preferred Qualifications

    • Ph.D. in Industrial-Organizational Psychology
    • Experience gaining progressive levels of responsibility working in a civil service organization providing human resources services to multiple agencies

    For more information about this opportunity, the Personnel Board, and the Birmingham area, please follow this link.

    If you are Interested and qualified, please submit a resume to

  • 26 Sep 2022 5:39 PM | Lindsay McFarlane (Administrator)


    Vacancy Number: FEMA-22-TLC-592234-CORE

    Position/Grade: LEAD Human Resources Specialist, GS-0201-12

    Location: REMOTE

    Open Period: 09/21/2022 to 09/27/2022

    Hyper Link:

  • 26 Sep 2022 5:35 PM | Lindsay McFarlane (Administrator)


    Vacancy Number: FEMA-22-AR-562233-MP

    Position/Grade: Personnel Research Psychologist, GS-0180-13

    Location: Washington, DC.

    Open Period: 09/22/2022 to 10/03/2022

    Hyper Link:

  • 16 Sep 2022 3:14 PM | Anonymous

    U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD) has an opening for a GS-0180-12/13 Personnel Psychologist.  This position is eligible for remote work, anywhere in the United States. 

    In this Personnel Psychologist position, you will become a key member of a team assisting in the administration, evaluation, and communication of surveys and assessment tools used to provide insight into areas impacting organizational health and employee engagement.

    Typical work assignments include:

    • Establishing programs, initiatives, and resources to identify ways to improve existing programs based on the Federal Employee Viewpoint Survey (FEVS) results, customized CBP workplace climate surveys, focus groups, empirical research, government reports, best practices, and other relevant studies and scholarly articles.
    • Conducting employee engagement action planning with program office liaisons and recommending interventions designed to create healthy organizational climates and improve the employee experience and leader engagement.
    • Using in-depth knowledge of quantitative and qualitative data collection methods and theories to evaluate the validity of proposed and on-going workforce engagement efforts.
    • Collaborating with a variety of internal and external stakeholders to include Department of Homeland Security (DHS), Office of the Chief Human Capital Officer (OCHCO), DHS components, and other Federal agencies as appropriate. Ensuring that CBP's employee engagement policies, programs, and metrics appropriately reflect research-centered principles and best practices.

    If you know of any good candidates for these positions, please pass this information along.  Please note:  The job will close when 150 applications are received, which may be sooner than the closing date. For questions, please contact Lomy Schauffler at

    Link to Job Opportunity Announcement: 

    Public Announcement:

    Competitive Announcement (e,g., current Federal employees):

  • 14 Sep 2022 3:36 PM | Anonymous

    In order to apply for the position, you must go to: to apply for the position. 

    Under administrative direction, the purpose of this position is to apply professional principles of human resources analysis in one (1) of the functional areas of the Bureau of Human Resources.  Areas may include: Selection and Assessment, Recruitment, Benefits, Classification and Compensation, Equal Employment Opportunity (EEO), or Workers’ Compensation. Employees in this classification participate in the development, implementation and administration of assigned programs and projects in the functional area. Position exercises considerable initiative and independent judgment in the conduct of duties, referring unique, unusual, or complex situations to an administrative superior for review and advisement. Performs essential functions as outlined herein according to area(s) of assignment. Performs related work as directed.

    Selected candidate will be required to work on-site. This position will not work in a remote capacity.

    1. Master's degree from an accredited institution in Industrial/Organizational Psychology, Organizational Behavior/Development, or closely related field of study.
    2. One (1) year of progressively responsible experience in the development and implementation of assessment processes to include test development, item analysis, job analysis, research design and statistical analysis, including evaluation and validation methodology.
    3. Strong technical and non-technical writing skills.
    4. Solid interpersonal skills for building internal and external relationships.
    5. Excellent planning and organizing skills; ability to effectively handle multiple tasks and priorities.
    6. Experience in a governmental or similar public sector agency preferred.
    7. An equivalent combination of training and experience may be considered. Such experience must be clearly documented for consideration.

    Essential Functions/Physical Requirements:

    The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position. 

    Participates in the development, implementation, and administration of the agency’s selection and assessment, recruitment, benefits, classification and compensation, EEO, or workers’ compensation, functions. 

    Applies professional analytical techniques to assigned functions, i.e., testing and evaluation, item analysis, assessment measures, classification and compensation evaluation, statistical analysis in relation to personnel injuries, benefits eligibility, ad hoc reporting, enrollment processing, EEO investigations, workers’ compensation claims administration, market survey and evaluation.

    Participates in or conducts special projects, studies, investigations, and/or research pertaining to assigned functional areas, i.e., test development, market analysis, statistical analysis, needs analysis, benefits assessment, EEO complaints, classification evaluation, applicant processing. 

    Develops records, reports and other documentation related to assigned functions, i.e., classification descriptions, statistical data, assessment examinations, leave accruals, desk audits, market surveys, investigations, ad hoc reporting, score matrices.

    Participates in the development and implementation of operating policies and procedures; assists in the dissemination of information and materials relating to modifications/additions to agency policies and procedures. 

    Participates in the maintenance and retention of a centralized employee personnel records system for the assigned functional area, e.g., classification and compensation, benefits, workers’ compensation, selection and assessment, recruitment, and EEO.   

    Participates in collective bargaining; assists in the development of proposals; prepares reports and materials for the collective bargaining process; provides guidance to personnel in matters relating to employee relations, contract interpretation, and the administration of collective bargaining agreements. 

    Participates in investigations to include interviewing and assisting personnel in initiation and processing of complaints. 

    Analyzes and evaluates highly confidential and sensitive personnel matters and information; prepares responses to issues/charges and recommends appropriate action. 

    Addresses employee relations issues, such as harassment allegations, work complaints, or other employee concerns. 

    Provides technical guidance and advice to supervisors and managers regarding issues relating to testing and evaluation, selection and promotional processes, labor relations, EEO complaints, FMLA, ADA, FLSA, workers’ compensation, performance evaluations, policies and procedures and payroll administration.   

    Facilitates and coordinates program-related training as appropriate; assists in providing training to departmental administrative personnel regarding roles in recording/reporting job-related injuries, performance evaluation completion, interviewing, EEO, payroll administration, union contract interpretation and tracking employee leave usage. 

    May provide functional supervision to unit personnel when applicable to the functional area of assignment, i.e., personnel records, payroll administration, selection and assessment, recruitment, benefits and enrollment, workers’ compensation, EEO, classification and compensation. 

    Advises department/bureau/division directors and employees on various human resource issues, i.e., union contract provisions, classification and compensation criteria, minimum qualifications, recruitment strategies, benefits status, hiring provisions, testing criteria, agency/unit reorganizations.

    Ensures adherence to and compliance with established agency policies and procedures and regulatory guidelines and standards governing function(s) under charge, e.g., ADA, FLSA, FMLA, Title VII, EPA, (C)OBRA. 

    Prepares quarterly, annual, and other statistical reports; prepares program plans and participates in long range planning initiatives.

    Performs related duties as directed.

    Tasks involve the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or workstation. Work is performed in usual office conditions with rare exposure to disagreeable environmental factors. 

    Broward Sheriff’s Office is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Broward Sheriff’s Office will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

    Recruitment Information:

    Applicants who qualify will be subject to an extensive selection process and screening program, which may include, but not be limited to evaluation of training and experience; written test; computer based test; interview; polygraph examination; psychological evaluation; employment record, fingerprint and background check; medical examination; and drug screen. The expected duration of the selection process varies by position and could last 10 to 12 weeks. Reapplication will be determined on a case-by-case basis.
    BSO is an equal opportunity employer and does not discriminate on the basis of age, citizenship status, color, disability, marital status, national origin, race, religion, sex, or sexual orientation. Veterans' preference per Florida law.

  • 01 Sep 2022 1:37 PM | Anonymous

    About the Position: (Full Link here:

    The Army Research Institute drives scientific innovation to enable the Army to acquire, develop, and retain Soldiers and enhance personnel readiness. ARI's Emerging Research Unit (ERU) conducts applied research on emerging topics in the Army, particularly those topics that have bearing on Army personnel policy. ERU scientists develop new approaches to measuring and improving unit readiness, group resilience, and understanding Soldiers' adaptation to evolving technologies.


    • Develop research plans and integrate into a larger program of team enablers and human-machine teaming research.
    • Provide guidance to other research psychologists at lower grades and provide guidance to operational personnel in the preparation and execution of personnel selection and assignment tests and assessments.
    • Develop valid and reliable data collection methods using both experimental based observations and subjective instruments.
    • Perform psychometrics analysis (e.g., item/person analysis, equating, IRT and Classical Test Theory-based analysis) and write reports describing the completed research.
    • Review reports of other scientists and contract personnel for quality, accuracy, professional standards, and compliance with regulations and style manuals.
    • Prepare and provide briefs after receiving minimal input from the unit chief and/or team leader.


    Conditions of Employment

    • Appointment may be subject to a suitability or fitness determination, as determined by a completed background investigation.
    • Must be able to obtain and maintain a Secret security clearance.
    • Three year trial/probationary period may be required.
    • This position requires you to submit a Public Financial Disclosure Report (OGE 278) or a Confidential Financial Disclosure Report (OGE450) upon entry, and annually thereafter.
    • This position will require you to obtain and maintain a COR appointment(s) from the Army Research Institute -approved contracting agents.


    Who May Apply: Only applicants who meet one of the employment authority categories below are eligible to apply for this job. You will be asked to identify which category or categories you meet, and to provide documents which prove you meet the category or categories you selected. See Proof of Eligibility for an extensive list of document requirements for all employment authorities.

    • Current Department of Army Civilian Employees
    • Current Permanent Department of Defense (DOD) Civilian Employee (non-Army)
    • Executive Order (E.O.) 12721
    • Interagency Career Transition Assistance Plan
    • Land Management Workforce Flexibility Act
    • Military Spouses, under Executive Order (E.O.) 13473
    • Non-Appropriated Fund Instrumentality (NAFI)
    • Non-Department of Defense (DoD) Transfer
    • Office of Personnel Management (OPM) Interchange Agreement Eligible
    • People with Disabilities, Schedule A
    • Priority Placement Program, DoD Military Spouse Preference (MSP) Eligible
    • Reinstatement
    • Veterans Employment Opportunity Act (VEOA) of 1998

    In order to qualify, you must meet the education and/or experience requirements described below. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student; social). You will receive credit for all qualifying experience, including volunteer experience. Your resume must clearly describe your relevant experience; if qualifying based on education, your transcripts will be required as part of your application. Additional information about transcripts is in this document.

  • 29 Aug 2022 2:29 PM | Anonymous

    U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD) has an opening for a GS-0180-7/9 Student Trainee (Personnel Research Psychologist.) This position is eligible for remote work, anywhere in the United States. In addition, upon successful completion of the internship, the student is eligible for conversion to a full-time permanent appointment with us.

    This student trainee will become a key member of a dynamic team assisting in the delivery of a wide range of organizational, employee, and applicant assessment and development services to facilitate the selection and retention of a quality workforce within CBP. Typical work assignments include:

    • Participating in job analyses of mission critical occupations to determine the competencies, job skills, knowledge, abilities, and other characteristics critical to effective job performance in the occupation;
    • Assisting experienced Industrial/Organizational Psychologists in the development, validation, and implementation of tests and other instruments for selection and promotion;
    • Participating in the administration, evaluation, and analysis of surveys and other assessments used to provide CBP leadership with insight into areas impacting organizational health, employee motivation, and workplace stress;
    • Applying quantitative and qualitative data collection methods to evaluate the validity of proposed and on-going workforce engagement efforts; and
    • Assisting in conducting psychometric analyses and conducting research on a variety of human resources issues.

    If you know of any good candidates for these positions, please pass this information along. Please note that the application closes on Friday, September 9th. For questions, please contact Lomy Schauffler at

    Link to Job Opportunity Announcement:

  • 20 May 2022 10:08 AM | Laura Hausman

    The City of Columbus Civil Service Commission is currently seeking a test development and test administration analyst for our public safety test team. We are seeking a self-driven, individual who works well in a team environment. Our team is responsible for developing, administering, scoring and validating entry-level and promotional assessments for police officers and firefighters. Qualified applicants will possess a bachelor's degree and must take and pass a competitive examination.

    The public safety test team is a dynamic team of analysts and support personnel who come from a variety of experiences and backgrounds. We are passionate about creating assessment practices that predict who will most likely be successful in the demanding jobs of public safety. We develop, administer, score, and validate multi-phase examinations that include traditional multiple-choice exams, video-based situational judgment exams, video-based tactical exercises, role-play and video-based oral board exams, writing samples, written work samples, and physical tests. We present training to assessors and information sessions to candidates to communicate clear understanding of assessment practices. We are a team dedicated to excellence and are seeking a new member for our team.

    This is a full-time position with an hourly pay range of $26.20 to $39.29. Compensation will be commensurate with experience and education and will include a full range of benefits including vacation, health, retirement and more.

    Please click on the following link to apply  or contact Laura Hausman, Public Safety Test Team manager, at 614.645.6893 or to learn more. The deadline to apply is Monday, June 13, 2022.  

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