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January 2013 Assessment Council News

30 Jan 2013 11:30 AM | Anonymous

The January 2013 ACN is available to IPAC members. Highlights of this issue:

Coming Full Circle with Reactions: Towards an Understanding of Affective Training Reactions Through the Core Affect Circumplex
By Garett N. Howardson, The George Washington University

Garett N. Howardson is the winner of IPAC's 2012 James C. Johnson Student Paper Competition.

The Annual James C. Johnson Student Paper Competition (2011-2012)
By Lee Friedman, University Liaison/Student Paper Committee Chair

IPAC is offering the James C. Johnson Student Paper Award that will recognize the achievements of students in the field of personnel management. Graduate, undergraduate, and former students are invited to submit research papers to be judged on the basis of their contribution to the field. The award winner will present the winning paper at IPAC's Annual Conference in Columbus, OH, July 21-24, 2013. The winner will receive up to $600 in conference related travel expenses, free conference registration, one-year membership in IPAC, and recognition in the widely read IPAC newsletter. In addition, the University Department where the student's research was completed will receive a $500 grant and a plaque commemorating the student's IPAC award achievement.

Legal Update
By Richard Tonowski, Equal Employment Opportunity Commission (EEOC)

As 2012 draws to a close, Richard Tonowski looks back on some landmark legal developments that have involved personnel assessments and EEO issues. His first (and probably last) annual awards are described.

Analyzing Item Analysis
By Dennis Doverspike and Rosanna Niguel, University of Akron

Their column for this issue of ACN draws on their recent experience trying to explain item analysis to undergraduate students, graduate students, assessment professionals, attorneys, and other experts.

Personality Traits in Federal Pre-Employent Testing: Why the O in KSAO?
By Peter Leeds, US Merit System Protection Board

In this article, Peter Leeds describes the use of personality predictors in the Federal Government.

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