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Offices, Boards and Divisions is Hiring a Personnel Psychologist (Industrial and Organizational Psychologist) Near Washington, DC

Qualifications:

Specialized Experience Requirements

To qualify for a position as a Personnel Psychologist in the GS-180 series:

You must have successfully completed a 4-year course of study leading to a bachelor's degree with a major or equivalent in Psychology.

In addition, in order to qualify for a Personnel Psychologist, GS-0180, at the GS-14 you must meet the Specialized Experience requirement.

Specialized experience for the GS-14: You must have one year of experience at the GS-13 level in Federal service, or equivalent experience in the public and/or private sector, directly related to the position that has equipped the candidate with the particular experience to successfully perform the duties of the position. Specialized experience for this position is defined as:

- Experience in the Industrial/Organizational Psychology principles relevant to employee selection (examples are working on job analysis design, employee testing, or other methods of employee assessment)
- Experience in statistical analyses relevant to employee selection procedures and validation studies

In order to be rated as qualified for this position, we must be able to determine that you meet the specialized experience requirement - please be sure to include this information in your resume. To be creditable, this experience must have been equivalent in difficulty and complexity to the next lower grade of the position to be filled. Specialized experience is defined as experience that has equipped the applicant with the particular knowledge, skills and abilities to perform successfully the duties of the position and is typically in or related to the work of the position to be filled.

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). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

All qualifications and education requirements (if applicable), must be met by the closing date of this announcement and clearly documented in your resume.

YOUR RESUME MUST support your responses to the online questionnaire and provide specific details as to how your experience meets the specialized experience as described in the vacancy announcement. If you are using experience to meet all or part of the qualification requirements, please ensure that your resume includes the month and year that you began and ended each position held or that position will not be credited toward meeting the specialized experience requirement. Part-time employment will be prorated in crediting experience. Failure to provide details will result in an ineligible rating. Your latest resume submitted for this vacancy announcement will be used to determine qualifications and supersedes previous submissions.

Responsibilities:

The incumbent will serve as a Personnel Psychologist (Industrial and Organizational Psychologist). Duties include, but are not limited to:

• Assists ELS attorneys and managers in evaluating matters for potential litigation by reviewing and evaluating job analyses, test development reports, validation reports, data, and other information produced in investigations to determine whether the materials provided meet professional standards and whether selection devices or other employment practice are valid, using content, construct, criterion-related and validity generalization strategies.
• Assists in preparing and assessing settlement proposals and in monitoring compliance with consent decrees by analyzing applicant, hiring, promotion, testing, or other data and by developing and/or evaluating potentially less discriminatory alternative employment practices.
• Produces written and oral reports of analyses and issues relating to disparate impact and validation of selection devices in formats and language understandable to laypersons (managers, attorneys, and paralegals).
• On receipt of applicant, hiring, promotion, testing and/or other selection data in investigations, creates, merges, and verifies electronic databases.
• Performs statistical analyses, including regression analyses, of applicant, hiring, promotion, testing, and/or other selection data received in investigations to determine whether the use of selection devices or practices results in disparate impact and whether there are statistically significant disparities that may constitute evidence of a pattern-or-practice of intentional discrimination.
• Consults with managers and attorneys regarding statistical and validation issues arising in ELS cases in litigation; assists attorneys in preparing written discovery requests, preparing for depositions of opposing experts, and preparing ELS experts for deposition and trial testimony; may act as part of litigation team to assist attorneys in communicating with expert witnesses regarding technical issues involved in preparing expert reports.
• Researches and summarizes professional literature and legal authorities relevant to issues of employment testing and use of artificial intelligence in selection procedures, and maintains liaison with officials of federal agencies, public and private institutions, and other organizations involved in the development and analysis of employment selection devices to keep abreast of current practice in the field.
• Assists in developing and conducting training for attorneys and paralegals regarding the evaluation (including the use of statistics in such evaluation) of the validity of selection devices and other employment practices using content, construct, criterion-related, and validity generalization strategies.
• Consults with and advises managers, attorneys, and other professional staff regarding the review, evaluation, and development of employer workplace policies and procedures, particularly antidiscrimination, anti-harassment, and inclusion policies and programs.

Job Summary