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Innovations from Industrial/Organizational Psychology

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Innovations from Industrial/Organizational Psychology AHA Reprint Alternative Solutions assessment of knowledge through a written Health and Human Services System (NHHSS), test, and, for finalists, psychological screening. starting from the essential first step of job to the Child Protective After provisional hire, the new recruit often analysis through the development and Services Staffing must attend a rigorous training program, validation of competency assessments designed Crisis: including frequent written and performance to predict job performance and retention. testing, to demonstrate required levels of Innovations from knowledge and skill. All of this occurs before The Partnership Industrial/ the officer assumes actual work assignments. None of the activities described herein We believe that the stakes involved in child could be accomplished without a shared vision Organizational protection warrant a similar level of rigor in and supportive agency management. The Psychology the selection and training of new staff. University of Nebraska-Lincoln Center on Research conducted across a variety of Children, Families and the Law (CCFL) has By Michelle I. Graef, Ph.D., jobs clearly demonstrates that effective partnered closely with NHHSS since 1988 to and Megan E. Potter, M.A. recruitment and selection is essential to provide training, research, and consultation achieve successful training outcomes, high through a variety of projects. We have been Several years ago we conducted an informal levels of staff performance, and increased extremely fortunate to have had extensive telephone survey of 53 child protective services retention (Schmidt & Hunter, 1998). The management and staff involvement in (CPS) agencies, both state and county industrial/organizational (I/O) psychologist’s developing and implementing efforts outlined administered, to obtain a broad snapshot of “toolbox” includes an array of strategies that here, and we wish to acknowledge this what methods agencies across the country can be used to help both public and private visionary support. were using to select new CPS staff. Our goal sector organizations achieve noteworthy The CCFL has been involved in the design was to learn what measures or indicators were improvements in functioning. A recent study of and delivery of training for child protection included in these hiring decisions, with the nearly 1,000 national firms demonstrated that staff (referred to in Nebraska as Protection hope of collaborating across agency lines to the use of what the authors termed high and Safety Workers) for the state of Nebraska develop new approaches. Our results surprised performance work practices, including job since 1988. As part of this work, a us: Many jurisdictions invested minimally in the analysis, selection testing, employee training, comprehensive job analysis was conducted, recruitment and selection of new CPS staff, yet quality of work life programs, and the results of which have guided ongoing they clearly expected new CPS workers to performance appraisals, had an economically revisions and refinements of training achieve high performance after some (varying) and statistically significant impact on employee curricula, the development of unit-based amounts of initial training. With rare exception turnover, productivity, and corporate financial assessments of trainee competence, and a (Bernotavicz & Locke, 2000), we have seen performance (Huselid, 1995). Although we are renewed focus on the importance of selection little evidence of significant change in the skeptical of anyone who professes to have all in retaining a competent, professional, and situation to present. the answers to any problem, we believe I/O productive child welfare workforce. Given the complexity of the work and the psychology has much to offer those seeking high-stake decisions required of child lasting solutions to the CPS staffing crisis. As Job Analysis protection workers on a daily basis, this lack I/O psychologists, our objective is to develop The foundation for Nebraska’s selection of attention to recruitment, selection, and strategies to optimize the fit between the needs and training system is a fundamental human placement of new staff is puzzling. It seems at of job applicants and the organization; that is, resource practice known as job analysis. As the odds with what has become the norm for other to identify candidates who most likely will be name implies, job analysis is a process of jobs involving public welfare (e.g., police, satisfactory job performers and who least likely analyzing or dissecting a job and identifying the firefighters). For example, a typical municipal will leave the organization. This article job’s tasks and the associated knowledge, police officer selection process might include a provides an overview of this approach, with skills, and abilities required to successfully situational interview, physical agility test, examples from our work with the Nebraska perform such tasks. Other products of job Originally Published in Protecting Children, Volume 17 / Number 3, in press Page 1 © 2002 American Humane Association AHA Reprint analysis include information about the The Guidelines were established by the Equal constitutes sound scientific and business organization’s philosophy and structure, Employment Opportunity Commission, the practice. employee authority and accountability, work federal regulatory agency charged with Validity refers to the appropriateness or products and services, tools and equipment, enforcing employment laws. The Guidelines meaningfulness of inferences made from test environmental stressors, safety requirements, specify what is required of employers who use scores. (Keep in mind the broad use of the performance indicators, and job context selection procedures that have been shown to term test.) (AERA, APA, & NCME, 1999). (Brannick & Levine, 2002). Given its myriad disproportionately screen out members of a Therefore, despite frequent misperceptions, a outcomes, job analysis is an essential protected class, resulting in what is known as test is not, in itself, either valid or invalid; prerequisite to the development of a host of adverse impact. The Principles were created by rather, it is the inferences made from test other personnel systems, including the Society for Industrial and Organizational results that are either valid or invalid. The use recruitment, placement, training needs Psychologists, a division of the American of a particular test in one situation could be assessment, performance appraisal, job design Psychological Association. Whereas the valid, whereas use of the same test in a and enrichment, job evaluation and Guidelines pertain narrowly to employment different situation might not be valid. compensation, job classification, and career law, the Principles outline widely applicable Different types of evidence can be used to development and planning (Gael, 1988). The standards adopted by professionals who demonstrate that an employer has made job analysis conducted on child protection specialize in developing and validating appropriate inferences, and these are more workers in Nebraska has been a foundation for selection and other personnel procedures. The thoroughly discussed in both the Guidelines developing several recruitment, selection, Principles describe what I/O psychologists and the Principles. One way to ensure the training, and performance appraisal tools. believe is good practice in the arena of validity of a selection procedure is to develop In addition, job analysis plays a central personnel selection. the procedure on the basis of a thorough job role in satisfying legal requirements. Although Both the Guidelines and the Principles analysis. This type of validity evidence is known no law explicitly requires employers to conduct apply to a number of employment decisions, as content validity. A selection tool with content a job analysis, as others have argued (e.g., including hiring, retention, promotion, validity samples knowledge and skills shown to Brannick & Levine, 2002; Sparks, 1988), transfer, demotion, dismissal, referral, or any be necessary for job performance; in other several statutory laws require detailed other actions that affect employment status. words, the content of the test matches the information that cannot be gained without a The selection procedures covered by these content of the job. systematic analysis of the job. For example, documents include paper and pencil tests, An alternative means of demonstrating under Title VII of the Civil Rights Act of 1964, it performance tests, work samples, personality validity is establishing an empirical is illegal for an employer to discriminate inventories, interest inventories, integrity tests, relationship between the selection tool and against a person based race, color, religion, biographical data, application blanks, subsequent job performance. This type of sex, or national origin. Although the Act itself interviews, reference checks, educational evidence is known as criterion-related validity. does not require a job analysis, in claims of requirements, appraisals of job performance, A selection tool with criterion-related validity is discrimination, an employer must show a and many more. statistically related to some criterion, or job relationship between the selection procedure So what do these legal and professional relevant behavior, such as performance or and the employee’s job performance. A resources say about the procedures used to tenure. Although a job analysis is not necessary thorough
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