MQPQ Best Practices Master Tutorial (SIOP, April, 2013)

MQ/PQ Best Practices:

Valid Selection at the First Hurdle

Lisa J. Lewen, Ph.D., Aon Hewitt

Master Tutorial

April 12, 2013

28th Annual Conference for the Society of Industrial and

Organizational Psychology – Houston, TX

1

MQ/PQ Best Practices: Agenda Section 1 Introduction (5 minutes)

Audience Poll and Baseline Knowledge Check

Objectives

Background

Section 2 Court Cases and Legal Guidelines (20 minutes)

Court Cases Through the Years

Employment Law and Guidelines

Summary

Section 3 Development of MQPQs: Best Practices (30 minutes)

Qualifying Questions and Rules of Thumb

Legal Issues related to Minimum Educational/Degree MQs (time allowing)

Process Checks during Development of MQPQs

Best practices

Possible Derailers

Section 4 Content Validation of MQPQs (10 minutes)

Rating Scales

Content Validation Template

Decision Rules

Section 5 MQPQ Exercise (5 minutes)

Section 6 Questions and Answers (10 minutes)

Selection & Assessment | Performance, Reward and Talent

Proprietary & Confidential | April 12, 2013

2

Supporting Material – Handout

Slides are available for download at My.SIOP Member

Community webpage

Additional Content available in Supporting Material

Handout (My.SIOP Member Community webpage)

(my.SIOP Community Library » SIOP 2013 Conference

Presentations » Legal Issues/Employment Law )

Expanded MQPQ Content Validation Data Collection

Template

Complete MQPQ Content Validation Rating Scales,

including anchors/definitions

MQPQ Numerical Criteria and Decision Rules

References



http://my.siop.org/library.htm?mode=view&lid=5&did=101




3

Base-Line Knowledge and Experience with MQPQs

Audience Poll

1. Academics?

2. Internal Consultants?

3. External Consultants?

4. How many have ever developed:

Job Descriptions

MQPQs



4

Base-Line Knowledge and Experience of MQPQs

What is your current MQPQ knowledge?

Job Description 1: Plant Accountant (Accounting/Finance/Insurance)

Job Requirements:

Cost accounting and manufacturing background

Bachelors degree

5+ years of business/operations experience

Cross-functional understanding of Operations, Accounting and

Finance

Solid knowledge of SOX and GAAP accounting

Project Management experience

Excellent communication and interpersonal skills

Ability to make decisions and give directions

Ability to manage multiple priorities and tasks

Must be a self-sufficient and self-motivated individual

Rate Appropriateness on a scale of 1(meaningless, subjective)

to 5 (highly useful and objective):



5



Job Description 2: Financial Auditor (Finance)

Minimum Qualifications:

BA/BS degree in Finance, Accounting or Business; in lieu of degree, 6 years of relevant

work experience.

Preferred Qualifications:

Experience in Internal Audit projects in the areas of supply chain, revenue and 3rd-party assessments

CPA/CA/CIA with 6 years of audit experience.

Understand how Information Technology impacts overall financial and operational risk

Demonstrated ability to partner with technical resources.


Ability to work with cross-functional teams

Ability to surface and resolve conflicts diplomatically

Ability to manage and coordinate multiple project assignments in a deadline-driven environment,

accepting ownership and accountability of the process and deliver on commitments.

Leadership skills (ability to take charge, motivate others, confidence to interact with all levels, set

objectives, and drive to results)

Ability to work in a fast paced environment and navigate through ambiguity

Rate Appropriateness on a scale of 1(meaningless, subjective) to 5 (highly useful and

objective):



6



Job Description 3: Product Manager (GeoCommerce) Minimum Qualifications:

BA/BS in Computer Science or a related technical field; in lieu of

degree, 4 years of relevant work experience.


MS, MBA or PhD

5 years relevant work experience

Product management or design experience with a focus on software

products and technologies


Strong technical abilities





7

MQ/PQ Best Practices: Objectives

This Master Tutorial is designed to help you:

1. Describe relevant case law and legal guidelines pertaining to the development

and validation of MQs/PQs.

2. Develop MQs/PQs according to accepted legal and professional standards.

3. Identify appropriate and inappropriate MQs/PQs from applied examples.

4. Describe methods to content validate MQs/PQs in order to meet accepted

legal and professional standards.

Grand Take-Aways

1. Learn what MQPQs are (and are NOT)

2. Understand the legal guidelines and requirements surrounding MQPQs

(enough so that you may explain this to your internal and external clients)

3. Acquire the skills to develop and validate your own legally defensible MQPQs



8

MQ/PQ Best Practices: Background

What are Minimum and Preferred Qualifications (MQPQs)?

Minimum Qualifications (MQs)

Impact applicant pool by initially screening out

applicants determined to be less than minimally

competent

Preferred Qualifications (PQs)

Help focus applicant pool by differentiating among

applicants considered minimally competent



9


What are MQPQs?

Tools used to evaluate applicant experience, education,

training, and certifications to make employment decisions

Level /Amount of education, experience, or combination

Criteria intended to screen out applicants who are unable to

perform the job at a minimally acceptable level

Those who meet or exceed proceed through to the next hurdle

MQs are among the most commonly used selection procedure

in employment settings

Subject to the same set of procedures as are other selection

tests under the Uniform Guidelines

Reason why ensuring legal defensibility is so important



10


Other Clear Benefits:

Minimizes Time

Applicant - especially when not qualified

Employer + Increased ROI

To fill jobs

Saves Money

Reduces the applicant pool

Especially important in difficult economic times

Directed focus towards most competitive applicants



11

Court Cases and Legal Guidelines



12

MQ/PQ Best Practices: Court Cases through the Years

Griggs v. Duke Power, 1971

MQ = High School Diploma; IQ test; Disparate Impact based on

Race

Lessons Learned: Job-Relatedness and Specificity

Albemarle Paper Co. v. Moody, 1975

MQ = High School Diploma; Two IQ tests; Disparate Impact

based on Race


Reynolds v. ALDOT, 1994 (additional dates)

MQs = Misc; Disparate Impact based on Race

Lessons Learned : Documentation, Job-Relatedness

Hudson v. Department of Veteran Affairs, 2010

MQ = Years of Experience; Claim of Gender Discrimination




13



Background: African Americans originally limited to Duke‟s

lowest paying jobs; revised after enactment of the Civil Rights

Act

MQs = High School Diploma and IQ test for higher paying

jobs

Result: Adverse Impact for African Americans

Evidence: Neither the high school diploma requirement nor

the IQ test showed a demonstrable relationship to successful

job performance.

Employees who had not completed high school or taken

the IQ tests continued to perform satisfactorily and make

progress



14



Defense: Company claimed no intention to discriminate

Offered to help undereducated employees through

Company financing of two-thirds the cost of tuition for high

school training.

Legal Guidelines: Businesses must demonstrate that tests

are job-related.

Use of employment tests are prohibited for selection

purposes if they are not a "reasonable measure of job

performance,

Regardless of the absence of actual intent to

discriminate.



15


Griggs v. Duke Power,1971, cont‟d.

Court Findings: High school diploma and IQ test minimum

requirements (MQs) were:

Broad-based

Not directly related to the jobs performed

Not shown to be related to job performance

Duke Power's selection procedure found to be in violation of

the Act.

Implications: Employer has the burden of producing and

proving the business necessity of a test.

Employer has the burden of showing that any given

requirement (e.g., MQs) has a manifest relationship to the

job in question.



16


Albermarle Paper Co v. Moody, 1975

Background: Class action suit by African Americans

MQs = High School Diploma and two IQ tests

Result: Adverse Impact for African Americans

Court Findings: Employer could not show job relatedness of

MQs

Court Rule: “Even assuming that non-high school graduates

do not perform as well as high school graduates, the question

should be whether non-high school graduates perform

adequately”

For only if the diploma-less are not adequate for a job, may

their exclusion from that job be deemed a business

necessity (530 F.2d at 1180)



17


Hudson v. Department of Veterans Affairs , 2010

Background: Plaintiff worked as a Health Technician

Applied for “Readjustment Counseling Therapist”

position

Was informed that he did not meet the MQ requirements

MQs: Prior Experience:

Four years of experience as a counselor, readjustment

counselor, therapist, or social worker

Result: Plaintiff claimed he was denied the position due to

Gender Discrimination



18


Hudson v. Department of Veterans Affairs , 2010, cont’d.

Defense: Selected applicant had extensive experience as a

social worker

Court Findings: Plaintiff failed to prove that the Agency

subjected him to discrimination

Plaintiff was not qualified because he lacked the

requisite counseling experience necessary for the

Counseling Readjustment Therapist position

Implications: Minimum Qualifications of specific prior

experience were:

Job-related

Necessary for performance at a minimally acceptable level



MQ/PQ Best Practices: Employment Law and Guidelines

Lack of literature on how to develop and content validate MQs

The EEOC publishes the Uniform Guidelines on Employee

Selection Procedures (1978)

Addresses use of prior training and experience in selection

procedures

Courts have tended to give these procedures “great deference”[1]

“A requirement for or evaluation of specific prior training or

experience based on content validity, including a specification of

level or amount of training or experience, should be justified on

the basis of the relationship between the content of the training

or experience and the content of the job for which the training or

experience is to be required or evaluated.

[1] 95 S. Ct. at 2378 (quoting Griggs, 91 S. Ct. at 854).

19



20


According to the EEOC – “Uniform Guidelines” (UG):

Content Validating Job Qualifications Requires:

Specifying the level of the qualification

Specifying the amount of the qualification

Specifying the linkage between the qualifications and important

work activities and behaviors and characteristics required for

successful performance on the job:

“The critical consideration is the resemblance between the specific

behaviors, products, knowledges, skills, or abilities in the

experience or training and the specific behaviors, products,

knowledges, skills, or abilities required on the job, whether or not

there is close resemblance between the experience or training as a

whole and the job as a whole.”



21


EEOC indicated that MQs requiring a high school diploma

may violate the Americans with Disabilities Act (2011).

Informal letter and response from the agency: (http://www.eeoc.gov/eeoc/foia/letters/2011/ada_qualification_standards.html )

“Thus, if an employer adopts a high school diploma requirement

for a job, and that requirement “screens out” an individual who is

unable to graduate because of a learning disability that meets

the ADA‟s definition of “disability,” the employer may not apply

the standard unless it can demonstrate that the diploma

requirement is job related and consistent with business

necessity. The employer will not be able to make this showing,

for example, if the functions in question can easily be performed

by someone who does not have a diploma.”



22


EEOC‟s standing on Criminal Background Checks (Arrest-

Conviction) as MQs

Pepsi Settlement - $3.13 million and offer jobs and training to black

applicants impacted by its criminal background check policy

Pepsi refused to hire anyone for a permanent position who had been

arrested pending prosecution, whether convicted or not

Arrests v. Convictions

Time since crime occurred

Correlation with SES

As a best practice, and consistent with applicable laws, EEOC

recommends that employers not ask convictions on job applications

And, if and when they make such inquiries, inquiries be limited to

convictions for which exclusion would be job related for the and consistent

with business necessity.

Key: Determining whether applicant credit history is job related

and consistent with business necessity



23


EEOC‟s standing on Credit Check issues as MQs

Inquiry into an applicant's current or past assets, liabilities, or

credit rating, including bankruptcy or garnishment, refusal or

cancellation of bonding, car ownership, rental or ownership of a

house, length of residence at an address, charge accounts,

furniture ownership, or bank accounts generally should be

avoided because they tend to impact more adversely on

minorities and females. Exceptions exist if the employer can

show that such information is essential to the particular job in

question.

Key: Determining whether applicant credit history is

job related and consistent with business necessity

http://www.eeoc.gov/laws/practices/inquiries_credit.cfm



http://www.eeoc.gov/laws/practices/inquiries_credit.cfm

24


Office of Federal Contract Compliance Programs (OFCCP,

2005)

Recommendations for developing and validating

MQs/PQs:

“The proposed definition [of MQPQs] further provided

that „„advertised, basic qualifications‟‟ must be

noncomparative, objective, and job-related (69 FR

16449–450).”



25


Why are professional guidelines relevant to minimum

qualifications?

Guidelines specify professionally accepted best practices for

validating qualifications

Principles for the Use and Validation of Personnel Selection

Procedures (2003)

Content validating job qualifications requires:

Establishing a relationship between content of

experience and content of work requiring that

experience

Should be more than a superficial resemblance

(e.g., job titles, course titles)



26

MQ/PQ Best Practices: Case Law and Court Cases

Legal Guidelines Summary:

MQPQs must be based on legally defensible processes

and procedures

Inappropriate MQs may be challenged, leaving an

organization vulnerable

While requirements and expectations for MQPQs do

exist in courts and enforcement agencies:

May be difficult to locate and follow

However, doing so is critical:

Will result in a higher legal defensibility and support

from the courts

Ensure all MQPQs are based in solid Job Analysis



27

MQ/PQ Best Practices: Court Cases and Employment Law

Legal Guidelines Summary, cont’d.:

Document, Document, Document:

Develop standardized procedures

Document standardized procedures in a manual

Ensure accessibility to current and future individual

involved in the process

Support Your Decisions

Retain documentation of support for your procedures (e.g.,

relevant case law, professional literature, etc.)

Communicate the basis for MQPQs

Consider legal precedent

Become familiar with case law

Consult with counsel



28

MQ/PQ Best Practices: Court Cases and Employment Law

Legal Guidelines Summary, cont’d.: Be “Risk Averse”:

Use most well supported route

Don‟t use untested or experimental procedures

Involve outside experts early

Experts should review their own prior writings and testimony to ensure

there is no significant conflict

Know Your Limits (and Guidelines):

Adhere to the Uniform Guidelines

The Uniform Guidelines are federal regulations, and remain an important

legal standard that courts may apply to determine compliance with the law

Choose Your Support team Carefully:

Limit the number of staff members

Only highly trained and well qualified people should perform most of the

development work

Less experienced assistants - closely supervised and refrain from

makingjudgment calls



MQPQ Best Practices:

The Development Process

29



30

MQ/PQ Best Development Practices: A Closer Look

MQPQ – Content

Different types (e.g., training/education & experience,

competency-based, task-based)

Focus today is on MQPQs containing:

Education/Training

Previous work experience

Certifications

Most important qualifying question:

What is the least amount or type required for an

incumbent to perform the job at a minimally

acceptable level?



31

MQ/PQ Best Development Practices: A Closer Look

Rules-of-Thumb:

1. Must not involve comparing qualifications of one person to

another

e.g., Cannot be: Passed certification in top 10% of scores (vs. 3

years of experience in finance and accounting)

2. Must be job-related

e.g., Cannot be: Leadership experience for an entry level job

3. Must be objective (measurable)

e.g., Cannot be: “Effective written and verbal communication skills”

“a third party, unfamiliar with the employer's decision

process, should be able to evaluate whether the job

seeker possesses the qualification without more

information about the employer's judgment”

- Governmental inter-agency task force, including among others the Office of Federal Contract Compliance Programs and the Equal

Employment Opportunity Commission supplemental OFCCP proposed “common definition”.



32

MQ/PQ Best Development Practices: Rules of Thumb

Avoid General Requirements:

“High School Education”

“2 years of experience”

Develop Specific Requirements:

“Bachelor's Degree in Statistics, Math, Computer

Science, Engineering or other quantitative field”

“2 years work experience in accounting, finance, or

related field”

“2 years work experience in accounting, finance, or

related field, performing duties such as: accounts

receivable, payroll, and bank reconciliation”



33

MQ/PQ Best Development Practices: Rules of Thumb

Process Checks:

Could a new hire perform the essential functions of the job at a

minimally acceptable level without this qualification? If yes, qualification should not be considered for an MQ

Would training or on-the-job experience enable the new hire to

acquire this qualification within the first 6 months? If yes, qualification should not be considered for an MQ

Does the qualification relate to some legal, professional, or other

externally required pre-requisite for this position (e.g., license,

certification, degree, etc.)?

If yes, qualification would be considered for an MQ



34

Legal Issues Related to Education/Degree MQs

Some jobs do require a minimum education/degree to function at

a minimally acceptable level

Whenever possible, create alternate MQs with experience as a

substitute

e.g. MQ: 3 years work experience in accounting, finance, or related field,

performing duties such as: accounts receivable, payroll, and bank

reconciliation

e.g. PQ: Bachelor‟s degree in Finance, Accounting, or related field. Alternate:

Legal vulnerability exists when the only MQ is a minimum degree

If required, the degree MQ should be as specific (job related) as

possible

Possible issues/consequences: Adverse impact in the applicant pool

Impediments to career progression

Immigration via sponsorship



35


To proactively address issues when utilizing a sole degree MQ: 1. Justification: Document and Approve

What about this job has changed in order to now require a

degree?

What is it about the job that requires a degree (technical, etc.)?

2. 360O Review: Peers, and those incumbents in positions one level

above and below

Should a degree be required at the immediate peer level to this

position?

Should a degree also be required above or below this position?

Do the associates above or below this position have degrees?

Would requiring a degree at this position prevent current

associates from promoting/demoting into this position?

Would requiring a degree prevent overall career progression

and/or succession planning for multiple levels of associates?



36


To proactively address issues when utilizing a sole degree MQ, cont’d.:

3. Exit Strategy: Review all current associates to identify those not meeting

new degree requirements

If any of the current associates do not meet the degree requirement,

an exit strategy must be developed in order to move those

associates out of that position within the next 18-24 months. If this

is not done, then a degree requirement is not required of the

position.

4. Liaison for Sponsorship: Identify an HR representative to act as liaison

with Legal and Selection & Assessment Teams to ensure compliance

with Immigration Law should sponsorship be necessary for any

candidates

Provide additional training for both the Liaison and Hiring Managers

to ensure understanding of sponsorship limitations and

requirements.

HR representative must work with the Legal Department prior to

moving a candidate to another position to ensure compliance with

Immigration Law.



37


Possible Consequences of Using a Degree as a Stand-Alone MQ:

1. Limitation of the Applicant Pool

Unintentionally excluding applicants otherwise qualified

for the job

Creating such small pools that you cannot fill position

Impacting the number of diverse candidates

2. Limiting associate career progression

Associates cannot progress into the position until they

have received a degree.

Those in the position today who are successful, but

have no degree, must exit the position.



38


Possible Consequences of Using a Degree as Stand-Alone MQ, cont’d.: 3. Implications for Immigration visa sponsorship (Specialty Occupation Workers: H-

1B Visa) Reserved for certain professionals (who come to the U.S. for a limited amount of

time

Invites the government to audit the organization‟s hiring practices, including MQs

for the position occupied by the foreign national.

Subject to yearly numerical limitations imposed by US Customs and Immigration

Services (USCIS)

Degree must be a usual requirement for the position

When it is time to apply for a green card for the foreign applicant, the position must

be reposted internally and externally. This includes advertising in newspapers, on job boards, on the internal & external job

portals, etc. inviting qualified U.S. applicants to compete for the position.

Open positions must be given to U.S. applicants over foreign incumbent even if

U.S. applicant is not as qualified as the foreign national who has been performing

in the position.

Once a company has brought an employee to the U.S. on an H-1B visa, should

the company dismiss that employee before the expiration of the visa, the company

is liable for any reasonable costs that the employee incurs in moving

himself/herself and his/her effects, back to his/her last foreign residence.



39

MQ/PQ Best Development Practices: The Process

Job Analysis:

Identify the important work activities and behaviors

(WABs) performed on the job

Identify the important knowledge, skills, and abilities

(KSAs), and other characteristics involved in the job

Review and summarize the information

Enlist the help of SMEs to draft MQ and PQ statements

Goal is to standardize MQPQs by job level across the

organization



40


Talking Points to begin process: 1. How many current incumbents would meet the proposed

qualification(s)

Or would be excluded from consideration?

2. Are the qualifications the same or comparable to those of

jobs at the same level? If not, is there a good rationale for the differences?

3. Are there differences in degree or experience

requirements for jobs above and below target job? If so, what is the rationale?

4. Will the MQs restrict movement of associates from level

to level?

5. How long would a person need to stay in a given position

before moving to the next level?



41


Best Practice Approach

Step 1: Select SMEs: representative, qualified,

experienced

Step 2: SMEs review important WABs and KSAs (imp

and RUE) for the job in question

Step 3: SMEs determine MQs for each job

Step 4: Job analysts compile MQs, revise as appropriate

and ensure consistency with legal guidelines

Step 5: SMEs rate MQ appropriateness and linkage to

important WABs and KSAs (validation)

Step 6: Retain MQs that meet criteria for inclusion



42

MQ/PQ Best Validation Practices: The Process

Potential Derailers During the MQPQ Development Process:

1. Identifying important WABs and KSAs

2. Linking WABs to KSAs

3. Grouping jobs into job families:

Career progression - MQPQs

4. Number of facilitators

Too many cooks

non-SMEs (e.g., HR, Legal)

5. SME-related issues:

Facilitating SME progress and content

“Raising the Bar”

Desire to vent rather than produce

6. Scheduling Selection & Assessment | Performance, Reward and Talent


43


SME-related issues: Facilitating MQPQ development progress

Helpful Talking Points for SME Discussion:

1. If an individual had no prior experience, is there a level of education

that would allow him/her to perform minimally? If so, which education

level?

What courses/area would that individual have to have experience

in to ensure that he/she would be successful at the job at a

minimally acceptable level? (specificity)

2. If an individual had no education at all, how much experience would

he/she need to perform minimally?

What type of experience would that individual need to have that

was related to the job?

3. How much experience would the individual need with each additional

level or type of education?

4. Is there a licensure or certification required to perform at this job

level?



44


MQPQ Examples Good:

Bachelors Degree in Accounting, Finance, or related field OR four years work experience in Accounting, Finance, or related field.

Bad:

3 years work experience and 2 years project management experience OR 5 years work experience; OR equivalent education.

Ugly:

Internal Applicants: Finance and Sr. Project Management Experience Required.

External Applicants: Must have led Finance and Strategy or Business teams. Seeking individual who can think analytically, build/lead a team to accomplish a strategic vision, and communicate exceptionally well.



MQPQ Best Practices:

The Key to Legal Defensibility: The Validation Process

45



46


Ratings are CRITICAL to the validation process

“Importance” ratings

How important is the qualification to performing the job

effectively?

3=Critical; 2=Important; 1=Minor Impact; 0=Not Required

“Level” ratings

Is this qualification a reasonable expectation of a minimally

acceptable candidate? (Minimum Qualifications)

Is this qualification a reasonable expectation of an applicant

beyond the minimum requirements? (Preferred Qualifications)

3=Too Much; 2=Reasonable Expectation; 1=Not Enough

“Linkage” ratings (Is MQ/PQ required to perform imp. WABs?)

(X=Yes)



47


Data Collection Template: Content Validation Ratings

Job

Importance

Rating

(0-3)

Level Rating

(1-3)

Is MQ Required

to Perform Imp.

WABs? (X=Yes)

Organization ID IEC - International eCommerce

Job ID ABC1234

Job Title Senior Director, Insights &

Analytics

Position Level Senior Director

Minimum Qualification 1





Job

Importance

Rating

(0-3)

Level Rating

(1-3)

Is PQ Required to

Perform Imp.

WABs? (X=Yes)

Preferred Qualification 1







48


Decision Rules During the MQPQ Validation Process:

1. Retain Important MQPQs (ratings ≥ 2)

Discard those MQPQs that are not important or

of minor importance

2. Retain MQPQs at levels of Reasonable

Expectation (ratings must = 1)

Discard those MQPQs too easy or too difficult

3. Retail only those MQPQs that link to important

WABs

If an MQPQ is not related to important work

activities and behaviors, it does not qualify



49

MQPQ Exercise

Apply Your MQPQ Knowledge :

Exercise: Production Engineering Manager – Job Description Qualifications:

Bachelor‟s Degree in Industrial Engineering or a related field.

Previous Industrial Engineering experience in the manufacturing

industry.

Excellent written and verbal communication skills

Must be able to demonstrate effective people skills

Advanced computer skills and proficiency with office software

(Microsoft Word, Excel, Outlook)

Must be a self-starter and team player

How would you change the above qualifications to be consistent with

the MQPQ development and validation best practices you have

learned?



50

MQPQ Exercise

Apply Your MQPQ Knowledge : Objective and Valid version!

Exercise: Production Engineering Manager – Job Description Minimum Qualifications: Bachelor‟s Degree in Industrial Engineering or a related field

X years experience in Industrial Engineering

X years of supervisory experience

Excellent written and verbal communication skills

Must be able to demonstrate effective people skills

Advanced computer skills and proficiency with office software

Must be a self-starter and team player

Preferred Qualifications: X years experience in Industrial Engineering in the manufacturing industry

X years experience in a Production role to include preparing layouts of

equipment, and/or coordinating and conducting production line trials of new

or modified equipment

X years experience in developing and executing equipment training

programs



51

MQ/PQ Best Practices: Questions and Answers

In Closing:

Thoughts?

Questions?

Experiences You Would Like to Share?

Feel free to contact me with any questions or

requests for guidance!

[email protected]

THANK YOU!!!!



mailto:[email protected]

52



Job Description 1: Plant Accountant (Accounting/Finance/Insurance)

Job Requirements:

Cost accounting and manufacturing background →½ point

Bachelors degree → worst offender

5+ years of business/operations experience →½ point

Cross-functional understanding of Operations, Accounting and

Finance

Solid knowledge of SOX and GAAP accounting →½ point

Project Management experience →½ point


Ability to make decisions and give directions

Ability to manage multiple priorities and tasks

Must be a self-sufficient and self-motivated individual


to 5 (highly useful and objective): 1



53



Job Description 2: Financial Auditor (Finance)

Minimum Qualifications:

BA/BS degree in Finance, Accounting or Business; in lieu of degree, 6 years of work

experience. →½ point


Experience in Internal Audit projects in the areas of supply chain, revenue and 3rd-party assessments

→ 1 point

CPA/CA/CIA with 6 years of audit experience. → 1 point

Understand how Information Technology impacts overall financial and operational risk

Demonstrated ability to partner with technical resources.


Ability to work with cross-functional teams

Ability to surface and resolve conflicts diplomatically

Ability to manage and coordinate multiple project assignments in a deadline-driven environment, accepting

ownership and accountability of the process and deliver on commitments.

Leadership skills (ability to take charge, motivate others, confidence to interact with all levels, set objectives,

and drive to results)

Ability to work in a fast paced environment and navigate through ambiguity

Rate Appropriateness on a scale of 1(meaningless, subjective) to 5 (highly useful and

objective):



54



Job Description 3: Product Manager (GeoCommerce) Minimum Qualifications:

BA/BS in Computer Science or a related technical field; in lieu of

degree, 4 years of work experience. →½ point


MS, MBA or PhD

5 years work experience

Product management or design experience with a focus on software

products and technologies


Strong technical abilities





55

Biographies

Lisa J. Lewen, Ph.D. is a Consultant in Aon Hewitt‟s Selection & Assessment Service

Line located in Atlanta, GA, providing services in the design, validation, and

implementation of employee selection procedures. Her focus is on delivering

technically sound and impactful business solutions that enable organizations to hire,

retain, and promote top performers while decreasing employee turnover and

maximizing legal defensibility to include products such as: work simulations, job

knowledge tests, structured interviews, and computer adaptive tests.

Dr. Lewen is known for her expertise in the area of litigation support, including providing

internal and external consulting on maximizing the legal defensibility of selection

practices; conducting adverse impact analyses and writing reports targeted for

attorneys, EEO representatives, and the OFCCP; and supporting clients during OFCCP

audits and investigations. Dr. Lewen has worked with public sector and Fortune® 100

clients across an extensive range of industries, ranging from law enforcement and fire

and rescue to retail, pharmaceutical, telecommunications, and power generation.

Dr. Lewen received her M.S. and Ph.D. in Industrial/Organizational Psychology from

the Georgia Institute of Technology, with a minor in Quantitative Psychology. She also

received her B.S. degree from McGill University in Psychology. Lisa has presented her

research in the areas of methods of unproctored internet testing (UIT), employee

selection procedures, cognitive aging, as well as discrimination and adverse impact at

national conferences for the Society for Industrial and Organizational Psychology

(SIOP), the American Psychological Association (APA), and the American Telemedicine

Association, as well as at the Cognitive Aging Conference (Atlanta, GA).



56

Contact List

Lisa J. Lewen, Ph.D.

Consultant, Performance, Reward & Talent

Aon Hewitt

3350 Riverwood Pkwy, Ste 80, Atlanta, GA 30339

Office: 1.770.690.7767; Mobile: 1.404.859.6998

[email protected]



mailto:[email protected]

57

Legal Disclaimer

This Master Tutorial, including any handouts, is intended

only for SIOP 2013 conference participants. Unauthorized

individuals or entities are not permitted access to this

information. Any dissemination, distribution, disclosure, or

copying of this information is unauthorized and strictly

prohibited.



Documents

MQPQ Best Practices Master Tutorial (SIOP, April, 2013)