Emilee Tison is an Associate Principal Consultant at DCI Consulting Group, where she is involved in employee selection and equal employment consulting. Emilee's primary areas of expertise are in employment testing, job analysis and validation strategies, and quantitative methods in the equal employment context.
Prior to joining DCI Consulting Group, Emilee worked at the U.S. Office of Personnel Management (OPM) as a Personnel Research Psychologist in the Selection and Promotion Assessment Group. At OPM, Emilee led job analysis/competency modeling, gap analysis, and assessment development projects; delivered trainings, including assessor/interviewer training; and conducted adverse impact analyses.
Emilee received her M.S. and Ph.D. in Industrial/Organizational Psychology from Virginia Polytechnic Institute and State University (Virginia Tech).
Emilee Tison, Ph.D.
Associate Principal Consultant
DCI STAFF ATTEND SIOP’S 32nd ANNUAL CONFERENCE IN ORLANDO, FLORIDA
The 32nd Annual Conference for the Society of Industrial and Organizational Psychology (SIOP) was held April 26-29, 2017 in Orlando, Florida. This conference brings together
Testing Settlements are Alive and Well: Investigate and Validate
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In another blog, Art Gutman provides an overview of the California Fair Pay Act (CFPA). The CFPA prohibits California employers from paying employees differently due to sex. This
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OFCCP recently revealed a new lawsuit in this press release. It is important to note that this case has not been decided, but a complaint has been filed with the Office of
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The 30th Annual Conference for the Society of Industrial and Organizational Psychology (SIOP) was held April 22-25, 2015 in Philadelphia, PA. This conference brings together
ARE YOU CONDUCTING EEO ANALYSES OF YOUR PERFORMANCE RATINGS? YOU SHOULD BE.
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ANOTHER PAY DATA COLLECTION? THE EEOC CONDUCTS PILOT STUDY
The EEOC is moving towards the collection of employee compensation data – albeit very quietly. Although no public announcements have been made, the EEOC is conducting a pilot
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On September 12th, a General Electric subsidiary in Ohio agreed to pay $537,000 to settle a sex discrimination allegation with OFCCP. The agency alleged that the company used a