DCI Selection and Validation Services Provided
- Review basic policies and procedures regarding the selection process to assess adequacy
- Determine legal risk via adverse impact analyses and formal review of available validation research
- Conduct a vendor search for off-the-shelf employment tests and conduct initial rigor assessment
- Conduct job analysis to understand and document work behaviors and worker knowledge, skills, and abilities necessary to perform the job.
- Write job descriptions based on job analysis results
- Establish basic qualifications for jobs based on job analysis data
- Develop performance appraisal tools based on job analysis
- Offer training on the basics of selection procedures and EEO requirements
- Train clients to monitor, evaluate, and update their own employment testing system, as well as evaluate third-party test vendors and test developers.
- Develop basic selection tools based on job analysis data including:
- Training and experience questionnaire
- Scored resume review or application blank
- Job knowledge test
- Structured interviews
- Realistic job preview
- Conduct validity research on already existing selection tools using the following strategies
- Criterion research on already available data
- Criterion research where DCI develops work outcomes and collects data
- Content-oriented research that leverages available job analysis results
- Validity transportability research that leverages existing criterion data
- Validity Generalization research that leverages other available research
- Develop and implement applicant policy and procedure training program
- Conduct mock audit of selection processes
- Support OFCCP audits or EEO litigation by conducting research
Michael Aamodt, Principal Consultant at DCI Consulting Group, wrote an article featured in SIOP’s TIP publication, January 2017.
The Department of Labor’s Fiscal Year 2018 (FY2018) budget proposal was released today, May 23, 2017. The budget outlines the initiatives and priorities of the new administration, and as predicted by DCI, recommends merging the Office of Federal Contract Compliance Programs (OFCCP) and Equal Employment Opportunity Commission (EEOC) by the end of FY2018.
The proposed budget indicates that the consolidation will provide efficiencies and oversight. Additionally, the proposed budget allots $88 million for OFCCP, a decrease of $17.3 million from Fiscal Year 2017. The main cut to the budget appears to be headcount, with a proposed 440 full-time equivalent (FTE) headcount, a reduction from 571 FTEs. Some other interesting items that haveRead More