Professionals

Professionals

All of DCI’s consultants have advanced degrees in Industrial/ Organizational (I/O) Psychology.  I/O psychologists are uniquely qualified to understand the intersection of work and human behavior because they are trained to evaluate employment decision-making, work performance, and organizational behavior. In addition, each consultant has a firm understanding of statistics, psychometrics, affirmative action plan regulations, and compensation analysis.

Mike Aamodt  
 
Michael Aamodt, Ph.D

Principal Consultant

Eric Dunleavy  
 
Eric Dunleavy, Ph.D

Principal Consultant

Harold M Busch  
 
Harold M. Busch, Ed.M.

Vice President of
Government Affairs

Fred Satterwhite  
 
Fred Satterwhite, M.S., M.A.

Principal Consultant

Keli Wilson  
 
Keli Wilson, M.A.

Senior Consultant

Joanna Colosimo  
 
Joanna Colosimo, M.A.

Senior Consultant

Amanda Shapiro  
 
Amanda Shapiro, M.S.

Senior Consultant

 
 
Jerilyn J. Kinderdine

Director of Administration

Kayo Sady  
 
Kayo G. Sady, Ph.D.

Senior Consultant

Emilee B. Tison  
 
Emilee B. Tison, Ph.D.

Consultant

Jana Garman  
 
Jana Garman, M.A.

Consultant

Yevonessa Hall  
 
Yevonessa Hall, M.P.S.

Consultant

 
 
David Sharrer, M.S.

Consultant

Kristen Pryor  
 
Kristen Pryor, M.S.

Associate Consultant

Yesenia Avila  
 
Yesenia Avila, M.P.S.

Associate Consultant

Rachel Gabbard  
 
Rachel Gabbard, M.A.

Associate Consultant

Jeff Henderson  
 
Jeff Henderson, M.P.S.

HR Analyst

Brittany Dian  
 
Brittany Dian, M.S.

HR Analyst

 
 
Vinaya Sakpal, M.P.S.

HR Analyst

 
 
Bryce Hansell, M.A.

HR Analyst

 
 
Sosa Sang, M.S.

Computer Programmer

 
 
Cecilia Liu, M.A.

Accountant

 
 
Steven Huang, M.S.

Computer Programmer

 
 
Christina Georgia

Administrative Coordinator

News

Proposed Rulemaking for Revisions to Sex Discrimination Guidelines Released

On January, 28, 2015, OFCCP released the Notice of Proposed Rulemaking (NPRM) for the long awaited revisions to the Sex Discrimination Guidelines (RIN 1250-AA05).

Recent Blog Posts

ARE YOU CONDUCTING EEO ANALYSES OF YOUR PERFORMANCE RATINGS? YOU SHOULD BE.

As other blogs have noted, the Notice of Proposed Rulemaking (NPRM) for the long-awaited revisions to the Sex Discrimination Guidelines (RIN 1250-AA05) included some very interesting ideas. Some of those relate to the role of performance measurement systems, which, when used to make employment decisions like promotion, merit increases, bonuses, and termination, can be considered a selection procedure under the Uniform Guidelines on Employee Selection Procures (1978). The new regulations cite the Supreme Court ruling in Lewis v City of Chicago to support this notion, but it is an intuitive one; performance ratings (or objective performance metrics if they are available) used as part of a promotion or compensation decision process are no different

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