ASSESSMENT WHAT WEVE LEARNED WHERE WERE GOING ODELL

ASSESSMENT: WHAT WE’VE LEARNED & WHERE WE’RE GOING ODELL HOUSE CERTIFICATE PROGRAM IN LEADING PEOPLE FOR RESULTS APRIL 2018

OVERVIEW • • Intro: The Personnel Psychology Centre (PPC) Roots of personnel assessment Sobering Lessons in Assessment What’s Next? 2

PERSONNEL SELECTION - ORIGINS • 40, 000 years ago: humble beginnings. • https: //www. youtube. com/watch? v=b 56 e. AUC TLok&t=14 s • 4, 000 years ago: Chinese civil service • Intelligence testing in early 20 th century • WWI/WWII 3

SOBERING LESSON #1: WE DON’T REALLY KNOW WHAT PEOPLE WILL DO… Work Sample . 54 Biographical Data . 35 General Mental Ability . 51 Conscientiousness Tests . 31 Structured Interview . 51 Reference Checks . 26 Job Knowledge Tests . 48 Job Experience (years) . 18 Integrity Test . 41 Years of Education . 10 Unstructured Interview . 38 Age -. 01 Assessment Centres . 37 Schmidt & Hunter (1998) BUT WE CAN DRAMATICALLY IMPROVE OUR ODDS… • Can do vs will do? • • Environment Changing circumstances Non-ability factors Volition “All I need to do is see the whites of their eyes… and I know” 4

SOBERING LESSON #1: WE DON’T REALLY KNOW WHAT PEOPLE WILL DO… Strategic Thinking Work Sample Interpersonal Skills Multiple Choice Test Cognitive Ability Interview Writing Ability Simulation BUT WE CAN DRAMATICALLY IMPROVE OUR ODDS… 5

SOBERING LESSON #2: ONE BFF C 5 C 3 C 2 C 4 C 1 One factor (construct) 5 factors But all overlap from a measurement perspective, so wasting your time 5 factors But errors in measurement (halo, primacy) - So. MC Interpersonal Relations Teamwork Client Service Orientation Collaboration Communication 6

SOBERING LESSON #2: ONE BFF • • University degree in business admin. , public admin. , commerce or relevant field • • Extensive experience in management of budgets, contracts, administrative • functions Experience in the development, interpretation and implementation of operational • policies and procedures Experience in extracting, analyzing and synthesizing • economic and business data Significant experience in providing advice to management • on operational process related to financial and administrative • services • • • Knowledge of strategic direction for XXX and the federal government with a broad understanding of science and technology and or business issues General knowledge of sound Human Resources principles (i. e. team leadership, training and coaching, supervision). Knowledge of and ability to apply business and financial processes, principles and best practices and provide operational policy advice and expertise to management. Ability to develop, implement, coordinate and evaluate operational policies and practices (i. e. business process guidelines) Excellent project management skills and knowledge of the basic principles of good project management. Ability to research, analyze, write and edit (e. g. policies, agreements, briefing notes, etc. ) Strong written and oral communications (e. g. making and delivering presentations, etc. ). • • • Effective communication Client focus Conceptual and analytical ability Teamwork Results Orientation Initiative Valuing people Developing others English 7

SOBERING LESSON #2: ONE BFF RATING ERRORS biwonjni • • • Halo Effect “Just like Me” Central Tendency Contrast Effect Stereotyping kadirga saricik iktitaf Thinking Fast and Slow, Kahneman, 2011 8

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• Personality testing • Derailment literature • Cognitive ability testing Performance SOBERING LESSON #4: TOO MUCH OF A GOOD THING? Qualification Confident >>>> Autonomous >>>> Diligent >>>> Energetic >>>> Analytical >>>> Arrogant Detached Perfectionistic Volatile Risk Avoidant 10

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Who we accommodate How we accommodate SOBERING LESSON #5: WHAT IS A FAIR ASSESSMENT? Accessible Rooms Braille Tests Diverse Selection Boards 3 -Way Split, JAWS version* ? ? ? * Plus looking at pretest barriers (test development stage) Persons with Physical Disabilities Persons with learning disabilities, psychological disabilities etc. Other EE group members Persons having grounds under CHRA ? ? ? 12

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WHERE WE’RE GOING • Universal Design • Technology and the future of testing • Evolution in what we assess 14

Universal Design “Rather than focusing on users with specific disabilities, universal design (UD) creates solutions that will work for everyone, regardless of age, mobility, visual, auditory or mental ability. ” Rachel Zimmerman Brachman – Inventor and universal design specialist Stair/ramp designed by Cornelia Oberlander and Arthur Erikson in Robson Square, Vancouver 15

EVOLUTION OF TESTING Then Paper & Pencil Now Online Testing Now Unsupervised / Remote Supervised Testing Artificial Intelligence in Testing 16

UIT / RST Unsupervised internet tests • UITs are on-line tests delivered to an applicant’s computer through the internet. They take the test without supervision, within a specified time-frame • UITs are designed to: • Identify the best candidates early • Manage large volumes of applicants based on merit Two-step assessment: Cheating is minimized through a number of measures, including having applicants pass a similar test in a supervised setting • Remote supervised tests • • • Administered via internet to applicants on their own computers • Test takers can take the test at a time and location of the convenience within a pre-set testing timeframe Supervised via the internet by live proctors • Using webcams and screen sharing technology • Professional proctors are trained and certified One test session, no need for follow-up inperson testing 17

TESTING: AI AND BEYOND • Automated screening • Automated scoring of open-ended text • Automated scoring of non-verbal behaviour • Job matching 18

EVOLUTION IN CONSTRUCTS MEASURED Experience, Knowledge, Abilities Personality, Derailment, Negative competencies, Diversity, Contextual performance, EQ, Fit Potential, Teams, Learning Ability, Adaptability, ? ? ? 19

CONTACT Robert Mc. Sheffrey Director General, Personnel Psychology Centre Robert. Mc. Sheffrey@cfp-psc. gc. ca 20