$53.21-$65.92 hourly / $9,223.42-$11,426.20 monthly / $110,681.04-$137,114.40 annual
Plans, organizes, and manages the classified recruitment and assessment program administered by the Personnel Commission including personnel research, job analysis, test development, statistical analysis, and evaluation of Civil Service testing methods, procedures and operations; personally performs the most complex test analysis and development work of the unit; and manages the day-to-day project and program activities of staff assigned to the unit.
Plans, schedules, and manages the activities of the Recruitment and Assessment Unit of the Personnel Commission which includes responsibility for personnel research, job analysis, test development, statistical analysis, and evaluation of Civil Service testing methods, procedures and operations.
Assigns individual recruitments/assessments to professional staff; manages the workflow of projects; and oversees the scheduling and coordination of administrative details regarding all classified recruitment and assessment projects to include proctor assignments, rater selection/arrangements, site procurement, and material resource availability.
Conducts job analysis to include interviews, observations, questionnaire development and analysis, and documentation.
Develops test content specifications for a wide range of assessments including cognitive, skills, sample job tasks, physical ability, personality, and emotional intelligence tests.
Develops, writes, and pre-tests test items and exercises including determination of appropriate test format (multiple-choice, essay, constructed, etc.), performance criteria, and scoring guidelines.
Develops performance criteria and collects data for criterion-related validity studies.
Analyzes tests for validity, reliability, adverse impact, and differential prediction; develops norms and standards for use in assessment-related decisions; recommends enhancements as appropriate.
Plans and conducts comprehensive job analyses and competency modeling studies requiring extensive research, literature reviews, and focus groups to support effective data collection, survey design, and subsequent data analysis.
Serves as a source of expert guidance to other staff on specific technical areas such as advanced analytic techniques, job knowledge tests, item response theory (IRT), compliance issues, and validation techniques.
Implements changes in assessment content and processes, based on research findings and feedback from internal and external stakeholders.
Manages the development and maintenance of relational database of all exam items and associated statistics.
Develops and maintains avenues for retrieving and housing statistical data; gathers, imports, and exports data; creates databases of statistical information.
Conducts quality assurance on scores, item functioning, and psychometric properties of exams.
Tracks and audits analytics throughout the entire recruitment and assessment cycle to guide decisions related to diversity targets and strategies.
Maintains and updates written procedures and documentation pertinent to assessment development, psychometric practices, and unit operations are documented and consistently applied.
Trains, mentors, and evaluates staff assigned to recruitment and assessment activities in the areas of industrial and organizational psychology; and other related work as required.
Develops assessment and structured interview training; and conducts training with large groups of assessors.
Communicates and explains technical assessment and testing information to a wide variety of audiences, including District administrators, hiring managers and supervisors and employees.
Stays current on trends and developments related to employment assessment; researches and analyzes the impact of proposed new laws, regulations, and guidelines on the assessment program; makes recommendations on program changes needed to ensure compliance.
Plans, organizes, and participates in recruitment events which includes responsibility for key recruiting related outcomes and overall effectiveness.
May assume responsibility for the Personnel Commission Office in the absence of the Director.
Performs related duties as assigned.
A Recruitment and Assessment Manager plans, organizes, and manages the classified recruitment and assessment program administered by the Personnel Commission including personnel research, job analysis, test development, statistical analysis, and evaluation of Civil Service testing methods, procedures and operations; personally performs the most complex test analysis and development work of the unit; and manages the day-to-day project and program activities of staff assigned to the unit.
An Assistant Personnel Director assists the Personnel Director in the overall administration of the Personnel Commission and may assume responsibility for the director in the event of his/her absence or in the exercise of delegated responsibility and authority.
A Personnel Director is responsible for administering the classified personnel program in conformance with the Merit System Article of the Education Code under the direction of the Personnel Commission.
General supervision is received from the Personnel Director. General supervision is exercised over professional, technical, and clerical staff assigned to the Recruitment and Selection Unit of the Personnel Commission.
Principles, methods, guidelines, and legal principles of industrial and organizational psychology with a special emphasis on selection, assessment, test development, test validation, and psychometrics
Professional, ethical, and legal standards in employment testing, measurement, and selection including but not limited to Society for Industrial and Organizational Psychology (SIOP), American Psychological Association (APA) Standards, American Educational Research Association (AERA), Uniform Guidelines, and the Office of Federal Contract Compliance Programs (OFCCP)
Principles of measurement, test construction, and test validation
Principles and methodology of job analysis, test construction, competency modeling, and test validation
Statistical methods used in employee selection and assessment
Psychometric methodology to develop and validate personnel tests such as cognitive assessments, situational judgment tests, and personality measures
Test construction, development of alternative items, and test validation
Principles of project management
Principles of training and supervision
Capabilities of computer applications, systems, and hardware used in personnel management
Manage projects and programs to meet organizational goals, including developing plans and timelines, organizing work, providing technical guidance and feedback, monitoring progress, and reporting results
Plan and lead test development activities
Effectively manage multiple project assignments, timelines, deliverables, and milestones
Use job analysis to identify the responsibilities, duties, skills, accountabilities, work environment, and ability requirements of a wide range of jobs
Analyze, identify, evaluate, and solve assessment related problems using appropriate techniques
Choose and apply appropriate analysis techniques
Monitor and evaluate item performance, differential item functioning, item drift, and exam psychometrics
Detect and correct flaws in multiple choice and constructed response items
Analyze psychometric properties of tests and assessments
Design, implement and analyze the results of construct, criterion and content validation studies
Maintain test security and integrity
Communicate clearly and concisely, both orally and in writing
Maintain high levels of ethical and professional conduct and confidentiality
Maintain professional presence and demeanor with a strong customer service orientation
Adapt to changing priorities and work demands
Take ownership, initiative, and work autonomously with limited supervision
Build and maintain client relationships
Establish and maintain effective working relationships with all levels of administrators, employee representatives, employees, and representatives of other agencies and organizations; work collaboratively and effectively within a team
Use advanced features of computer software such as SPSS, Microsoft Word, Excel, and PowerPoint
Travel to off-site meetings and events
Education and Experience:
A master’s degree from a recognized college or university with a major in industrial/organizational psychology, testing and measurement, psychometrics, research and statistics, or related field.
Three years of full-time, paid, professional-level experience in highly analytical test development or related roles, with responsibility for creating, validating, implementing and managing assessments for employee selection.
A valid Class "C" California driver's license is required.
Travel to locations throughout the District is required.
Our class specification generally describes the duties, responsibilities, and requirements characteristic of the position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this class may vary from the duties of other positions within the class. In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any other requirement noted in a class specification or job announcement, he or she should always apply for a position and request reasonable accommodation at the appropriate time.