Job Analysis & Competency Modeling

Job Analysis is the foundation of assessment and classification, and incorporating competency models extends the usefulness of the job analysis data to performance management and employee development. In three half day sessions, you will learn a simple process for identifying the right competencies, and collecting and analyzing job analytic data.

Part I - Competency Modeling

Through a combination of lecture, discussion, and individual and group exercises, participants will gain an understanding of the terms and application of "Competency" and "Competency Modeling" and how it complements Job Analysis.  This course will address issues that competency modeling might resolve, design parameters, key design features, rating and sorting duties and competencies and how to apply competencies in examination design.

Part II - Job Analysis

This interactive twosession workshop will focus on the WRIPAC Job Analysis Method. This comprehensive method is designed to identify the essential job tasks and associated knowledge, skills, and abilities (KSAs) and Competencies required to satisfactorily perform those tasks. The WRIPAC Job Analysis Method is flexible enough to be used in any jurisdiction and for a variety of classifications. It is compliant with the 1978 Federal Uniform Guidelines on Employee Selection Procedures and 1990 Americans with Disabilities Act. This workshop includes group discussions, practical exercises. The WRIPAC Job Analysis manual is available for $25 to cover printing and shipping fees.

The Art of Classification Analysis

Do you want to conduct a sound classification analysis but have no idea where to start? You are not a subject matter expert, so how do you defend a current position or whether a position is working out of class or merely performing complex duties? Given the politics, what is the point of a comprehensive classification analysis?

These are some common and important questions.  In this interactive workshop, you will learn the foundation of classification and answers to these questions and many more.  

After some theory and activities, reinforced with real life situations, at the conclusion of the workshop, participants should have an increased knowledge of and the ability to integrate and utilize the following:

• Reasons to conduct a classification study

• Job families and classification levels

• Broad vs. narrow classifications - identify when classifications should be consolidated

• Allocation factors

• Managing a classification interview

• Conducting the analysis and developing a defensible classification report

• Creating and revising a classification specification

• Classification changes and the politics

Part I: Classification Foundation

This session will provide an overview of the fundamentals of classification analysis. What is it? Why do we do it? Why is maintaining the classification system important and what are the ingredients? You will learn about job families, classification levels, and allocation factors, and how to use them to conduct a classification analysis.

Part II: Data Collection and the Analysis

This session will dive deeper into the classification foundation by using the allocation factors to manage the classification interview and evaluating single and multiple incumbent positions to make a classification recommendation. We will role play this interview process and how learn to ask effective questions.

Part III: The Art of Crafting a Defensible Report

Our final session will cover what you should be considering as you finalize your analysis through writing a defensible classification report, irrespective of politics, and how to write and/or update a classification specification. In addition, we will also discuss strategies to manage the classification review/appeal process.

Compensation 101

Interested in learning how to navigate the art and science of compensation? Compensation data can be very helpful in providing an external trend, but it also raises employees’ expectations, and requires both analysis and strategy.  This course will combine and cover the essential elements of collecting compensation data, analyzing the data, developing and implementing a compensation strategy, and managing stakeholders’ expectations.

Part I - Compensation Foundations

This session will provide an overview of the fundamentals of compensation analysis.  What is it?  Why do we do it?  What is a compensation philosophy and how do I develop one?  Learn about the “whole job evaluation” methodology and approaches to compensation studies in this foundational overview.

Part II - Unpacking Compensation

This session will dive deeper into identifying your labor market, choosing benchmark classifications, collecting the market data, verifying the appropriateness of identified comparable classifications, and auditing matches to identify the accuracy of the salary data.

Part III - Auditing & Data Analysis

The final session will cover what you should be considering as you complete your analysis, and implement any changes identified through your analysis, develop salary recommendations, and implementation strategies.

Appetite for Differentiation: The In's and Out's of Multiple Choice Testing

Multiple-choice exams can measure a range of different types of knowledge and competencies, and the efficiencies gained from mass administering and scoring of such exams make them a popular assessment tool to use in your exam plans.  A well-constructed multiple-choice exam will adequately differentiate examinees with high and low levels of knowledge and competencies; however, a poorly constructed multiple-choice exam will generate misleading results and adversely affect your hiring processes.

This one-day course will combine and cover the essential elements of multiple-choice item writing and editing; and interpreting and analyzing multiple-choice item analysis reports.

The first segment of this course will cover the multiple-choice test construction process to ensure that your recruitment assessments contain enough quality items that reliably measure the necessary knowledge and competencies of the job. The second segment will cover the use and interpretation of item analysis data to evaluate the quality and effectiveness of your multiple-choice items as well as the overall exam. 

By the end of this training, you will learn about:

• The structure and terminology of a multiple-choice item.

• Basics and best practices of Item writing and editing.

• The key characteristics of a good test multiple-choice item.

• Common item flaws and how to avoid them.

• Exam construction using Job Domain/Construct Sampling.

• Single vs Multiple Pass-Point Considerations.

• Using item analysis to identify effective and problematic multiple-choice items

• Item Analysis terminology (item discrimination, point-biserial correlation, item difficulty, distractor analysis, classical test theory, statistical reliability, and other related statistical concepts).

The Art of Classification & Compensation (In-Person)

*In-Person Only*

This combined course covers both Classification and Compensation Analysis in a single 2-day workshop. 

Part I - Classification Analysis

Do you want to conduct a sound classification analysis but have no idea where to start? You are not a subject matter expert, so how do you defend a current position or whether a position is working out of class or merely performing complex duties? Given the politics, what is the point of a comprehensive classification analysis?

These are some common and important questions.  In this interactive workshop, you will learn the foundation of classification and answers to these questions and many more.

After some theory and activities, reinforced with real life situations, at the conclusion of the workshop, participants should have an increased knowledge of and the ability to integrate and utilize the following:

• Reasons to conduct a classification study

• Job families and classification levels

• Broad vs. narrow classifications - identify when classifications should be consolidated

• Allocation factors

• Managing a classification interview

• Conducting the analysis and developing a defensible classification report

• Creating and revising a classification specification

• Classification changes and the politics

Part II - Compensation Analysis

Interested in learning how to navigate the art and science of compensation? Compensation data can be very helpful in providing an external trend, but it also raises employees’ expectations, and requires both analysis and strategy. This course will combine and cover the essential elements of collecting compensation data, analyzing the data, developing and implementing a compensation strategy, and managing stakeholders’ expectations.

This session will provide an overview of the fundamentals of compensation analysis.  What is it?  Why do we do it?  What is a compensation philosophy and how do I develop one?  Learn about the “whole job evaluation” methodology and approaches to compensation studies in this foundational overview. Then we will dive deeper into identifying your labor market, choosing benchmark classifications, collecting the market data, verifying the appropriateness of identified comparable classifications, and auditing matches to identify the accuracy of the salary data. Finally, we will cover what you should be considering as you complete your analysis, and implement any changes identified through your analysis, develop salary recommendations, and implementation strategies.

Structured Interviews: Interviewing the Right Way to Avoid the Wrong Hire (One-day course)

We’ve all seen it happen – the pleasant and articulate candidate that checks all the boxes during the interview process; they are confident, demonstrate a range of qualities desired for the position and have effective interpersonal communication.  However, once selected they present differently than anticipated. The candidate who seemed to know all the technical concepts in the interview lacked the ability to apply them on the job. One of the reasons may be your interview process itself. As HR Professionals, one of our most critical responsibilities is helping hiring managers identify and hire top talent. While there are many different selection tools available to you, one of the most reliable methods is the structured interview process.

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The academic research over the last two decades has documented increased predictive validity and reduced adverse impact when structured interviews are part of the selection process.

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Having a solid interview guide is not enough – this interactive one day workshop focuses on the key considerations in developing a well-designed structured interview process.  When the workshop is complete, participants should have the ability to further understand, integrate and utilize the following learn about:

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• Face validity

• Developing behavior-based anchors

• Working with job experts to develop questions and rating criteria

• Training interview panel members

• Common rater biases

• Interview administration best practices

Leaderless Group Exercises

In today's fast-paced work environment, effective teamwork is more important than ever. It is crucial to identify individuals who possess the skills necessary to work well in a team setting during your recruitment process. That's why we're offering a training on Leaderless Group Exercises, designed to help agencies assess candidates' abilities work collaboratively and demonstrate leadership.

Leaderless group exercises are nothing new, but the public sector has primarily used them in assessment centers. As our work in government continues to emphasize teamwork and collaboration, a standard interview or multiple choice assessment lacks insight into the critical skills needed to be successful in roles that require cooperative problem solving, effective communication skills, and the ability to influence others by presenting ideas in an open, approachable, and non-threatening manner. This assessment method brings groups of candidates together to work in small groups on a challenging activities designed to foster collaboration, communication, and problem-solving skills. With no designated leader, each candidate will have the opportunity to step up and take charge, demonstrating their ability to lead and work well with others.

In the first half of this workshop, participants will learn about this assessment technique, the considerations for both in person and virtual administrations, and the fundamentals for developing a strong assessment.

Participants will be expected to come to the class with a job classification or upcoming recruitment from their agency that require this kind of collaborative work. In small groups, teams will workshop designing an exercise that they can further refine for use at their agencies.