This is personnel psychology work in the City's central personnel agency. An employee in this class is responsible for administering the City's program for pre-employment psychological evaluations and for developing selection instruments in accordance with psychometric principles. Work includes providing technical guidance to contracted psychologists performing pre-employment evaluations for uniformed police and correctional classes and meeting with candidates and their representatives to discuss the outcomes of the psychological interviews. Contact with consultants and inter- and intra-departmental administrators and attorneys is significant to the work. Work is performed under the technical supervision of a personnel selection supervisor.

ALLOCATING FACTORS: (The following conditions must be met for a position to be approved for this class.)

1. This position must be located in the City's Personnel Department.
2. The employee in this class directs the administration of psychological testing programs for the Human Resources Management Division.
3. Only one position will be assigned to this class.

• Directs and administers the Minnesota Multiphasic Personality Inventory (MMPI) testing program for police and correctional officer candidates; orients new, contracted psychologists to Personnel Department procedures and explains documentation requirements for candidates' performances; provides consultation to psychologists if an impasse occurs in their decision to pass or fail candidates; meets with unsuccessful MMPI candidates and their legal representatives to explain reasoning behind psychologists' decisions; confers with City attorneys when candidates legally challenge test decisions; acts as resource for the Law Department in all matters pertaining to the MMPI program.
• Supervises administration of large-scale examinations, with emphasis on uniformed title examinations; develops procedures and practices for examination holding; analyzes, interprets and evaluates the conduct of job analysis, test development and test validation processes for assigned departments; reviews and analyzes statistical and validation data and proposed selection instruments; performs statistical analyses and standardization and validation of test items and test results; analyzes productive usefulness of questionnaires, rating scales and testing tools and measurements; designs alternative methodologies.
• Conducts a variety of special assignments in the development and evaluation of employment selection devices and related procedures; reviews proposals submitted by outside agencies and consultants for new or changes in existing testing or employment screening devices; determines if studies meet appropriate technical and professional standards; prepares recommendations based on study and analysis findings.
• Performs related work as required.

KNOWLEDGE OF:

• applied psychology as related to personnel selection.
• procedures and practices, including job analysis, for creating a valid employment selection instrument.
• psychometric principles, practices, methods and techniques of testing and measurement.
• statistical methods and techniques appropriate to analyze job content data, test validity, test structure and test items.
• professional and governmental guidelines for merit selection.
• court decisions which impact on the development and administration of uniformed class examinations.

ABILITY TO:

• determine the appropriate testing instruments and measurements based on technical, practical and feasibility factors.
• analyze and interpret results of test and item analysis.
• interpret and explain civil service regulations and merit principles.
• research and evaluate various job analysis studies, methodologies and validation concepts.
• direct and administer large-scale test holdings.
• analyze facts and exercise sound judgment in arriving at conclusions and recommendations.
• communicate and empathize with unsuccessful or disaffected candidates.
• establish and maintain effective work relationships with associates, subject matter experts, and departmental officials.

EDUCATION:
• Completion of a bachelor's degree program at an accredited college or university, supplemented by at least 8 hours of graduate-level course work in testing and measurement, psychology, and statistics.

  AND
  GENERAL EXPERIENCE:
  

• Two years of personnel analysis experience, developing selection instruments for City departments.

  AND
  SPECIFIC EXPERIENCE:
  

• One year of full-performance level personnel analysis experience, which has included administering psychological testing programs.

PHYSICAL AND MEDICAL REQUIREMENTS

• Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.

PAY RANGE: EP21
Class Established: 4/1981
Latest Spec. Revision: 10/1994

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