Request for Proposals for the Creation of an Entry-level Police Officer Selection Test

The International Public Management Association for Human Resources (IPMA-HR) invites fixed-price proposals from qualified consulting firms to develop a multiple-choice entry-level police officer selection test for its stock testing service.

This includes the creation of an exam plan from the job analysis data collected by IPMA-HR, and the utilization of questions from IPMA-HR’s test item bank. The consulting firm chosen is expected to conduct a criterion-based validation study that includes having participating police departments administer the test to incumbents and gathering performance evaluation ratings to statistically show that the test predicts performance on the job. This also includes a test item analysis to select the final test questions, criterion validation statistics, and a fairness analysis.

The firm is expected to prepare validation study materials and assist in getting police departments to participate by making calls and sending correspondence. Further, the firm will prepare a technical report summarizing the steps taken during the test development and validation study project.

Proposals are due by July 31, 2017, 5:00 PM, ET.

Learn more about the full scope of the project and obtain contact information on our website. Continue reading

Big Help Deserves Big Rewards

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Help IPMA-HR with the criterion-related validation phase of our new public safety telecommunicator (PST) test, and you’ll not only be helping to ensure the continued availability of the most reliable, valid and fair tests in the industry, but you and your department will also receive the following rewards:

  • 30% off your agency’s next test order.
  • $75 VISA gift card for each participant.
  • A snack basket for participants to share after the test.
  • $50 Applebee’s gift card for the test administrator.
  • Direct evidence supporting the validity of the exam and its use in your agency.

Learn more about the new test, the validation phase and how you can help on our website.

Providing you with tests you can trust is our priority. But we can’t do it without you. Go online today to learn more and fill out a participation form for your agency.

Please Note: Our desired deadline for wrapping up the validation phase of this study is the end of October 2016, so please get in touch soon!

We need writers!

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Are you well-versed in the world of assessment? Need an outlet through which to share your plethora of knowledge? Seeking opportunities to flex your writing muscle? Want your own byline? Look no further! IPMA-HR is looking for paid contributors to the Assessment Services Review: the official blog of the Assessment Services Department. We want to offer our readers fresh perspectives, experienced commentary, and cutting edge news from our world. Your level of commitment is up to you: write one, two … or 12 entries a year — and get paid to do it!

Interested? Please send an email to Andrey Pankov at apankov@ipma-hr.org

IPMA-HR Consortium Testing …Save Time and Money

Do you want to save money and time administering IPMA-HR’s entry-level and promotional tests?

As the demand for online testing increases, we want to stay ahead of the curve and offer you the most cost and time efficient options available.  IPMA-HR is considering the development of consortium testing and would like your feedback on the process.

Consortium testing is, in essence, a centralized test center located within a region that can administer IPMA-HR tests to large groups. The results are then offered to several departments for review. The advantage of a consortium is twofold: candidates only need to take one test, and departments find cost savings while still maintaining high standards in finding the right people for open positions.

Consortium testing . . .

Is an alternative for administrative and budget-conscious departments, gathering together a large group of candidates across multiple departments for testing purposes.

  • Is done at a local community college or other IPMA-HR approved test site.
  • Is administered by an approved IPMA-HR representative.
  • Handles test administration for multiple departments at the same time, saving money and time for candidates and administrators.

Check out the FAQs for additional information.

Please take the quick Consortium Testing Interest Survey so we can gauge interest in this new administration service.

Thank you!

Get Unprecedented Reach to Top Public Safety Professionals

ASD-HP-Slide-Public-Safety-Compass-Promo

With IPMA-HR’s new job board, Public Safety Compass, you’ll get up to four times better response than the leading national job board.

  • Reach more local job seekers than any other site.
  • Expose your ad across hundreds of targeted niche sites with one single posting.
  • Find active and passive job seekers who qualify for your job.
  • Save time in the hiring process with proprietary job matching technology.
  • Leverage the power of social networks in your hiring.
  • Access local and national résumé databases at no extra charge.
  • Use an Applicant Tracking System.

Learn more about the largest recruitment ad network of job sites in North America at:  jobs.publicsafetycompass.com

 

Happy Holidays

May the magic and the wonder of the holiday season stay with you throughout the coming year.

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As the year ends, we think about all that we are grateful for. Our relationship with you is one thing we treasure. Thank you for the opportunity to serve you and meet your testing needs.

All of us at IPMA-HR wish you and yours a safe and happy holiday season and much success in the new year.

Happy Holidays!

Your Friends at IPMA-HR

A Roundup From Across the Web

NYT

Police Chiefs, Looking to Diversify Forces, Face Structural Hurdles

Anti-patronage ordinances, funding restrictions and tensions between law enforcement and minority communities reaching back decades impede efforts to build police departments that reflect the populations served.  Read More…

eeoc

Background Checks What Employers Need to Know

A joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission

When making personnel decisions – including hiring, retention, promotion, and reassignment – employers sometimes want to consider the backgrounds of applicants and employees….Except for certain restrictions related to medical and genetic information (see below), it’s not illegal for an employer to ask questions about an applicant’s or employee’s background, or to require a background check.  However, you must be in compliance. This publication explains how to comply with both the federal nondiscrimination laws and the FCRA Fair Credit Reporting Act (FCRA).  Read more…

harvard

Meetings:  How to make them more efficient and effective!

The Condensed Guide to Running Meetings

We love to hate meetings. And with good reason — they clog up our days, making it hard to get work done in the gaps, and so many feel like a waste of time. There’s plenty of advice out there on how to stop spending so much time in meetings or make better use of the time, but does it hold up in reality? Can you really make meetings more effective and regain control of your calendar?  Read More…

Two Things to do After Every Meeting

Steve Jobs insisted that every item on a meeting agenda have a designated person responsible for that task and any follow-up work that happened. He called that person the DRI—the Directly Responsible Individual. He knew the public accountability would ensure that a project or task would actually get done, and he wanted to set clear, organized instructions for his team to follow.

It sounds simple enough, and yet the majority of managers and leaders completely fail to do this. We’ve all left meetings feeling good about what we discussed only to later wonder why so little happened as a result. Where did the momentum go?  Read More…

 

ASR Bookshelf: Your Guide to Assessment-Related Resources

Periodically we will be posting links to resources that we have found from across the web.  We hope you find this information helpful as you navigate through the everyday, and not so everyday, issues facing HR professionals today.  Here’s a list of resources that caught our eye.  As always, we have included a couple of good free publications to the list.

Continue reading

Essentials of Employment & Labor Law: Webinar Series from IPMA-HR

Readers of the ASR have expressed interest in articles detailing legal issues so we wanted to pass along this information from IPMA-HR.

You can join renowned employment and labor law attorney David Ritter of Barnes & Thornburg LLP, for IPMA-HR’s Essentials of Employment & Labor Law webinar series. This new webinar series is the most comprehensive, practical, up-to-date employment and labor law training available for public sector HR practitioners.

This 4-part series is geared to the real-world needs of human resources professionals and managers, providing “best practice” insights and information on some of the most pressing issues in employment and labor law today.

Available both live and on-demand, the four webinars include:

The Legal Implications of Social Media in the Workplace
March 25, 1:00 p.m. EST

The Family and Medical Leave Act (FMLA) & Americans with Disabilities Act (ADA)
June 17, 1:00 p.m. EST

Fair Labor Standards Act (FLSA)
October 14, 1:00 p.m. EST

Conducting Employee Investigations
December 9, 1:00 p.m. EST

Become an even more effective human resources administrator with this essential webinar series. 

Purchase now and watch at your convenience — webinars are available both live and on-demand.

Earn Education Credits

HR Certf Ins logo

HRCI | The Essentials of Employment & Labor Law webinar series, has been approved for 4 (HR (General)) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information, visit www.hrci.org.

IPMA_CP logo

IPMA-CP | This webinar series has been approved for 4 points (1 point per webinar) toward IPMA-CP or IPMA-CS recertification. To learn more, please visit: www.ipma-hr.org/recertification.