[IPAC-List] Measurement education

[Harry.Brull at pdinh.com]

I built a procedure called a "Promotability Index" which captures others
perceptions of candidates. Many of the other procedures I use correlate
highly.
The Index is basically free.
If you are interested, call me at 612.414.8998.

Harry Brull

------------------------------------------------
Harry Brull | Senior Vice-President

1.612.414.8998 direct

Harry.brull at pdinh.com

PDI Ninth House
Global Leadership Solutions

8157 Buck Run
Salida, CO 81201
Visit our new website! www.pdinh.com

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-----Original Message-----
From: ipac-list-bounces at ipacweb.org
[mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Partain, Steven C.
Sent: Wednesday, October 24, 2012 6:27 PM
To: ipac-list at ipacweb.org
Subject: [IPAC-List] Measurement education

Folks, I am facing a bit of a crisis of understanding related to
measurement in promotional exams.  Every-so-often we have a promotional
exam in which the names and ranking of eligibles on the list don't match
what our folks know about those candidates.  We've had several recently
with the "best" people failing the exams.  As you might imagine, HR is
to blame, and we are under great pressure to change our approach to
exams to ensure the "best" people pass and are appropriately ranked.  I
won't go through all the practices we use to ensure validity,
reliability, standardization, etc.  We certainly are always looking at
those factors and have room to improve.  But the underlying message is
to make our exams "more successful," which means that the resulting
eligible list matches the perceptions of our workforce about their true
ability.

So, here's my question.  I feel pretty well-versed in the folly of
holistic assessments, the relatively low validity of others "sizing up"
candidates intuitively, etc.  I have attempted-and obviously failed-to
convey some of the science underlying this.  How have others
successfully overcome this challenge?  Are there metaphors that have
worked?  A written piece published that captures the issue in laymen's
terms?

Any help is appreciated.  Otherwise, I fear we will head down the road
of having the workforce rank candidates-kind of a popularity contest.

Thanks,

Steven Partain
HR Manager
Human Resources
Tualatin Valley Fire & Rescue
11945 SW 70th Avenue, Tigard, Oregon 97223
www.tvfr.com<http://www.tvfr.com/>
Ph. 503-259-1292

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