[IPAC-List] : Use of integrity assessments in public sector

[Harry Brull (OCE)]

Without beating a dead horse – PDI’s Employment Inventory (EI) is a measure of conscientious work behaviors – as such, it predicts not only counter-productive behaviors – but such behaviors as productivity, attendance, adhering to safety rules (reducing workers’ comp claims), etc.
The emphasis is on “screening in” not screening out. I’ve used it in the public sector for bus drivers, laborers, and firefighters.

Harry Brull

The last I looked, it had been administered to over 30 million applicants, with some public sector
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Harry Brull, Senior Vice President

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From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Saul Fine
Sent: Saturday, January 04, 2014 11:10 AM
To: Mark Hammer; ipac-list at ipacweb.org
Subject: Re: [IPAC-List] : Use of integrity assessments in public sector

Another thing to consider is the alternatives. If an organization is interested in reducing CWB, integrity tests are one of the most effective and least expensive selection tools for doing so. Regarding validity, a lively discussion was published in JAP (2012, 97/3), based on an updated meta-analysis by Van Iddekinge et al. While the prediction of overall job performance was brought into question, there seems to be a consensus opinion regarding integrity tests’  ability to predict CWB.
Saul.

From: Mark Hammer<mailto:Mark.Hammer at psc-cfp.gc.ca>
Sent: Friday, January 03, 2014 11:25 PM
To: ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Subject: Re: [IPAC-List] : Use of integrity assessments in public sector

Well that's just it, isn't it?  When the outcomes, and especially the basis, of selection decisions can be public, the basis for non-selection cannot appear to be either punitive or derogatory, or else one will be met with a fair degree (in every sense of the word "fair") of opposition, particularly when the selection process is internal to the organization,

And if calling it something else that doesn't sting quite so much and is the spoonful of sugar that helps the medicine go down, so be it.
While I've got you all here, Happy New Year, eh?

Mark


>>> <RPClare at aol.com<mailto:RPClare at aol.com>> 2014/01/03 12:18 AM >>>

excellent post making it a whole different perspective...more like a Py test than "integrity.

In a message dated 1/2/2014 11:16:54 P.M. Eastern Standard Time, Harry.Brull at KornFerry.com<mailto:Harry.Brull at KornFerry.com> writes:
Using the Employment incentory (EI), I have conducted validity studies for bus drivers (using criteria such as chargeable/non-chargeable accidents, workers’ comp claims, absenteeism, etc. with excellent results. A similar study for nursing assistants also produced high validities.
I have also used measures of conscientiousness ( a more accurate nomenclature than integrity tests) for a relatively wide group of public sector positions including laborers and fire fighters.

Labelling people as “failing an integrity test” is problematic. Given conscientiousness’s status as a big 5 personality characteristic – I prefer “demonstrating higher levels of conscientiousness”.

Harry Brull



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