The 25th Annual IPMAACConferenceonProfessionalPersonnelAssessment

PreliminaryConference Program

IPMA Assessment CouncilJune 10-14, 2001Hyatt NewporterNewport Beach, California

“Launching the Assessment Century”

25th AnnualIPMAAssessmentCouncilConference onProfessionalPersonnelAssessment

What is IPMAAC?Formed in 1976 as a section of the International PersonnelManagement Association (IPMA), the IPMA AssessmentCouncil or “IPMAAC” is the leading organization in the field ofemployee selection and assessment.

IPMAAC’s 600+ members include personnel directors andmanagers, staffing specialists, organizational performancemanagers, management consultants, psychologists, attorneys,academic faculty, and students, actively engaged in applica-tions, research and training in personnel assessment in boththe public and private sectors. IPMAAC interests and activitiescover the full range of assessment methods and applications,from the use of personnel tests and interviews for employeeselection to measurement of the productivity of organizations.

IPMAAC’s Annual Conference showcases state of the artinformation on trends, techniques and technologies for usingand applying assessment methods.

You are invited to join us in Newport Beach, California!

Dear Colleagues,As we launch into the 21st century, there are higher expectations for our organizations to

accomplish more and to respond more efficiently to changing global demands. The role of theassessment professional in this fast-changing, information-rich age has become more importantand more challenging than ever before. To effectively meet the human resources needs thatform a critical part of our organizations’ strategic plans, we must continue to learn from eachother about the latest innovations in our field and employ the best recruitment and assessmentpractices.

The 2001 IPMA Assessment Council Conference on Professional Personnel Assessment inNewport Beach, California will focus on LAUNCHING THE ASSESSMENT CENTURY. Thespeakers for the general sessions will present ideas and provide road maps for us to use in serv-ing our organizations. The concurrent sessions will provide us with opportunities to advanceideas and knowledge in professional assessment principles and guidelines, selection laws, testinginnovations, recruitment strategies, training, and information technology. This conference willgive us the chance to learn how other assessment professionals from across the country andaround the world are successfully solving the challenges facing us.

I look forward to seeing you in Newport Beach, California!

T.R. Lin, Ph.D.IPMA Assessment Council President

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Presenting the 25th Annual IPMA Assessment Council ConferenceWho should attend this conference?Anyone who develops, administers, coordinates, ormanages the selection, promotion, or assessment ofpersonnel. Whether you’re an administrator or ahuman resources professional, a seasoned selectionspecialist or new to the field, you’ll find sessions thataddress the problems you face today in hiring, promot-ing, and keeping the best.

What will I gain?This conference will feature state of the art informa-tion on trends, techniques and technologies for usingand applying assessment methods. Noted experts inthe selection field will share the latest research andinnovations. Practitioners will describe their experi-ences developing practical solutions to today’s chal-lenges — saving you valuable time and resources.Network and exchange information with people whoare driving assessment to new heights.

Location and ActivitiesThe Hyatt Newporter is a resort-style hotel located on26 acres of the most beautiful land overlooking theBack Bay of Newport Beach in southern California.A short ferry trip will allow you to sun, swim, and surfin the Pacific Ocean. The hotel offers tennis, golf, bikerental, ping pong, shuffle board, basketball, volleyball,heated pools, and a fitness center. For those who liketo shop and eat, nearby Balboa Island features numer-ous shops and restaurants. Disneyland, Knott’s BerryFarm, Dodger Stadium, and Catalina Island are alsowithin driving or ferry distance. The Host Committeehas planned several activities including a Beach Partylocated at the Newport Dunes and hopes you will jointhem for fun under the sun (and moon)!

The hotel provides shuttles to the closest airports:only five miles away from Orange County/John WayneAirport and 35 miles away from Los AngelesInternational Airport.

Edward E. Lawler, Ph.D. Distinguished Professor ofResearch and Director and Founder of the Center forEffective Organizations in the Marshall School ofBusiness at the University of Southern California.Author of over 300 articles and 30 books, many ofwhich have been translated into seven languages. Hismost recent books include Corporate Boards: NewStrategies for Adding Value at the Top, RewardingExcellence, and The Leadership Change Handbook.

Marilyn K. Gowing, Ph.D. Vice President for PublicSector Consulting and Services with the Washingtonoffice of Assessment Solutions, Inc. (ASI). Formerly wasa member of the Senior Executive Service for the U.S.Office of Personnel Management where she directedthe Personnel Resources and Development Center.Has served on the Board of Directors for the Societyof Psychologists in Management, as President of thePersonnel Testing Council of Metropolitan Washingtonand as Secretariat of the IPMA Assessment Council.

Keith M. Pyburn, J.D. Partner in the law firm ofMcCalla, Thompson, Pyburn, Hymowitz, & Shapiro. A frequent representative for Public and Private Sectoremployees in all aspects of employee selection, reten-tion, evaluation, and force management for 25 years. Is amember of the Equal Employment Opportunity LawCommittee of the American Bar Association’s Labor andEmployment Relations Law Section, a Fellow of theAmerican College of Labor and Employment Lawyers,and has served as Chairman of the Louisiana State BarAssociation’s Labor Law Section.

Deniz S. Ones, Ph.D. Hellervik Endowed Professorof Industrial and Organizational Psychology at theDepartment of Psychology of the University of Minne-sota. Author of over 50 articles and 200 international/national conference papers and published abstracts.Has been elected Fellow in both Division 5 (Evaluation,Measurement, and Statistics) and Division 14 (Industrialand Organizational Psychology) of the AmericanPsychological Association.

Highlighted Speakers

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SUNDAY

7:30am–4:30pm Registration

8:30am–4:30pm Full Day Pre-Conference WorkshopActing as an Internal Consultant for your Organization

8:30am–12:00pm Half Day Pre-Conference WorkshopsConcepts and Trends in Designing Assessment CentersApplying Item Analysis to the Evaluation of Test Content

1:00pm–4:30pm Half Day Pre-Conference WorkshopsDevelopment and Administration of Performance TestsOvercoming the Problems Encountered in using BiodataTraining & Experience Evaluations: Getting the most Bang for your Buck

5:00pm–5:30pm Newcomer Reception

5:30pm–6:30pm IPMAAC’s Welcome Reception

MONDAY

7:30am–4:30pm Registration

8:30am–10:00am Welcoming Remarks and General SessionKeynote Address: HR in the Future: Strategies for Adding Value

10:30am–12:00pm Concurrent SessionsUse of the Accomplishment Record as an Alternate to Traditional RatingSchedules: Promises and ChallengesOnline Testing: A Budding Love Affair with Emergent Technology and LessonsLearned from Implementing Computerized AssessmentsHR2.0: The Internet as a Powerful ToolUsing Logic-Based Measurement to Transform Reading Comprehension Questionsinto Powerful Measures of Reasoning

12:00pm–1:00pm Roundtable DiscussionsADA, Assessment Centers, Streamlining the Selection Process

1:00pm–5:00pm TutorialEssentials of Multiple-Choice Exam Development

1:00pm–2:40pm Concurrent SessionsRecruiting and Retaining “Top Talent” in Today’s Labor MarketThey Made a Federal Case Out of It: Zottolla vs. City of OaklandPerformance/Conduct Review: A Selection Instrument Developed for PolicePromotion

3:00pm–4:30pm Concurrent SessionsStrategies for Constructing Alternate Test Forms and Development of a New Testfor Computer Programmer/Analyst: Test Development and ValidationNew York State Information Testing SystemThe Impact of Classification on Consolidation on the Validity of the AssessmentProcess and The Development, Validation, and Usage of a High SchoolEquivalency Test for Employment Purposes

5:30pm–7:00pm PTC/SC Sponsored Reception

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TUESDAY

7:30am–4:30pm Registration

8:30am–9:40am General SessionE-Assessment in an E-Government World

10:00am–11:30am General SessionAwards and Recipient Presentations

11:30am–1:00pm Roundtable DiscussionsAdverse Impact, Personality Measurement, Recruitment Strategies

1:00pm–3:00pm Concurrent SessionsThe Standards for Educational & Psychological Testing: Zugzwang for thePracticing ProfessionalThe Inside Track: How Testing Professionals Perform a Job AnalysisTaking a Step Back: Using Test Statistics to Evaluate the Examining ProcessThe Online Application Process and Beyond: Development, Implementation, andUse of an Online Application Process and Building Out from an OnlineApplication to an Online Employment System

3:20pm–4:30pm Concurrent SessionsInnovative Processes to Select Future Leaders in Public Service of Canada andRecruit and Select Public Sector Executives Flexibly and Yet with MeritMaximizing Personality Validity: Coefficients through Empirical Keying andGetting at the Bottom Line: Using Logistic Regression to Determine Selectionand Cut ScoresJob Analysis Linkup Study: A Model for Transporting the Validity of the CandidatePhysical Ability TestComputerized and Web-Based Personnel Assessment

5:30pm–10:00pm Beach Party

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WEDNESDAY

7:30am–4:30pm Registration

8:30am–9:30am General SessionTesting and the Law in the New Millennium

10:00am–11:30am Concurrent SessionsEffective Solutions: Practical Issues vs. Theoretical Guidelines for Human ResourceProgramsInnovations in Assessment: Experience from Three Federal AgenciesUsing Video-Based Customer Relations Tests and Training to Remain Competitivein an Era of Tight Labor Markets and Declining Test ScoresBenchmarking Study – Recruitment and Selection

11:30am–1:00pm Roundtable DiscussionOnline Testing, Management Assessment, Selection Interviews

1:00pm–2:40pm Presidential Address and Annual Business Meeting

3:00pm–4:30pm Concurrent SessionsDevelopment of a Universal Job Experience Measure (JEM) used in Competency-Based Promotional Assessment System for Supervisory and Managerial Positionsand Innovations in Personnel Assessment: B-Pad for Public Safety DispatchersDevelopment and Implementation of an Electronic 360 Degree Feedback Processand You Are Who You Are: Assessing Workers as HumansIntegrating Training with Selection Programs and PROSelect – An Approach toImproving Your Selection Program Using Performance and Results OrientedClassification (PROClass)

5:30pm–7:30pm WRIPAC Sponsored Reception

THURSDAY

8:30am–9:40am Concurrent SessionsBilingual Skill Testing and Certification Programs for Los Angeles Unified SchoolDistrict and A New Way to Measure UtilityPrinciples for the Validation and Use of Personnel Selection ProceduresReview of Multiple-Choice Test Items, with Emphasis on Cultural Bias ReviewEffective Use of Eligibility Lists within a Merit System: Is it Time to Change ourPhilosophy?

10:00am–11:30am General Session and Closing RemarksPersonality for Managers and Presidents

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Program Schedule

Sunday, June 10, 2001

7:30am–4:30pm

Registration

8:30am–4:30pm

Full Day Pre-ConferenceWorkshopActing as an Internal Consultant foryour OrganizationInstructor: Donna Terrazas, East Bay MunicipalUtilities DistrictThis workshop focuses specifically on selection programs andhow we can develop internally to work with our customers toprovide professional, quality service that is client focused.Topics will include: developing a strategic focus, marketing yourservices, changing your image with your clients, cultivating acustomer orientation, communicating strategically, assessingproduct and service delivery issues, and evaluating results.

8:30am–12:00pm

Half Day Pre-ConferenceWorkshopsConcepts and Trends in DesigningAssessment CentersInstructor: Dennis A. Joiner, Joiner and AssociatesThis workshop will provide information regarding legally defen-sible assessment centers and job simulation exercises. It willalso review and discuss recent trends and various models forusing job simulation technology, video and low fidelity simula-tions to assess supervisory and management skills and compe-tencies.

Applying Item Analysis to theEvaluation of Test ContentInstructor: Edward Hane, Ph.D., PersonnelConsulting GroupThis workshop will offer a review of the most frequently usedprocedures for item analysis. Rationale for the use of a particu-lar item analysis, and procedures with examples will be high-lighted. The results of the item analysis, and their application totypical situations will also be included.

1:00pm–4:30pm

Half Day Pre-ConferenceWorkshopsDevelopment and Administration ofPerformance TestsInstructor: William E. Donnoe, Ph.D., Donnoe andAssociates

This workshop will provide participants with a framework todevelop and administer job-related performance tests, frombasic work sample problems to complex assessment centers.Training will begin with a review of the advantages and disad-vantages of performance tests, and their applicability to differ-ent jobs and situations. The workshop will then move on totopics such as job analysis, test design and development, testadministration, scoring models and methods, and validity.Participants will also review numerous test types and gain expe-rience in outlining a test for a specific application of their own.This workshop will be of benefit to both beginning test profes-sionals, and those with significant experience and skills.

Overcoming the Problems Encounteredin using BiodataInstructors: Ted Darany, Darany and Associates,Jennifer French, Darany and Associates

Research has demonstrated that biographical inventory instru-ments can significantly contribute to the validity of a selectionprocess with little to no adverse impact. In fact, in recent pre-sentations, including last year’s IPMAAC conference, the USDepartment of Justice has expressed a preference for incorpo-rating biographical inventory components into selectionprocesses. Yet organizations are often reluctant to utilize thispowerful tool due to the wide range of difficulties associatewith biodata. This workshop will address these concerns andoffer alternatives for making biodata more approachable anduseable. Specific topics to be discussed will include projectdesign considerations, including sample size, project manage-ment, and political and public relations issues.

Training & Experience Evaluations:Getting the most Bang for your BuckInstructors: Kathryn Paget, County of SanBernardinoKristine Smith, Darany and AssociatesThis workshop provides a way to maximize the effectiveness ofT & E’s, including the development of the supplemental appli-cations, development and weighting of the rating scales, andappropriate use of raters.

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Monday, June 11, 2001

7:30am–4:30pm

Registration

8:30am–10:00am

Welcoming Remarks andGeneral Session

KEYNOTE ADDRESSHR in the Future: Strategies forAdding ValueSpeaker: Edward E. Lawler, Ph.D., DistinguishedProfessor of Research and Director of the Center forEffective Organizations in the Marshall School ofBusiness, University of Southern California.

The HR function faces a number of new challenges that willdetermine its future. It has the potential to become a strategicdriver of the business, but it also could become an outsourcedfunction. How it responds to the challenges will determine itsfate. This address discusses the keys to making HR a strategicpartner.

10:00am–10:30am

Break

10:30am–12:00pm

Concurrent SessionsSYMPOSIUMUse of the Accomplishment Record asan Alternate to Traditional RatingSchedules: Promises and ChallengesSpeakers: Bernard J. Nickels, Ph.D., U.S. Office ofPersonnel ManagementCharles N. MacLane, Ph.D., U.S. Office of PersonnelManagementBrian S. O’Leary, Ph.D., U.S. Office of PersonnelManagementEvaluations of previous training and experience (T&E) are animportant part of many selection strategies. The most com-monly used of these methods, typically called rating schedules,the point method, or the grouping method, focus on theamount of training and experience obtained. These methodstypically demonstrate fairly low validity. This symposiumaddresses the use of the behavioral consistency method (also

5:00pm–5:30pm

Newcomer ReceptionAll first time conference attendees and new IPMAAC membersare welcome to join IPMAAC President T.R. Lin and theIPMAAC Board of Directors at this special reception created toallow newcomers to be introduced to the Board and IPMAAC!

5:30pm–6:30pm

IPMAAC’s Welcome ReceptionPlease join IPMAAC President T.R. Lin as he hosts this openingreception to celebrate the beginning of the conference. This isa great opportunity to become acquainted or catch up withother assessment professionals!

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called the Accomplishment Record) as an alternative to themore commonly used rating schedules. The accomplishmentrecord requires applicants to describe their major achieve-ments on several job-related competencies that differentiatebetween superior performers and minimally acceptable per-formers. The applicant’s achievements are evaluated usingbehaviorally anchored rating scales. The presenters will discussapplications of this methodology with an emphasis on develop-ment and implementation issues encountered in two recentstudies. Future directions will also be discussed.

PAPER SESSION• Online Testing: A Budding Love Affair

with Emergent TechnologySpeakers: Bruce Davis, Ph.D., CooperativePersonnel ServicesVictoria C. Quintero, Cooperative PersonnelServices

• Lessons Learned from ImplementingComputerized Assessments

Speaker: Vicki Quintero, Cooperative PersonnelServicesThis paper session consists of two paper presentations focusingon the transition from paper-and-pencil testing to an onlinemedium. The first presentation addresses issues in computeri-zation, including (1) the purpose for online delivery, (2) soft-ware and hardware requirements, (3) computerized itemdevelopment, and (4) psychometric concerns. The second talkprovides examples of implementing computerized assessmentsbased on experience with multiple agencies, such as convincingdecision makers of the benefits and costs of online testing,altering the test format to conform to computerized delivery,training test administrators, and establishing the computer envi-ronment. Practical suggestions on executing online testing pro-grams are offered.

PANEL SESSIONHR2.0: The Internet as a Powerful ToolSpeakers: Ward Komers, GovernmentJobs.com Ron Komers, GovernmentJobs.com

Gone are the days when the Internet was a static resource ofinformation. With the correct approach, the Internet can beused as a powerful application with unlimited potential. Thishighly interactive session will provide the Personnel/HumanResource professional with an introduction to leading-edgeInternet-based applications that can help achieve their organiza-tions’ goals. Specific examples will be shown as to hoe publicagencies are using Internet-based applications to: advertise jobopenings, recruit and track job candidates, manage and shareHR information, pre-qualify candidates, survey employees,conduct salary surveys, and more.

TUTORIAL Using Logic-Based Measurement toTransform Reading ComprehensionQuestions into Powerful Measures ofReasoningInstructors: Robert Simpson, U.S. Immigration andNaturalization ServiceMary Anne Nester, U.S. Immigration andNaturalization ServiceTests of logic-based reasoning have been used in place of read-ing comprehension tests in selection instruments for numerousjobs in the federal government. These tests have been usedbecause they provide a superior measurement of the highlyinterrelated skills of reading and reasoning. This tutorial aims toaccomplish two things. First, it will provide human resourceprofessionals will the information needed to decide whether ornot to use logic-based measurement in their cognitive-basedselection instruments. Second, it will teach question writers ofall experience levels how to develop test questions using logic-based measurement. It will provide an opportunity for questionwriters to develop logic-based questions and to receive imme-diate feedback on their questions. The tutorial also provides aconvenient logic-based taxonomy to the attendees so they canuse logic-based measurement to develop questions immediate-ly.

12:00pm–1:00pm

Roundtable Discussions ADA, Assessment Centers,Streamlining the Selection Process

1:00pm–5:00pm

TUTORIALEssentials of Multiple-Choice ExamDevelopmentInstructor: Mike Willihnganz, Ph.D., California StatePersonnel BoardThis workshop will provide participants with the principles,concepts, and techniques underlying the development of high-quality multiple-choice written examinations. Through a combi-nation of lecture, discussion, and individual and group exercis-es, this interactive workshop will provide participants withhands-on experience and the knowledge needed to constructmultiple-choice selection examinations.

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1:00pm–2:40pm

Concurrent SessionsTUTORIALRecruiting and Retaining “Top Talent”in Today’s Labor MarketInstructor: Shelley Langan, California StatePersonnel BoardAs has been much reported by the news media and sharedanecdotally by colleagues, we know today’s employers, bothpublic and private, are facing a crisis never before experiencedin most managers’ and supervisors’ careers. This crisis is havingdirect impact on the ability of businesses to meet the ever-growing demand for their products and services. What makesthis crisis so unique is that it does not involve traditional hardcost issues – this crisis is the ability to recruit and retain quali-fied employees. Fueling this crisis are two rather diverse issues:unemployment rates around the country on average areexperiencing 30-year lows and potential employees are nolonger lured to employers simply on the basis of salaries or tra-ditional benefits packages. This presentation will explore thesecurrent recruitment and retention challenges facing employers,both in the public and private sectors. Through a discussion ofsurvey and demographic data, participants will learn whotoday’s job seekers are, what these potential candidates aresearching for in employment opportunities, and how to retainthese new-found employees once they have joined an employ-er’s work team.

PANEL SESSIONThey Made a Federal Case Out of It:Zottolla vs. City of OaklandSpeakers: Harry Brull, Personnel DecisionsInternationalInes Fraenkel, City of OaklandKathleen Hurley, K.J. Hurley & Associates

This session presents a post-hoc analysis of an unusual discrimi-nation suit. In 1995, Done Zotolla, a Caucasian male, appliedfor the position of Oakland firefighter. While he passed all civilservice procedures (written test, physical agility examination,panel oral interview), he did not score sufficiently high on theoral to be considered for hire. In 1999, he filed suit in federalcourt charging both disparate impact and disparate treatmentbecause of his ethnicity. Although the disparate treatment claimwas ultimately dropped, his disparate impact case was bol-stered by the fact that there was adverse impact againstCaucasians in the interview process. Two federal trials, one

focusing on the issue of validity and the other on the use ofalternative procedures resulted. The presenters – the process’s“architect,” Oakland’s deputy city attorney who led the trialdefense, and the city’s expert witness – will present the case,discuss the salient issues, and provide some insight into thejury’s deliberations. Finally, there will be an opportunity to dis-cuss lessons learned and prescriptions for future smooth sailingin litigious waters.

PANEL SESSIONPerformance/Conduct Review: A Selection Instrument Developed forPolice PromotionSpeakers: Lynne Jantz, Las Vegas MetropolitanPolice Department Katey Lavell, Las Vegas Metropolitan PoliceDepartment

The Las Vegas Metropolitan Police Department developed aselection instrument to be used for the ranks of PoliceLieutenant and Captain. This instrument was designed to evalu-ate background, assignments, education, training and disciplinethat indicate/does not indicate readiness to promote to nextlevel. An interview panel then conducts a structured manage-ment interview and some of the questions also focus on orga-nizational citizenship.

2:40pm–3:00pm

Break

3:00pm–4:30pm

Concurrent SessionsPAPER SESSION• Strategies for Constructing Alternate

Test FormsEdward Hane, Ph.D., Personnel Consulting Group

This paper describes the use of various procedures for theconstruction of alternate forms of a specialized ability test. Testsused for practical purposes, such as employee selection, fre-quently must be developed with two or more equivalent alter-nate forms. This allows for the retesting of a person, or testingof another person, with a different version of a test in order tominimize the effects of memory or communication amongexaminees. It is necessary to be able to design the alternateforms so that an individual can be expected to achieve thesame score on either form, if the test is taken under the samecircumstances. It is also important that the two forms be equal-ly valid for the intended use. In this paper the results of a prac-tical test design project will be used to illustrate various alter-nate form design methods and demonstrate their effectiveness.

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• Development of a New Test forComputer Programmer/Analyst: TestDevelopment and Validation

Speaker: Joel P. Weisen, Ph.D., Applied PersonnelResearchAt an IPMAAC conference two years ago, the speakerreviewed and critiques all existing published aptitude tests forcomputer programmer/analyst. They date to the 1960’s andreflect obsolete programmer tasks. Therefore, a new test wasconceptualized. The new test would be based, in part, on aminiature training and evaluation approach to testing in whichthe candidate learns a new skill and applies it. It would includedatabase questions. The item types would be chosen to beculture fair. Collecting criterion data was difficult, but it waspossible to do some criterion studies. Both content and criteri-on-related validation studies will be described. A transportabili-ty job analysis is recommended prior to use of this test in newsettings, and a tool for this will be shown and described.

PANEL SESSIONNew York State Information TestingSystemSpeakers: Elizabeth Kaido, Ph.D., New York StateDepartment of Civil Service Frank Dumin, New York State Department of CivilService

This electronic system was created for 105 local governments inNew York State. The system, which is available as a stand-aloneor on the web, designs, constructs and scores job-related exam-inations for a large variety of hands-on Information Technology(IT) jobs. The system uses information from a job analysis ques-tionnaire to construct a custom-made examination from the testmodules in the system. All examinations consist of a rated train-ing and experience questionnaire and a qualifying test composedof multiple-choice questions and simulation exercises.

PAPER SESSION• The Impact of Classification on

Consolidation on the Validity of theAssessment Process

Speakers: Melanie Pursel, Maryland State HighwayAdministration Gwendolyn Schindler, Maryland Department ofBudget and Management, Office of PersonnelServices and BenefitsClassification structure often dictates recruitment and assess-ment strategies within the public sector. At the MarylandDepartment of Transportation, an extensive, cooperative jobanalysis led to recommendations to maintain decentralizedrecruitment and assessment functions despite a consolidation ofmaintenance classifications. The nature of maintenance workperformed was only one factor that affected the decision tomaintain decentralized testing. Several other factors that arecritical to the validity of assessment processes will be discussed.

• The Development, Validation, andUsage of a High School EquivalencyTest for Employment Purposes

Speaker: Virginia Austin, Ph.D., Los Angeles UnifiedSchool DistrictThe Los Angeles Unified School District requires high schoolgraduation or equivalent educational proficiency for most of itsnon-teaching jobs. To assist in the employment of individualswho do not meet that requirement, a high school equivalencytest was developed and validated based on proficiency stan-dards used in the District’s high school students. This presenta-tion will describe the validation process of this test.

5:30pm–7:00pm

PTC/SC Sponsored ReceptionThe Personnel Testing Council of Southern California is spon-soring a Taco Bar Reception at the Hyatt Newporter. Getready for a good time mingling with your colleagues whileeating tasty tacos! Bring your own HOT SAUCE!

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Tuesday, June 12, 2001

7:30am–4:30pm

Registration

8:30am–9:40am

General SessionSPONSORED BY MAPACE Assessment in an E GovernmentWorldSpeaker: Marilyn K. Gowing, Ph.D., Vice Presidentfor Public Sector Consulting and Services withAssessment Solutions Incorporated; previously withthe Office of Personnel Management.The speaker will describe the transformation of the public sec-tor into the world of e-government and the implications of thistransformation for e-assessment. She will present a demonstra-tion of some of the newest technologies and discuss the chal-lenges confronting public assessment professionals as theystrive to develop and implement valid assessment proceduresfor selection/promotion and training and development.

9:40am–10:00am

Break

10:00am–11:30am

General SessionAwards and RecipientPresentations–Bemis, Innovations, andStudent Paper

11:30am–1:00pm

Roundtable DiscussionsAdverse Impact, PersonalityMeasurement, Recruitment Strategies

1:00pm–3:00pm

Concurrent SessionsPANEL SESSIONThe Standards for Educational &Psychological Testing: Zugzwang forthe Practicing ProfessionalSpeakers: Paul Kaiser, State of New York Kristine Smith, Darany and AssociatesThe recently revised Standards for Educational andPsychological Testing present both guidance and challenges forthe practice of personnel assessment. This session will providean overview of those standards of most importance to testingprofessionals — particularly those engaged in test developmentand administration for employment in the public sector. In addi-tion to a discussion of the standards, suggestions will be madeon how the guidance provided in the standards can be imple-mented into our on-going testing programs.

TUTORIALThe Inside Track: How TestingProfessionals Perform a Job AnalysisSpeakers: Howard D. Fortson, Ph.D., CooperativePersonnel ServicesKathy Tinios, Cooperative Personnel ServicesJeanne Makiney, Ph.D., Cooperative PersonnelServicesCPS recently completed a multi-year study of the latestresearch in job analysis methodology to develop a “How to”guide for HR professionals. This presentation has informationfor the beginner interested in understanding the need for a jobanalysis study, while for the intermediate professional, we haveeasy to understand steps for completing a job analysis, discus-sion on some of the possible problem areas, and tips and tech-niques for avoiding common pitfalls. Examples of successfulstrategies for overcoming the challenges both small and largeagencies face when performing job analysis will be presented.This fun and informative presentation provides suggestions forfacilitating group discussions, encouraging participation, andmaximizing the effectiveness of Subject Matter Expert panelmeetings. A brief overview of the type of statistical analysisrequired to perform a job analysis will be presented. Finally,CPS will review with participants the type of documentationrequired to confirm to professional standards.

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PANEL SESSIONThe Online Application Process andBeyond • Development, Implementation, and

Use of an Online Application ProcessSpeakers: Lara Howard, City of TorranceBill Ghio, City of Torrance This presentation will focus primarily on the features and detailsof the City of Torrance’s online application process. Otheroptions offered on the City of Torrance Civil Service websitewill also be covered, such as online interest cards and theoption to e-mail job opportunities to a friend.

• Building Out from an OnlineApplication to an OnlineEmployment System

Speaker: Theresa Duer, County of Santa Barbara

SYMPOSIUMTaking a Step Back: Using TestStatistics to Evaluate the ExaminingProcessSpeakers: Donna L. Denning, Ph.D., City of LosAngelesHollie A. Levy Ph.D., City of Los AngelesMichael Gold, Ph.D., City of Los AngelesBruce W. Bernal, City of Los AngelesLaura Tiner, City of Los Angeles

With the tremendous number of job classifications and applicantsfor positions in the City of Los Angeles, the Civil Serviceexamining process can take on a “productions line” approach,with emphasis placed on keeping the process moving forwardand getting the next “eligible list” established. While this is theprimary purpose of the examining function, analysts are so busykeeping up with the day-to-day requirements of theirexaminations that there is little time to investigate the statisticalresults of data that is produced from all of this testing. However,the ability to take a step back and review the data and statisticsproduced in the testing process affords us the opportunity toinvestigate how effective the process is and whether anychanges are necessary. Sometimes, these changes can involvecreating new assessment tools to add to or replace the currentexamining process which will improve the efficiency and/orquality of the process. At other times, the results of analysesfrom examination data reinforce that the system is functioningappropriately, giving us confidence in our selection processes.This symposium will present four examples of research we havedone wherein we reviewed data collected from the examiningprocess and used the information from our analyses to evaluatethe quality of the selection process and make decisions about

the future direction of each examination. These examplesinclude identifying minimum qualifications for hiring PoliceDispatchers/911 Operators, describing the scoring of Trainingand Experience Questionnaires for Traffic Officer, creating amethod of formally measuring performance for PoliceDepartment sworn promotional examinations, and creating anin-basket exercise along with other assessment tools for FireDepartment management positions.

3:00pm–3:20pm

Break

3:20pm–4:30pm

Concurrent SessionsPAPER SESSION• Innovative Processes to Select

Future Leaders in Public Service ofCanada

Speakers: Beverly Desjardins, Personnel PsychologyCentre, Public Service Dimension Gordana Eljdupovic-Guzina, Personnel PsychologyCentre, Public Service DimensionThe paper presents an innovative selection process for select-ing future leaders in the Public Service of Canada. It addressestwo issues in particular: assessment of learning potential andkey competencies as well as practices that ensure fairness andthe “buy-in” of its stakeholders — senior cadres and candi-dates.

• Recruit and Select Public SectorExecutives Flexibly and Yet withMerit

Speaker: Robin Warren, Los Angeles Unified SchoolDistrictThe Civil Service examination process has long been criticizedfor being slow and inflexible. Today, as organizations face thechallenges of recruiting talented executives in a tight labor mar-ket, the Civil Service process seems especially limiting. Thispresentation will summarize a new strategy implemented bythe Los Angeles Unified School District to recruit top levelexecutives using a more “private sector” approach, anapproach which translates into faster results while maintainingthe ideals of the merit system.

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PAPER SESSION• Maximizing Personality Validity:

Coefficients through Empirical KeyingSpeaker: Bruce Davis, Ph.D., Cooperative PersonnelServiceThis paper will report the results of a study using archival datato assess the effectiveness of incorporating biodata scoringtechniques (i.e., empirical keying) into existing personality mea-sures. A comparison of biodata instruments and personalityinstruments indicates a significant degree of overlap withrespect to item development and content. However, a com-parison of the validity coefficients reported in meta-analyticresearch suggests that biodata measures outperform personali-ty instruments. The purpose of this study was to compare thevalidity coefficients of empirically-keyed personality scales totraditional keying. Results showed that the combined scale pro-vided more stable but reduced validity coefficients. These find-ings suggest that empirical keying may be a technique to maxi-mize validity coefficients of personality measures. This strategycould be employed by agencies with access to archival predic-tor and criterion measures.

• Getting at the Bottom Line: UsingLogistic Regression to DetermineSelection and Cut Scores

Speaker: Julia McElreath, Ph.D., U.S. Immigrationand Naturalization ServiceThis paper presentation will discuss the use of logistic regres-sion to supplement traditional information (e.g., validity, reliabil-ity, pass rates) in determining selection batteries and cut scores.Logistic regression is a valuable tool for examining the cost ofimpact of potential selection batteries and cut scores on anorganization.

TUTORIALJob Analysis Linkup Study: A Model forTransporting the Validity of theCandidate Physical Ability TestSpeakers: Matthew Gruver, Cooperative PersonnelServiceVince MacManus, Cooperative Personnel ServiceJack Clancy, Jack Clancy & AssociatesFor years fire departments representing cities, counties, andother jurisdictions have searched for assessment proceduresthat will provide fair, defensible means to select entry-level fire-fighters who are physically able to perform their work dutiessafely and effectively. The Candidate Physical Ability Test(CPAT) was developed to address these concerns through a

collaborative effort by the International Association of FireFighters (IAFF), the International Association of Fire Chiefs(IAFC), and ten United States and Canadian fire departments.Because the validity evidence supporting the CPAT applies onlyto the ten fire jurisdictions participating in the original research,other organizations wishing to use this test must demonstrateits validity for their locations. This presentation provides anexample of a study conducted to link the validity evidencefound in the CPAT development to another jurisdiction.Examples of the forms, equipment, and procedures for con-ducting the research are provided.

SYMPOSIUMComputerized and Web-BasedPersonnel Assessment Speakers: Carl Greenberg, Ph.D., AssessmentSolutions Inc.Darrell Hartke, Ph.D., Assessment Solutions Inc.Teige McShane, Sears, Roebuck, and CompanySeth Zimmer, BellSouth Corporation

This symposium will discuss three technology-based assess-ment tools currently used in business settings. In addition to adiscussion of these assessment tools, presenters will providedemonstrations of each tool. The three assessment tools to bediscusses include The Computerized Applicant Program (CAP),The Customer Contact and Sales Assessment (CCSA), andThe REPeValuator. The CAP is currently used to selectCustomer Network Consultants at Sears Home Services. TheCCSA is used to select candidates for a variety of customercontact positions within BellSouth. The REPeValuator is anassessment tool designed to select customer contact employ-ees via the Internet. While all three of these assessment instru-ments were designed to select customer contact personnelworking in call center or “e-center” environments, they differin terms of the technologies used to deliver stimulus materials,the extent of assessor involvement and fidelity to the actualtasks performed by employees. As part of this seminar, the dis-cussant will contract the three instruments, and discuss thepros and cons and appropriate uses of each system.

5:30pm–10:00pm

Beach PartyThe Host Committee has planned a Beach Party at nearbyNewport Dunes. This casual event will include BBQ, fun andgames – can anyone say LIMBO!? Come and have a blast!

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Wednesday, June 13, 2001

7:30am–4:30pm

Registration

8:30am–9:30am

General SessionSPONSORED BY PTC/NC & PTC/SCTesting and the Law in the NewMillenniumSpeaker: Keith Pyburn, J.D., Partner in the law firmof McCalla, Thompson, Pyburn, Hymowitz, &Shapiro; a frequent representative for Public andPrivate Sector employees in all aspects of employeeselection, retention, evaluation, and force manage-ment for 25 years.During the last quarter of the 20th century there were sub-stantial changes in the scientific consensus about the develop-ment and use of employee selection procedures. However,the law applicable to the use of such procedures has remained,at least on the surface, essentially unchanged since 1975. Aswe enter the new millennium the tension between the under-standings of testing professional and the static legal principlesapplicable to these procedures will continue to build. Theimpact of the divergence between science and the law and theimplications for developing and using effective selection devicesin coming years will be explored.

9:40am–10:00am

Break

10:00am–11:30am

Concurrent SessionsPANEL SESSIONEffective Solutions: Practical Issues vs.Theoretical Guidelines for HumanResource ProgramsSpeakers: Alisa M. Dobbins, Ph.D., CooperativePersonnel ServicesJerry L. Thompson, Ph.D., Cooperative PersonnelServicesVicki Quintero, Cooperative Personnel ServicesPatricia Young, Cooperative Personnel ServicesRobin Rice, Cooperative Personnel ServicesHolly Smith, Cooperative Personnel Services

As we enter the 21st century, great theoretical strides havebeen made in human resources. However, solely theoreticalsolutions may be too easily prescribed to human resourceproblems resulting in the practical limitations of these solutionsbeing ignored. When practical considerations are notaddressed directly, they can derail otherwise high quality rela-tionships with disparate parties, and balancing applied needswith theoretical procedures. A formal presentation will bemade on practical issues and solutions suggested by the litera-ture. After the presentation, audience participants will breakinto small groups facilitated by the authors for further discus-sion of challenges faced by participants, the solutionsemployed, and the effectiveness of these solutions. Finally, theentire group will reconvene to share the identified best prac-tices, address questions and summarize the panel discussion.

SYMPOSIUMInnovations in Assessment: Experiencefrom Three Federal AgenciesFacilitator: Ernest M. Paskey, U.S. Office ofPersonnel ManagementThe delegation of hiring authority to individual federal govern-ment agencies has resulted in diversity and innovation inassessment strategies used to identify top talent from entry-level to managerial positions. This symposium will address dif-ferent approaches to assessment from the U.S. Immigrationand Naturalization Service, U.S. Customs Service, and the U.S.Office of Personnel Management.

• Innovations in Assessment for EntryLevel and Managerial Positions

David Pollack, Ph.D., U.S. Immigration andNaturalization ServiceThe U.S. Immigration and Naturalization Service (INS) usescompetency-based assessments for selecting entry-level offi-cers, for promoting officers into supervisory and managerialpositions, and for selecting executives. These assessmentsinclude innovative, state-of-the-science measures that aredemonstrably valid, objective, and fair. The speaker will explainthe individual assessment systems in depth.

• Using Automated Content Analysisto Discover Themes in WritingSamples

John Ford, Ph.D., U.S. Office of PersonnelManagement

This presentation is an introduction to automated contentanalysis (ACA). The focus is not on sophisticated automatedscoring technology, but on less complex thematic ACA, whichcan detect and summarize content patterns in writing samples.Various applications of this technology will be discussed.

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• Job Fidelity in MultidimensionalAssessments for Federal LawEnforcement Hiring

Patricia Harris, U.S. Customs ServiceTo meet its need for both entry-level hiring and promotion tosupervisory law enforcement positions, Customs uses differenttesting strategies, depending on the level and nature of thejobs. The first major testing initiative encompasses the develop-ment of assessments for selection into entry-level CustomsInspector and Canine Enforcement Officer positions. For pro-motion into its supervisory law enforcement positions,Customs instituted a “modified” assessment center approach.The assessment approaches for each level will be discussed.

• Identifying IT Talent: Employing aWeb-Based Assessment to Obtainthe Best IT Professionals for theFederal Government

Jamie Donsbach, U.S. Office of PersonnelManagementThe Office of Personnel Management (OPM) has developed anew model for qualification standards that captures the fullrange of general and technical competencies required for IToccupations from the entry to the senior expert level. The flex-ibility of the competency-based approach coupled with the crit-ical need to recruit increased numbers of IT professionals innext several years opened the door to the development anduse of new assessments. To assist agencies with implementing acompetency-based approach to selection, OPM provided pilotagencies with a web-based assessment system. The compo-nents of the web-based assessment will be discussed.

SYMPOSIUMUsing Video-Based Customer RelationsTests and Training to RemainCompetitive in an Era of Tight LaborMarkets and Declining Test ScoresSpeakers: Oscar Spurlin, Ph.D., Ergometrics andApplied Personnel ResearchCarl Swander, Ergometrics and Applied PersonnelResearchCarla Swander, Ergometrics and Applied PersonnelResearchDoris Maye, D. Morgan Maye ConsultingHuman relations skills are increasingly sought and valued in vir-tually every occupational area. Ironically, this increase of expec-tations has occurred in a shrinking labor market where organi-zations feel compelled to lower hiring standards just to be ableto fill positions. Using national test data, we take an in-depthlook at these conflicting phenomena and their impacts. We willpresent empirical answers to a number of questions, including:How much have applicant populations shrunk, how have testscores declined, and are there strong regional differences? Aretrends in test scores solely the result of tight labor markets orare other factors such as cultural change affecting applicant per-formance, particularly in the area of customer relations? Wewill also discuss the optimal strategies to address the problem.We will provide examples of video based tests and trainingprograms specifically designed to improve organizational effec-tiveness in the area of customer and internal relations.

PANEL SESSIONBenchmarking Study–Recruitment andSelectionSpeaker: Representative from IPMA/NASPEBenchmarking CommitteeThis session will review the major findings of the Recruitmentand Selection section of the Benchmarking Study, sponsored byIPMA and the National Association of State PersonnelExecutives (NASPE).

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11:30am–1:00pm

Roundtable DiscussionOnline Testing, ManagementAssessment, Selection Interviews

1:00pm–2:40pm

Presidential Address andAnnual Business MeetingSpeaker: TR Lin, Ph.D.

2:40pm–3:00pm

Break

3:00pm–4:30pm

Concurrent SessionsPAPER SESSION• Development of a Universal Job

Experience Measure (JEM) used inCompetency-Based PromotionalAssessment System for Supervisoryand Managerial Positions

Speaker: David G. Hamill, U.S. Immigration andNaturalization ServiceIlene Gast, Ph.D., U.S. Immigration andNaturalization ServicePaul Usala, Ph.D., U.S. Immigration andNaturalization Service

The goal of this presentation is to describe the evolving devel-opment of a measure of job experience used as part of a com-petency-based promotional assessment system for selectingsupervisors and managers in a large U.S. Federal law enforce-ment agency. The presenters will discuss (1) the theoreticalunderpinnings behind the Universal JEM’s development, (2) themethod in developing a tool that can be used across a varietyof different positions, (3) the technological challenges in com-puter scoring the JEM and maintaining the data, and (4) evi-dence for the Universal JEM’s validity.

• Innovations in PersonnelAssessment: B-Pad for Public SafetyDispatchers

Speaker: Deborah Roberto, B-PadB-PAD for Public Safety Dispatchers is a behaviorally orientedjob-related measure for Public Safety Dispatchers, which com-plement current instruments now in use. B-PAD video testsassess an applicant’s interpersonal skills and judgment.Scenarios portraying difficult interpersonal challenges are usedto elicit a rich and wide variety of behaviors. Behavioralresponses to standardized, realistic, job-relevant situations pro-vide for the most valid prediction of future work behavior.

PAPER SESSION• Development and Implementation of

an Electronic 360 Degree FeedbackProcess

Speaker: Mary J. Delany, American ExpressLearn about the approach taken in this 90,000-person organi-zation to develop and implement an electronic 360 DegreeFeedback Process, resulting in a 40% reduction in annual costs.Our discussant will walk us through the steps involved in instru-ment design, establishment of an electronic method forenrolling and rating, and making the connection between 360results and Performance Management for maximizing leader-ship effectiveness. Challenges and lessons learned will also bediscussed, as well as the importance of communication duringeach phase of development and implementation.

• You Are Who You Are: AssessingWorkers as Humans

Speaker: Jade Quan, Los Angeles Unified SchoolDistrictWe are who we are as human beings. Separating work andnon-work related emotions and behaviors are often not possi-ble. Employees’ competencies gained through childhood expe-riences, family life issues, hobbies, community involvement,and charity work often greatly influence their work perfor-mance. Audience will be encouraged to participate in the dis-cussion.

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PAPER SESSION• Integrating Training with Selection

ProgramsSpeaker: Stacy Edwards, Los Angeles Unified SchoolDistrict Ann Young, Los Angeles Unified School DistrictTraditionally, the selection and staff development functions of anorganization have been separate. However, these distinctoperations share many similarities in the services they provideas well as in their methodologies to gather data. This presenta-tion will highlight how a staff development program and aselection program can support and compliment each other.Resources for both can be successfully combined to enhanceservice and improve efficiency.

• PROSelect–An Approach toImproving Your Selection ProgramUsing Performance and ResultsOriented Classification (PROClass)

Speaker: Abe Flory, Flory & AssociatesDavid Vasquez, City of Big Bear Lake

5:30pm–7:30pm

WRIPAC Sponsored ReceptionThe Western Region Intergovernmental Assessment Council issponsoring an ALOHA reception on the Hyatt Newporter’sgolf course. Wear your Hawaiian shirt for fun, music, and danc-ing on the Green!

Thursday, June 14, 2001

8:30am–9:40am

Concurrent SessionsPAPER SESSION• Bilingual Skill Testing and

Certification Programs for LosAngeles Unified School District

Speaker: Seema Thakur, Los Angeles Unified SchoolDistrictSince the 1960’s, the Los Angeles Unified School District hasbeen testing non-teaching employees for bilingual fluency skillsin more than a dozen languages. These testing services havebeen made available to other organizations in recent years.Research is being conducted to further improve the test validityand provide additional options for customers. This presentationwill describe the bilingual testing program and the researchefforts for both short and long test versions.

• A New Way to Measure UtilitySpeaker: Dick Moody, City of El PasoOne way to measure utility is to do a classical criterion valida-tion of the predictor and then factor in the choosiness of theselected process. This new method uses a complex criterionvalidation methodology, which includes a “business necessity”index and then factors in choosiness.

TUTORIALPrinciples for the Validation and Use ofPersonnel Selection ProceduresInstructor: Donna L. Denning, Ph.D., City of LosAngeles

Since their publication, the Society for Industrial andOrganizational Psychology (SIOP) has initiated an effort torevise its 1987 “Principles for the Validation and Use ofPersonnel Selection Procedures.” The purpose of this revisionis to ensure continued consistency of these Principles with theAPA Standards and to reflect emerging issues and current sci-entific knowledge. To accomplish this task, SIOP has formed atwelve person ad hoc task force, of which the presenter, Dr.Denning, is a member. Dr. Denning will discuss: the relation-ship between the Principles and the Standards (and the needfor both); significant areas of change in the Principles includingnew areas covered; and the Principles’ coverage of legal issuesincluding their legal status.

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TUTORIALReview of Multiple-Choice Test Items,with Emphasis on Cultural Bias ReviewInstructor: Joel Wiesen, Ph.D., Applied PersonnelResearchThis tutorial will present classic item review guidelines as culledfrom classic and newer sources. This aspect of the tutorial isparticularly appropriate for new test writers, but will coversome material which experienced item writers may not know.In addition, guidelines for reviewing questions to minimize pos-sible cultural bias will be reviewed. These culture bias reviewguidelines are less well-known, so this aspect of the tutorial issuitable for both new and more experience test item writers.Some items will be reviewed which have various flaws andshortcomings. Participants will go home with copies of itemreview guidelines. Participants will be encouraged to bring testquestions to the tutorial for review by others.

PANEL SESSIONEffective Use of Eligibility Lists within aMerit System: Is it Time to Change ourPhilosophy?Speakers: Ron Marmalefsky, Los Angeles UnifiedSchool DistrictLinda Wilson, City of El CajonKathryn Paget, County of San BernardinoMost agencies operating under merit system guidelines haveestablished rules related to the structure and use of eligibilitylists. These rules are found in many sizes and shapes, and theapplication of these rules often takes many twists and turns.Agencies seek to work within the framework of these guide-lines, but at the same time, managers want flexibility in hiring,especially at the highest level of employment. As a result, someagencies have had to take a closer look at their rules, and manyhave ‘creatively’ found ways to tailor these rules to specific sit-uations. This panel discussion is designed to discuss the variouseligibility list guidelines in use, and critique them, citing advan-tages and disadvantages of each. Members of the panel will dis-cuss the guidelines of their own agencies, and how theseguidelines have evolved over recent years. The panel will alsotouch upon whether the current structure in place at mostagencies is a good thing, and whether or not it is indeed “timefor a change in philosophy.” Audience participation will bestrongly encouraged during this panel discussion.

9:40am–10:00am

Break

10:00am -11:30am

General Session and ClosingRemarksSPONSORED BY WRIPACPersonality for Managers andPresidentsSpeaker: Deniz Ones, Ph.D., Hellervik EndowedProfessor in Industrial/ Organizational Psychology,Department of Psychology, University of Minnesota.

Personality variables have been found to relate to overall jobperformance, contextual performance and counterproductivework behaviors, among others. This presentation will explorethe relationship of personality with managerial behaviors (e.g., leadership emergence, performance) and other criteria(e.g., promotions). The linkages between personality and workbehaviors (both ethical and unethical) will be illustrated usingpsychometric data from U.S. Presidents. Personality profiles formanagers and U.S. Presidents will also be presented.

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Member of IPMAACIndividual IPMA Member or Employee of IPMA Agency Member

Nonmember of IPMA/IPMAACStudent Member of IPMA/IPMAAC (must be full-time undergraduate or graduate student)

Please return form to:

IPMA Meetings Department1617 Duke St., Alexandria, VA 22314Fax: 703-684-0948Or visit IPMA’s home page on theInternet at www.ipma-hr.org and clickon “Professional Development”

Conference Registration Form2001 IPMA Assessment Council Conference, June 10-14, 2001Please print all information

Name ______________________________________________________ Member/Account Number_____________________________________

Title___________________________________________________________________________________________________________________

Organization ____________________________________________________________________________________________________________

Address________________________________________________________________________________________________________________

City/State/Zip ___________________________________________________________________________________________________________

Telephone ( __________ )______________________________________ Fax ( __________ )___________________________________________

Please describe any special accommodation you require to fully participate in the conference.___________________________________________

____________________________________________________________________________________________________

Membership Status First Time Conference Attendee

Registration InformationFull Conference Registration $____________________One Day Registration: Sun Mon Tue Wed Thu $____________________Student Membership Fee, if not currently a Student member $____________________(must attach transcript from undergraduate or graduate institution)

Full Day Workshop — Sunday, June 108:30am–4:30pm

Acting as an Internal Consultant for your Organization $____________________Half Day Workshops — Sunday, June 108:30am–12:00pm

Concepts and Trends in Designing Assessment Centers $____________________Applying Item Analysis to the Evaluation of Test Content $____________________

1:00am–4:30pmDevelopment and Administration of Performance Tests $____________________Overcoming the Problems Encountered in using Biodata $____________________Training & Experience Evaluations: Getting the most Bang for your Buck $____________________

Beach Party Tuesday June 12, 6:00pm–10:00pm ($45 per person) $____________________Subtotal $____________________

Applicable Discount (Please review page 19 for information concerning pre-conference workshop and $____________________conference registration discounts)

Yes, I would like to become a member of IPMA and/or IPMA Assessment Councilfor the discounted rate (see page 19 for information) $____________________

Total $____________________Method of Payment:

Check/Money Order (please make checks payable to IPMA and return with registration form)Purchase Order (P.O. #________________________________ )Credit Card: VISA MasterCard

Card #____________________________________ Exp. Date _________

Signature ____________________________________________________

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Conference Registration Information and Fees

Full Conference (Four Days)Registration FeesConference registration fees are based onIPMA/IPMAAC membership status as follows:

$250 for IPMAAC members. Individuals must be amember of IPMAAC, which means, in additionto being IPMAAC members, they are alsoIPMA members or employees of an IPMAAgency member.

$290 for individuals who are not IPMAAC membersbut are IPMA members or employees of IPMA Agency members.

•Become a member of the IPMA AssessmentCouncil by adding an additional $32 (20% offIPMAAC member rate) to the $290 registra-tion fee.

$390 for individuals who are not members ofIPMAAC or IPMA and are not employees of an IPMA Agency member.

•Become an Individual and IPMAAC member of the IPMA by adding an additional $148(20% off IPMA & IPMAAC member rate) tothe $390 registration fee.

FREE for students who are members of both IPMA ($35 membership fee) and IPMAAC ($10 membership fee).

One Day Registration Fees$115 for IPMAAC members$130 for IPMA Individual or Agency members

(employees of IPMA Agency members)$145 for non-membersFREE for Student members of IPMA and IPMAAC

Pre-Conference WorkshopRegistration FeesFull Day Workshop

$170 for IPMAAC members$200 for IPMA Individual or Agency members

(employees of IPMA Agency members)$230 for non-members$170 for Student members of IPMA and IPMAAC

Half Day Workshops

$ 85 for IPMAAC members$100 for IPMA Individual or Agency members

(employees of IPMA Agency members)$115 for non-members$ 85 for Student members of IPMA and IPMAAC

Applicable DiscountsIndividuals attending the full conference for the firsttime and interested in the half day workshops may reg-ister for two half day workshops for the price of one.

Individuals attending the full conference for the firsttime and interested in the full-day workshop may regis-ter for the full day workshop for at 50% off.

Activity FeesThe Beach Party event held on Tuesday night, June 12,is $45 for all attendees.

Conference Fees, Mailing and Additional InformationReturn completed registration form to:

IPMAAC 2001 Conference Registration1617 Duke Street, Alexandria, VA 22314Phone 703-549-7100, Fax 703-684-0948

(If registering by fax, please confirm receipt, but DO NOT mail original to avoid duplicate registration.)

If you have questions regarding the conference, pleasecontact Kelli Sheets, IPMA Director of AssessmentProducts.

Conference Activities and Fees

IPMAAC IPMA Non- StudentMembers Members Members Members

Conference Registration $250 $290 $390 Free

One Day Registration $115 $130 $145 Free

Full Day Workshop $170 $200 $230 $170

Half Day Workshop $ 85 $100 $115 $ 85

Beach Party $ 45 $ 45 $ 45 $ 45

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Hotel Registration Form2001 IPMA Assessment Council Conference, June 10-14, 2001Send form directly to:

Hyatt Newporter1107 Jamboree RoadNewport beach, CA 92660Phone: 949-729-1234Fax: 949-729-6119 (Reservations)

Please print all information.

Name_______________________________________________________________________________________________

Address _____________________________________________________________________________________________

City/State/Zip ________________________________________________________________________________________

Telephone ( __________ ) ____________________________ Fax ( __________ ) _________________________________

Arrival Date________________________________________ Time _____________________________________________

Departure Date_____________________________________ Time _____________________________________________

Number in Party ____________________________________

Accommodations request: One king bed, or Two double beds

Smoking, or Non-smoking

Method of Payment:

Room Rate: $149 single/double (Upgrades available at $20 per room)

Suites: One bedroom: $295 Two bedroom: $395 Two bedroom villa: $900

Enclosed is my credit card authorization or check for $________________ for the first night deposit, in order to guaranteemy reservation.

Check/Money Order

Please charge my credit card: American Express MasterCard VISA Diner’s Club

Card Number ______________________________________ Exp. Date ________________________________________

Signature ____________________________________________________________________________________________

Rates are subject to an 10% room and sales tax. Check-in time is 4:00pm. Check-out time is 12:00pm. All reservationsshould be sent to the Hyatt Newporter at the above address as soon as possible to ensure accommodations. Reservationsreceived after the block of rooms assigned to IPMAAC has been filled, or May 11, 2001, whichever comes first, will betaken on a space-available basis at prevailing hotel rates. Cancellations must be received 48 hours prior to arrival.