Human Capital, Workforce, & Training Publications
2009 Publications
Agencies Can Use Simulations to Optimize Cut Scores
Agencies spend a lot of time and money screening and testing candidates who cannot possibly succeed in the overall selection process. To reduce these costs, agencies often divide their selection systems into phases, in which candidates must achieve a cut score in one phase to qualify for the next phase. Unfortunately, agencies often set these cut scores too low or too high, resulting in wasted time and money on candidates with little or no chance of being selected. Worse still, they eliminate hidden talent and risk litigation from candidates who did not get an opportunity to participate in the entire process. One solution to this problem is to conduct a computer simulation of the selection process and examine the results that would occur with various potential cut scores. This way, agencies can set cut scores that will help them reduce their costs and still maintain a completely effective and useful process that minimizes the risk of litigation.
Best Practices in New Employee Orientation: Developing and Retaining a Motivated, Engaged Workforce
This white paper was prepared by Colleen McGuire, Katie Magin, and Rebecca Friedman of ICF International, January 2009. It describes the benefits of a robust new employee orientation (NEO) program and its impact on morale, productivity, and retention. Citing four case studies, the paper describes ICF’s experience in developing, implementing, and optimizing the impact of NEO programs within the federal sector. Finally, the paper offers eight best-practice recommendations for developing or revamping a new employee orientation program within your organization.
Employee Engagement, a Critical Success Factor for Corporate Sustainability
In this 2009 presentation, ICF International discusses how corporate sustainability is becoming increasingly important to a company’s workforce and cites studies from the U.S. Environmental Protection Agency that show that human behavior can have a greater impact on corporate sustainability initiatives than technology upgrades. ICF also highlights its approach to engaging employees in Corporate Sustainability and introduces
Do Your Part! , ICF’s employee engagement tool.
Employee Engagement: How a Greener Workforce Affects the Triple Bottom Line
April 2009. Today’s companies are finding that Corporate Sustainability is becoming increasingly important to its workforce. Demonstrating that companies share their employees’ values can not only serve as a recruitment tactic for talented and passionate candidates; it can also be a powerful retention tool. Additionally, employees inspired by their company’s example are often great resources of insight and innovation. This paper by ICF International highlights how employees are successfully engaging employees in their Corporate Sustainability efforts and describes tools and programs specifically for this purpose.
Engaging Employees in Corporate Environmental Performance Improvement Programs
Webinar Presentation, April 2009, Energy and Environmental Intelligence Briefing. ICF International's Jeff Gibbons presents specific tactics for engaging employees and building engineering staff in sustainability initiatives, and the importance of having a formalized program to help ensure behavioral and cultural change. Along with best practices in training and change management, ICF demonstrates the benefits of tools such as
Do Your Part! , deployed to expedite program implementation and measurable achievement as part of corporate sustainability programs.
Improving HR Selection Processes: Using Simulations to Optimize Cut Scores
Webcast, October 2009. Agencies frequently use a multiple-hurdle approach to testing and selection but spend a lot of time and money screening and testing candidates who cannot possibly succeed in the overall selection process. This webcast, featuring ICF Vice President Lance Anderson, explores how agencies can be certain their processes are efficient and effective, how you can set cut scores to be certain that only the most qualified candidates will advance through the entire process, and how agencies can be certain that they are setting optimal cut scores.
Investigation of Managers' Preference for Intuitive or Analytical Selection
Poster presented by Michael Lodato, ICF International, at the Society for Industrial and Organizational Psychology (SIOP) Annual Meeting, April 1-4, 2009, New Orleans, LA. Although employers have been urged to use analytical approaches to selection over more intuitive, holistic approaches, many managers continue to hold on to the belief they can hire the best employees by relying on their intuition without the assistance of decision aids. This study investigated reasons why managers prefer either an intuitive or analytical selection style. Findings suggest that although managers may often rely on their intuition because they are not familiar with the flaws in that approach, they can be taught to rely more on analytics.
Justice Department Develops Way to Measure a Department's Level of Community Policing
Published in the June 2009 issue of
Subject to Debate , by Bruce Taylor, PERF; Rob Chapman, COPS Office, U.S. Department of Justice; and Rebecca Mulvaney, ICF International. The Police Executive Research Forum (PERF) and ICF International, in conjunction with the Office of Community-Oriented Policing Services (COPS), have released an on-line resource to enable police agencies around the country to measure the agency’s level of community policing. The Community Policing Self-Assessment Tool (CP-SAT) can help agencies create a baseline measurement, track progress over time, and educate officers and the community about community policing practices. This article describes the CP-SAT and the process used to develop it.
Methods for Interpreting Multi-Source Assessment Feedback
Poster presented by Arnold Leonard, ICF International, at the Society for Industrial and Organizational Psychology (SIOP) Annual Meeting, April 1–4, 2009, New Orleans, Louisiana. ICF assisted the U.S. Army Center for Army Leadership by conducting experimental research to determine the effectiveness and efficiency of four methods of providing multi-source (360-degree) assessment feedback support to assessed individuals. This research compared feedback report interpretation assistance and developmental action plan coaching via face-to-face, telephonic, e-mail, and hotline methods. Results of the research and ICF recommendations were used by the U.S. Army in designing its newly established Multi-Source Assessment and Feedback program for Officers and Noncommissioned Officers, Army-wide.
Rater Goals and Target Performance: Different Goals for Different Targets?
Poster presented by Jessica Deares, ICF International, at the Society for Industrial Organizational Psychology (SIOP) Annual Conference, April 1-4, 2009, New Orleans, Louisiana. Recent findings have shown that raters hold various goals when they make performance ratings; for example, raters may desire to motivate the target, to identify the target’s strengths or weaknesses, or to provide ratings that are fair. Previous research has not examined whether rater goals change based on the target’s performance level; hence, this was the focus of the current study. Results indicated that motivation goals are positively associated with target performance, while identifying weaknesses goals are negatively associated with target performance. Highly conscientious raters are more likely to hold identifying weaknesses goals for high performers, while the reverse is true for low conscientiousness raters. High conscientiousness raters were less likely to hold motivation goals for low performers, while low conscientiousness raters were more likely to hold motivation goals regardless of target performance.
2008 Publications
A Framework for Conducting Work-Life Return on Investment
Published in
WorldatWork Journal , 17(3), Third Quarter 2008, by Jessica Deares, Rebecca Harris Mulvaney, Margery Sher, Lance Anderson, and Jennifer Harvey of ICF International. Return on investment (ROI) is a common calculation for determining a business initiative’s financial benefit; however, it can be difficult to determine an accurate estimate of ROI for less tangible programs. This paper presents a quantifiable, research-based approach for measuring the ROI of work-life initiatives. The authors review research that connects an organization's work-life benefits to employees’ job attitudes; in turn, these job attitudes are linked to key outcomes affecting the organization’s bottom line.
Competency Modeling and Job Analysis: Current Trends and Debates in the Academic Literature
This white paper was prepared by the Applied Organizational Research group of ICF International in August 2008. It details the state of competency modeling and job analysis in the academic literature. The report opens with definitions of competencies, competency modeling, and job analysis. Next, a series of trends in the academic literature are highlighted, including the increased focus on integrating technology in competency modeling and job analysis efforts. Then a series of debates are framed as questions, and each side of the debate is addressed with citations from the academic literature. Finally, the paper wraps up with a proposed model of how to apply the different approaches of competency modeling to different human resources functions (such as leadership training for succession planning). The report includes full references to all studies cited within.
Global Factors Influencing Work-Life Policies and Practices: Description and Implications for Multinational Companies
Published in WorldatWork Journal
It's Not That Hard Being Green
This June 2008 Guest Column for the Web site
WFC Resources was written by Margery Leveen Sher of ICF International and discusses the bottom-line benefits of companies becoming green and the importance of this issue to millennial-generation recruits to the workforce.
Trend Report: Globe-trotting Conferences
This February 2008 Trend Report, page 10, for
WFC Resources: Work-Life and Human Capital Solutions , was written by Margery Leveen Sher of ICF International. The Trend Report discusses workforce themes thrashed out during recent conferences in New York, Brussels, and Singapore. The overriding issue is how to attract and retain the best talent as the pool shrinks. The aging workforce is causing alarm worldwide. Four generations side-by-side in the workplace is another very unique challenge for today’s management. And finally, technology and globalization have presented new issues and opportunities.
2007 Publications
Entry-Level Transportation Construction Workforce Shortages
Produced by ICF International for the Florida Department of Transportation, September 2007. This report explores the factors that have the greatest impact on job choice decisions of youth entering the workforce, with the goal of informing marketing and recruitment efforts of transportation construction within the state. ICF recommends three broad strategies for addressing marketing and recruitment challenges and offers 42 ideas on how to implement them. Additionally, to fully address the workforce shortage, transportation construction companies must become more effective at managing their workforce. ICF offers 13 ideas for how companies can improve their organizational management.
Going Online With Existing Assessments: Blessing or Curse?
Published in the
Personnel Testing Council of Metropolitan Washington (PTC/MW) Quarterly Newsletter, March 2007, by Greg Beatty, Ph.D., of ICF International. This article reviews the layout factors to consider when taking paper-based tests that are used for hiring or promotion and converting them to an on-line environment. The implications of changes in layout shape and length, and the inability to see more than one page at a time are examined, and options for overcoming the differences are offered. Advantages of on-line tests over paper-based tests are also reviewed.
Measures of Training and Experience
Published in the book
Applied Measurement Methods in Industrial Psychology (2007), by Tim McGonigle and Christina Curnow of ICF International. This book chapter describes the history of training and experience measures and provides a foundation for their validity. The chapter also reviews the measurement properties of these measures and provides step-by-step guidance for developing task- and skill-oriented measures and accomplishment records.
Telework: One Size Doesn’t Fit All
Published in
Workspan, November 2007, by Rebecca Mulvaney and Beth Heinen of ICF International. This article provides an overview of factors that managers should consider before implementing a telework program, including which jobs should be considered, which employees should be eligible, what equipment will be used, and how to handle employees who are not eligible.
2006 Publications
Creating a Competency-Based Selection System
Published in the
Personnel Testing Council (PTC) of Metropolitan Washington (PTC/MW) Quarterly Newsletter, December 2006, by Dr. Brian Cronin of ICF International. This article describes the development of a competency-based selection system. The project highlighted was conducted for a Georgia state agency. The goal of the effort was to create competency profiles, screening tools, and selection instruments for four senior-level procurement jobs. The article provides a snapshot of the study and an overview of the assessments used during data.
Leadership: Seeing the Forest From the Trees
Reprinted with permission of the American Correctional Association, Alexandria, VA. Published in
Corrections Today , August 2006, by Dr. Brian E. Cronin of ICF International; Dr. Nathan Hiller, a professor in the Department of Psychology and a fellow at the Center for Leadership at Florida International University in Miami; and R. Stephen Smith, a compensation manager for the Virginia Department of Corrections. This article provides a snapshot of some current practices and research on leadership in the field of corrections and beyond, with a particular focus on how to develop leaders at all levels and how to become a "leadership organization." The article also presents a basic framework for how a leadership organization in the field of corrections might take shape, and highlights a number of best practices.
Measuring Organizational Performance
Published in ICF International's
Perspectives , a quarterly report that provides executive briefs on key insights and perspectives, Winter 2006.
Recruitment and Retention: What Can Be Done Today?
Published by the American Correctional Association in its bi-annual
Workforce News and Resources Bulletin , January 2006 and authored by ICF International's Dr. Brian Cronin. The article is targeted at correctional facilities nationwide that are struggling to recruit and retain staff in an underfunded environment. The paper offers a number of best practices that can be used to boost applicant pools and increase retention rates. Recommendations provided are based on results from recent projects with the Virginia and Missouri Department of Corrections.
The Trend Toward Accountability: What Does It Mean for HR Managers?
Published in
Human Resource Management Review , Summer 2006, by Rebecca Mulvaney and Melissa Zwahr of ICF International and Laura Baranowski. This article provides an overview of the accountability trend and what this trend means for human resource (HR) managers. The article defines performance measurement and its relationship to performance management and evaluation. It discusses the legislative incentives behind federal performance measurement, such as the Government Performance and Results Act (GPRA), that are designed to improve the effectiveness, efficiency, and accountability of taxpayer-funded programs and how these initiatives affect HR programs. Following this, it reviews the implications for HR professionals and the fundamental concepts of performance measurement, including common performance measurement methodologies. Finally, it concludes by highlighting the challenges of implementing a performance management system, as well as lessons learned from agencies that have implemented performance measurement or management systems in the past.
2005 Publications
Examining Rating Source Variation in Work Behavior to KSA Linkages
Published in
Personnel Psychology , December 2005, by Laura E. Baranowski and Lance E. Anderson of ICF International. This article describes a field study that addresses whether job analysts or job incumbents are better suited to assess the relevance of particular knowledges, skills, and abilities for performing perform job tasks. Our findings indicate that ratings are similar regardless of the type of rater, and that ratings from job analysts may be more reliable than those of incumbents.
2004 Publications
A Low-Cost, Post Hoc Method to Rate Overall Site Quality in a Multi-Site Demonstration
Published in the
American Journal of Evaluation , Volume 25, Issue 1, Spring 2004, by Michael C. Barth of ICF International. Copyright © 2004 Elsevier Inc. This paper describes an alternative approach to site quality measurement with observations elicited from national program staff of the Healthy Steps for Young Children program, which was implemented in 25 sites. The Concept Mapping approach applied to this large demonstration project can be applied to many social and human resource demonstration programs, including on-the-job and classroom training, job readiness coaching, early childhood education, parenting programs, and mental health and substance abuse treatment.
2003 Publications
The Labor Market for Social Workers: A First Look
Commissioned by the John A. Hartford Foundation as part of the Geriatric Social Work Initiative, February 2001, by Michael C. Barth of ICF International, with assistance of Yvon Pho, American University. The report analyzes findings of recent national and regional studies that assess the job experiences of social workers and economic indicators affecting the social work job market. A summary of this report was published in
Social Work , Volume 48, Number 1, January 2003.
The Value of Human Capital Management
Published in ICF International's
Perspectives , a quarterly report that provides executive briefs on key insights and perspectives, Winter 2003/2004.
2002 Publications
2001 Publications
Telecommuting/Telework Programs: Implementing Commuter Benefits Under the Commuter Choice Leadership Initiative
This document was prepared for the U.S. Environmental Protection Agency's Office of Transportation and Air Quality by Michael Grant and Liisa Ecola of ICF International, September 2001. It is one in a series of Commuter Choice Leadership Initiative briefing papers designed to help employers implement commuter benefits. The report explains benefits for the employer and employee, outlines possible implementation issues and costs, and provides case studies, a guide to implementation, and additional resources.
2000 Publications
These articles represent a selection of our perspectives on Human Capital, Workforce, & Training.
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