All services and
products offered by Barrett & Associates are based on the most
current developments in the professional literature and meet all
applicable legal standards. We strive to create products that are
innovative, and provide services that are responsive to the needs of
our clients. Available services include:
"TURN-KEY" APPROACH"
Barrett &
Associates offers a "turn-key" approach to the development of human
resource systems. That is, we routinely handle all aspects of the
project work, from the initial job analysis, through development of
all project materials, and the preparation of reports to document
project activities and results. Our staff is available to coordinate
and execute all project activities. Our work processes are designed
to minimize the time demands on employees in the client's
organization.
Because we are able to
handle all aspects of the project work, we can ensure that all
project materials are handled in a secure and confidential manner.
We take security and confidentiality very seriously and have gone to
great lengths to protect our clients' project materials, including
having a state-of-the-art security system installed at our
facilities.
CUSTOM DESIGNED
SELECTION SYSTEMS
Barrett & Associates' has
extensive experience in the development and validation of selection
and promotional instruments for both public and private-sector
organizations. Our selection systems are custom designed for
individual organizations and are based on the actual requirements of
the job. We determine these requirements through a thorough job
analysis process. Human resource tools developed by Barrett &
Associates are tailored to include materials and terminology
familiar to personnel in the specific area under consideration. Our
selection systems meet all federal, state, and professional
guidelines.
Barrett & Associates has
developed paper-and-pencil and computer administered tests, test
batteries, structured interviews, and performance exercises for the
selection of clerical, technical, managerial, executive, sales,
police, firefighter, and other positions. We have the
capability of administering selection systems on-site at the
client's location or at our own facilities.
SELECTION PROGRAMS FOR
SAFETY FORCES
Barrett & Associates has
extensive experience in the development of civil service
examinations for municipal police and fire departments and related
transit authority positions. We have custom designed assessment
centers and cognitive ability tests for the selection and
promotion of safety forces personnel.
A number of studies
have shown our tests to be related to fire and police academy
performance and actual on the job performance. Principals on
our staff recently performed a study which reviewed and summarized
the literature on the use of written tests in the selection of
firefighters. They found that written and mechanical comprehension
tests for firefighters had substantial validity and were able to
predict training and job performance.
In the area of civil
service testing, Barrett & Associates offers a competitive advantage
over other consulting firms. In the civil service arena, litigation
is almost inevitable; however, our approach to test development has
led to systems which are content valid, well received by candidates
as being job relevant, designed to minimize potential adverse
impact, and have withstood litigation.
ASSESSMENT CENTERS
Barrett & Associates is
on the leading edge of assessment center development and
administration. We incorporate state-of-the-art theory and
technology into our assessment center exercises. Our assessment
centers are custom designed for individual organizations and are
based on the actual requirements of the job identified by a thorough
job analysis process. Each exercise is tailored to employ
material and terminology familiar to those people who will be
tested. As such, our human resource instruments are generally
accepted and perceived as job-relevant and fair.
Assessment centers have
been developed for jobs at all organizational levels - from
first-level supervisors through high-level managers - all with
excellent results. Based on our extensive experience, we have
created a structured format for developing assessment centers that
is cost effective and offers the same reliability and validity as
traditional approaches, while tailoring the actual instruments to
the realities of organizational life.
Barrett & Associates has
also developed a combination assessment approach that uses both
written tests and assessment center exercises. We have the
capability to administer our assessment center exercises to large
groups of candidates. Recently, we administered
assessment center exercises to approximately 5000 candidates in a
single day. Whatever your assessment needs, Barrett & Associates can
perform extensive state-of-the-art analyses on all test and
assessment center exercise data in order to provide timely and
accurate results, while minimizing potential adverse impact.
CONTENT VALID WRITTEN TESTS
Selection and promotional
tests are developed
according to our Eight Stage Model for the Reduction of Potential
Adverse Impact. This involves: job analysis, identification of the
underlying knowledge, skills, and abilities required for job
performance, identification of appropriate construct/content areas
for testing, use of professional item-writing guidelines for test
development, expert item review, appropriate weighting of test
battery components, analysis of test results, and ongoing test
revision.
While each test battery
is developed to suit the specialized needs of the individual client,
we also are able to offer our clients the benefits of many years of
experience. Each test battery we develop reflects the most current
scientific knowledge in testing and personnel selection and the
application of lessons learned over the years from data collected on
thousands of applicants.
COMPUTERIZED TESTING, SCORING, AND REPORTING
Barrett & Associates, Inc. can
provide quick and accurate test results using our computerized
testing, scoring, and reporting process. Custom-developed
computerized test response sheets are scanned into a data-base
twice. Two independent individuals "clean" the response sheets using
a program developed by Barrett & Associates. The cleaning process
involves such things as checking to make sure erasure marks are not
erroneously picked up as responses. A third individual then
compares the two data-bases using a special computerized comparison
program. The response sheets are then scored using a computer
program. A minimum of 10% of the response sheets are then manually
scored and checked against the scores generated by the computer
program for further verification of accuracy. Finally, scores
reports are generated in a format consistent with the needs of the
individual client. For example, Barrett & Associates can provide
each candidate his or her own score report with individualized
feedback.
TRAINING
AND MANAGEMENT DEVELOPMENT PROGRAMS
Barrett & Associates has
extensive experience in the development and administration of
training and management development programs. All of our programs
are designed according to good professional practice and are based
on the latest research.
Barrett & Associates'
management development programs focus on developing skills and
abilities among first level, middle, and upper level managers in
both public and private organizations. Examples of
training programs developed by Barrett & Associates include:
Decision Making Strategies, Survey Feedback, Attitudes and
Motivation, Participative Management, Job Analysis and Critical
Incident Training, Item Writing, Accurate Performance Evaluation,
Sexual Harassment, and Interviewer Training Workshops.
Specialized training has also been provided to
organizations in the administration of selection systems and the
application of rating scales and dimensions. Our programs have
included surveys, lectures, discussion, individual and group
exercises, role plays, custom videotape presentations, and feedback.
JOB EVALUATION AND
COMPENSATION SYSTEMS
Barrett & Associates has
completed a number of large scale job evaluation studies involving
public sector agencies, financial institutions, and manufacturing
organizations. We use a number of copyrighted job evaluation
instruments including the Comprehensive Job Evaluation System (CJES)
and the Comprehensive Job Evaluation Technique (CJET), which were
developed by principals of the firm. Recently, we completed a major
job evaluation project in a public sector setting which included a
pilot study to reduce sex bias in the final instrument. This
analysis was based on the methodology for assessing sex bias in job
evaluation instruments developed by Barrett & Associates.
Barrett & Associates has
extensive experience with job evaluation, and has published
articles on the topic in professional journals. One recent article
provides a defense of the use of job evaluation in modern, changing
organizations. Our staff has published extensively on perceptions of
salary and equity, including cross-national comparisons. We have
also researched and published articles regarding the uses and abuses
of regression analysis for making salary comparisons.
Recently our staff
conducted a major research study that compares the measurement
properties of different job evaluation instruments. We have also
conducted a simulation study on a regression technique approach to
investigating sex bias.
PERFORMANCE EVALUATION AND ASSESSMENT
Barrett & Associates has
extensive experience in the development of objective, customized
performance evaluation and assessment systems. All of our
clients are trained in the proper administration of such systems in
order to reduce the possibility of bias in the rating process.
Barrett & Associates can provide computerized performance evaluation
response sheets that can be completed by the rater(s) and then
scanned into a data-base for analysis. Inter-rater agreement can be
assessed and individual performance evaluation feedback reports can
be generated for each employee to allow for personalized feedback.
COMPLIANCE WITH THE AMERICANS WITH DISABILITIES ACT (ADA)
The Americans with
Disabilities Act of 1990 (ADA), which went into effect on July 26,
1992, presents important considerations to be followed by all
employers in human resource management. The issue of reasonable
accommodation is a difficult one that requires the high level of
technical expertise available from Barrett & Associates.
The ADA identifies
several factors for determining whether a job function should be
classified as essential (EEOC, 1991). In response to this
legislation, we have developed a Six-Factor Approach to Determining
Essential and Marginal Functions. Our standardized process has
recently been reviewed by the OFCCP and was accepted as supporting
the validity of a physical abilities employment test. Our
documentation procedures include detailed descriptions of the
background, major responsibilities, major work behaviors, functional
job requirements, work environment factors, and essential/marginal
function classifications for jobs.
METHODS
TO REDUCE ADVERSE IMPACT
Barrett & Associates has
developed standard procedures to reduce the potential for adverse
impact in selection instruments. We have refined the specific
principles, procedures, and extensive analyses that we use through
on-going research and professional application in both public and
private organizations since 1973.
This expertise has been
recognized by a prominent plaintiff's counsel in Title VII
litigation (Seymour, 1988), and in a law review article noting
Barrett & Associates' successful selection programs (Canton, 1987).
All of our selection programs and instruments are designed to
conform to requirements set forth under all relevant legislation,
such as Title VII. A paper authored by Dr. Barrett and his
associates was cited by the U. S. Supreme Court in Watson v. Fort
Worth Bank & Trust (1988).
ANALYSIS OF LENDING
PRACTICES
Barrett & Associates has
recently worked with several large banks in examining their loan
policies for potential discrimination against minority borrowers.
Specifically, we have conducted statistical analyses to identify
disparities in overage amounts charged to mortgage loan applicants.
In one such project, our
analyses contributed to the Bank's ability to successfully respond
to inquiries by the Office of the Comptroller of the Currency's
(OCC). Furthermore, we have developed statistical models which allow
banks to continuously monitor (e.g., quarterly, annually), loan
outcomes to detect statistically significant deviations.
COGNITIVE
JOB ANALYSIS
Our staff has developed a
method for job analysis that overcomes weaknesses inherent in
traditional job analysis methods.
The Cognitive Job
Analysis Technique focuses on obtaining an understanding of complex
job requirements and the type and level of cognitive processing
required to complete work tasks. This method of job analysis allows
analysts to obtain results superior to any other job analysis
method. The Cognitive Job Analysis Technique fosters efficient and
accurate job analysis, the most basic and crucial element of valid
human resource instruments.
Barrett & Associates has
also developed specialized instruments to facilitate data collection
in the job analysis process. For example, our structured Position
Description Questionnaire (PDQ) has been used in analyzing
managerial, sales, clerical, manufacturing, and safety forces
positions.
JOB FAMILY CATEGORIZATION
We have developed
standardized procedures for analyzing jobs and identifying
commonalities among jobs. Our procedures enable us to develop
selection tools which apply to the broad range of jobs in a job
family. The Barrett & Associates Job Family Categorization
Methodology consists of four criteria for grouping jobs. These
criteria were derived from the Uniform Guidelines on Employee
Selection Procedures (1978) and are consistent with the goal of
developing a valid selection procedure that conforms with legal
guidelines and professional practice.
STRATEGIC SKILL ASSESSMENT AND SKILL-BASED MANAGEMENT SYSTEMS
Barrett & Associates has
worked with clients to develop strategic skill assessment and
skill-based management systems.
In rapidly changing business environments, we
understand that a thorough assessment of organizational resources is
crucial to managing and driving change.
We have experience in
developing assessment instruments that provide organizations with
the information they need to make important strategic decisions. Our
approach applies psychometrics to the identification and management
of critical knowledge, skills and abilities (KSAs) that people must
possess and/or develop for planned change to occur.
Because the organization
is changing, people may not have, or be aware of, the nature of the
new skill requirements for the roles they must play in the change
process. Strategic skill assessment and development can help
identify and define important KSAs that people must possess to move
the organization into the future. The information obtained from
strategic skill assessment can serve as the basis for employee
development plans, work team assignments and skill-based pay systems
as well as many other interventions.
SURVEY DEVELOPMENT
Barrett & Associates has
over thirty years of experience developing survey instruments to
collect information and provide feedback on opinions,
attitudes and values, and consumer preferences. Barrett & Associates
has conducted numerous survey studies for major utility companies,
the U.S. government, hospitals, banks, retail, and private sector
organizations.
In one such study, the
survey instruments were developed and distributed, and information
was retrieved, analyzed, and stored for over 100,000 cases from
industrialized countries around the world. This study involved
examining similarities and differences in attitudes, values, and
beliefs of managers, how managers cope with the same organizational
problems, and how these problems relate to manager's career
advancement. We have also developed a number of structured and
semi-structured interview forms that make our firm uniquely capable
of handling large-scale survey and interview
projects. In addition to interview forms, we can also survey
employees using focus groups. Over the years, we have developed
several job analysis interview forms and focus group protocols to
meet the needs of various projects.
EXPERT
WITNESS SERVICES
Barrett & Associates
provides expert witness services, including extensive experience in
various aspects of Equal Employment Opportunity cases. Expert
witness testimony is available for litigation in all areas of
employment law, including Title VII, Age Discrimination and
Employment Act, Americans with Disabilities Act and statistical
analyses for EEOC compliance.
Barrett & Associates has
served as an expert witness in over 100 cases, and has negotiated
settlement agreements for several organizations.
Americans
With Disabilities Act of 1990 (ADA)
Barrett & Associates has
been involved in cases in which there has been alleged
discrimination against the disabled. Recently, our staff has been a
plaintiff's expert where the defense argued that validity
generalization results can be applied to the disabled. In addition,
Dr. Barrett was a member of the American Psychological
Association
Committee on Psychological Tests and Assessments
where policy issues were formulated involving the use of
psychological tests for selecting disabled applicants.
Title VII
of the Civil Rights Act of 1964 (CRA)
Barrett & Associates has
been involved in over thirty cases where there has been
alleged violations of Title VII of the Civil Rights Act of 1964.
These cases have usually involved allegations of discrimination
based upon race. The cases generally revolved around issues of
personnel selection, promotion, or performance appraisal that may
have led to termination or failure to be promoted or selected for a
position. Our staff has written extensively on these issues,
integrating the legal and the psychological perspectives.
Age
Discrimination in Employment Act of 1967 (ADEA)
Barrett & Associates has
been involved in over twenty cases involving alleged violations of
the Age Discrimination in Employment Act of 1967 (ADEA). These cases
have often involved statistical analyses to determine if the older
employee has suffered adverse impact. The analyses often are based
on terminations or promotions and comparisons with expected
personnel decisions. The analyses may also involve issues revolving
around a reduction in force (RIF).
Other issues have
involved bona fide occupational qualifications (BFOQ) as a
prerequisite for hiring and mandatory retirement. Specific
activities have included job analysis, review of performance
appraisals, review of selection procedures, and detailed review of
opposing experts analysis and testimony.
Our staff has authored a
number of papers specifically dealing with legal issues important to
age discrimination cases, and has also been actively involved in
research which deals with the older employee.
Equal Pay Act of
1963
Barrett & Associates has
been extensively involved in the practical applications of the Equal
Pay Act and research in both legal issues and issues dealing with
job evaluation and gender. Our staff has authored or co-authored a
number of papers which directly analyze the legal issues dealing
with alleged discrimination in pay based upon gender. In addition,
our staff has been very active in research that analyzes job
evaluation systems, gender effects in pay, and other issues that are
related to compensation.
We have completed
projects under the supervision of federal agencies to implement
compensation plans which have been shown to be free of gender bias.
Barrett & Associates combines expert witness experience, theoretical
knowledge, and applied work experience in the area of compensation.
Our staff has been
involved in using a variety of techniques, including job evaluation
and regression analysis, in compensation studies. Dr. Barrett has
been an expert witness in over eight cases where the issues
revolved around compensation and gender.
Expert Witness Presentations and Trial Preparation Experience
Barrett & Associates has
also been extremely active in presenting papers and workshops to a
number of professional groups including attorneys, personnel
psychologists, executives, and human resource professionals in the
public and private sector. We have presented more than fifteen
workshops on the role of the expert witness. Barrett & Associates
has worked with attorneys in preparation for trial. Activities
include specification of appropriate models, collection and analysis
of empirical evidence, development and support of conclusions,
preparation of reports and exhibits, presentation of expert
testimony, education of trial attorneys and organizational personnel
as to specialized knowledge essential to particular issues,
assistance with direct cross examination of opposing party's
experts, advice on material to be requested during discovery,
development of optimal jury profiles, and jury selection.
We have negotiated
settlement agreements for several organizations which involved the
development of valid employment tests, compensation plans,
performance appraisal systems and training programs for supervisors
which meet all professional and legal guidelines.
OSHA COMPLIANCE
Occupational Safety and
Health Administration (OSHA) requirements have become an important
issue for organizations handling hazardous chemicals, explosives, or
blasting agents. Barrett & Associates specializes in
incorporating new regulations into our job analysis methodology.
This methodology was developed to enable incorporation of specific
questions which pertain to new and changing regulations.
With respect to OSHA
compliance, specific questions are developed to allow a Process
Hazard Analysis which addresses: Hazards of the process, Previous
incidents (near misses), Engineering and administrative controls,
Consequences of failure of controls, facility sitting, and Human
factors (i.e., operator/ process; number of tasks).
PREPARATION FOR
OFCCP "GLASS CEILING"
REVIEW
The OFCCP's corporate
management review/audit is intended to determine whether an
organization has refrained from unlawful discrimination and has made
good faith affirmative action efforts to ensure equal employment
opportunity in developing, selecting and treating mid-level and
senior corporate managers. It is also called a "glass ceiling"
review, since it is designed to detect and remove any and all of the
artificial barriers or obstacles that might prevent women and
minorities from moving into the upper rungs of the corporate ladder.
This type of review usually involves issues of job evaluation and
compensation, but may also involve a detailed examination of a
corporation's recruitment, selection, and promotional practices as
well.
The principals of Barrett
& Associates have been extensively involved in assisting
organizations to successfully prepare for the qualitative and
quantitative review of all aspects of organizational practices
covered by the OFCCP review.
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