2. 3. Create an Implementation Schedule
Once the selection criterion and methods are decided, an
implementation schedule must be created. An
implementation schedule determines the order in which
selection methods are administered. After the schedule is
determined, selection methods are applied to the applicant pool.
As a result, some applicants will no longer be
considered for the opening. In addition, a scoring system may
be used to identify the strongest candidates. At the
end of the selection process, the “best” applicant is selected and
offered the job.
4. Assess the Effectiveness of the Selection System
Once the top applicant accepts the job, the selection process
itself is complete. It is recommended, however, that
the process be evaluated from time to time to ensure its
effectiveness. When evaluating the selection system, two
approaches can be used: an adverse impact analysis and/or a
study to assess decision-making accuracy.
Even if a selection process treats applicants equally, a
discrimination lawsuit may still result if the equal treatment
had an unequal effect on a particular protected class. An
adverse impact analysis can be conducted to determine if
the selection system has an unequal effect based on a protected
class of applicants.
The selection system can also be evaluated to assess its
predictive accuracy for job success or decision-making
accuracy. Even if the selection system is working properly in
terms of nondiscrimination, it does not make sense
for an organization to use a hiring approach that is not effective
at predicting successful employees. In this
exercise, you will have an opportunity to conduct both of these
evaluation approaches.
4. is imperative to understand the relevant court decisions that
inform the rationale behind various assessment procedures.
Unless one knows the relevant statutory or case law, as well as
the standards that they set, it is not possible to select an
appropriate method of assessment.
Using resources from the professional literature, investigate the
research literature on one landmark case pertaining to an
important psycholegal issue that forensic mental health
professionals address in their assessments. The psycholegal
issue may be chosen from the area of criminal forensic
psychology (e.g., competency to waive Miranda rights,
competency to stand trial, or mental state at the time of the
offense), or it may be chosen from the civil area, such as cases
pertaining to the right to treatment, the right to refuse
treatment, civil commitment, child custody, fitness to parent, or
disability. Remember that you must select a case that has direct
implications for the work of a forensic mental health
professional. Landmark cases are typically historical ones.
Recent legal cases that are prominent in the news are not
necessarily landmark cases.
The literature you consult can include the Argosy University
online library resources, relevant textbooks, peer-reviewed
journal articles, and websites ending in .edu or .gov that are
created by professional organizations, agencies, or institutions.
More specifically, you are encouraged to refer to your program-
required textbook Psychological Evaluations for the Courts: A
Handbook for Mental Health Professionals and Lawyers for
landmark cases.
You may also refer to the category Landmark Cases in the
Landmark Cases of the U.S Supreme Court.
In a minimum of 300 words, respond to the following:
· Identify a landmark civil case and explain why you chose it
for review.
· Provide a short review of the facts of the case.
· Identify the psycholegal issue that was in dispute.
· Discuss the final decision on the issue by the highest court
5. that heard the case.
· Discuss the ways in which the case is relevant to the legal
standard that forensic professionals must consider. In other
words, discuss the implications of the case for the practice of
forensic assessment.
· Provide a properly formatted legal reference for the case. If
necessary, consult "Appendix 7.1, References to Legal
Materials," starting on p. 216 of the Publication Manual of the
American Psychological Association, 6th Edition.
Submission Details:
· By the due date assigned, post your responses to this
Discussion Area.
· Throughthe end of module, respond to at least two of your
classmates' posts.
Grading Criteria
Maximum Points
Quality of initial posting, including fulfillment of assignment
instructions
16
Quality of responses to classmates
12
Frequency of responses to classmates
4
Reference to supporting readings and other materials
4
Language and grammar
4
Total:
40
Assignment
2:
Landmark
6. Civil
Case
Forensic assessment has been largely shaped by statutes, legal
standards,
and the outcomes of historical
landmark
cases
. When working in an
environment where there is no room for error, it is imperative to
understand the relevant court decisions that inform the rationale
behind
various assessment procedures. Unless one knows the relevant
statutory
or case law, as well as t
he standards that they set, it is not possible to
select an appropriate method of assessment.
Using resources from the professional literature, investigate the
research
literature on one landmark case pertaining to an important
psycholegal
issue that foren
sic mental health professionals address in their
assessments. The psycholegal issue may be chosen from the area
of
criminal
forensic
psychology
(e.g., competency to waive Miranda rights,
7. competency to stand trial, or mental state at the time of the
offense
), or it
may be chosen from the
civil
area
, such as cases pertaining to the right to
treatment, the right to refuse treatment, civil commitment, child
custody,
fitness to parent, or disability. Remember that you must select a
case that
has direct implicati
ons for the work of a forensic mental health
professional. Landmark cases are typically historical ones.
Recent legal
cases that are prominent in the news are not necessarily
landmark cases.
The literature you consult can include the Argosy University
onli
ne
library resources, relevant textbooks, peer
-
reviewed journal articles, and
websites ending in .edu or .gov that are created by professional
organizations, agencies, or institutions.
More specifically, you are encouraged to refer to your program
-
required
textbook
Psychological
Evaluations
9. of
the
U.S
Supreme
Court
.
In a minimum of 300 words, respond to the following:
·
Identify a landmark civil case and explain why you chose it for
review.
·
Provide a short review of the facts of the case.
·
Identify the psycholegal issue that was in
dispute.
·
Discuss the final decision on the issue by the highest court that
heard the
case.
Assignment 2: Landmark Civil Case
Forensic assessment has been largely shaped by statutes, legal
standards,
10. and the outcomes of historical landmark cases. When working in
an
environment where there is no room for error, it is imperative to
understand the relevant court decisions that inform the rationale
behind
various assessment procedures. Unless one knows the relevant
statutory
or case law, as well as the standards that they set, it is not
possible to
select an appropriate method of assessment.
Using resources from the professional literature, investigate the
research
literature on one landmark case pertaining to an important
psycholegal
issue that forensic mental health professionals address in their
assessments. The psycholegal issue may be chosen from the area
of
criminal forensic psychology (e.g., competency to waive
Miranda rights,
competency to stand trial, or mental state at the time of the
offense), or it
may be chosen from the civil area, such as cases pertaining to
the right to
treatment, the right to refuse treatment, civil commitment, child
custody,
fitness to parent, or disability. Remember that you must select a
case that
has direct implications for the work of a forensic mental health
professional. Landmark cases are typically historical ones.
Recent legal
cases that are prominent in the news are not necessarily
landmark cases.
The literature you consult can include the Argosy University
online
library resources, relevant textbooks, peer-reviewed journal
articles, and
11. websites ending in .edu or .gov that are created by professional
organizations, agencies, or institutions.
More specifically, you are encouraged to refer to your program-
required
textbook Psychological Evaluations for the Courts: A Handbook
for Mental
Health Professionals and Lawyers for landmark cases.
You may also refer to the category Landmark Cases in the
Landmark
Cases of the U.S Supreme Court.
In a minimum of 300 words, respond to the following:
u chose it
for review.
that heard the
case.
1
Assignment 1: Introduction to Employee
Selection and Assessment
You are employed as an HR consultant for a mid-sized bank.
The bank
employs 200 tellers across its branches. You need to recommend
to the
bank what to consider when hiring for the position of Bank
Teller.
The following pages describes more details on KSAOs, pay
statistics
and desired factors for the candidate to possess.
.
12. For this first assignment there are three main tasks you need to
complete:
• Assignment 1: Part A Employee Selection Exercise
• Assignment 1: Part B Operationalizing Your Assessment
• Assignment 1: Part C Apply Your Assessment Systems
All three tasks should be included in one paper 3 to 5 pages in
length,
double spaced, use tables when needed, and use APA format for
referencing and citing. Include a cover page and a reference
page.
The following page describes the rubric that will be used to
measure
your work.
Criteria
Grade A
5 points
Grade B
4.25 points
Grade C
3.75 points
Grade D
13. 3.25 points
Grade F-
0 points
Part A
Employee
Selection
Exercise
Completed all 6
selection method
justifications. The
answers showed a
thorough
understanding of
selection methods.
Completed all 6
selection method
justifications. The
14. answers showed a
limited
understanding of
selection methods.
One or more
selection method
justifications are
incomplete or
unclear.
Two or more
selection method
justifications are
incomplete or
unclear.
Completely
missing or
incorrect.
15. Part B
Operationa
lizing Your
Assessmen
t
Completed all five
assessments
accurately. The
answers showed a
thorough
understanding of
rating assessment
factors.
Completed all five
assessments
accurately. The
answers showed a
limited
16. understanding of
rating assessment
factors.
One or more
assessments are
incomplete or
unclear.
Two or more
assessments are
incomplete or
unclear.
Completely
missing or
incorrect.
2
Part C
Apply Your
17. Assessmen
t Systems
Completed table and
three questions
accurately. The
answers showed a
thorough
understanding of
assessment systems.
Completed table and
three questions
accurately. The
answers showed a
limited
understanding of
assessment systems.
Table or questions
were not completed
18. accurately or are
unclear. One or
more errors were
present.
Table or
questions were
not completed
accurately or are
unclear. Two or
more errors were
present.
Completely
missing or
incorrect.
Writing
Mechanics
Strictly adheres to
19. standard usage rules
of mechanics:
Conventions of
written English,
including, but not
limited to
capitalization and
punctuation and
spelling. No errors
found. No jargon
used.
Adheres to standard
usage rules of
mechanics:
Conventions of
written English,
including
capitalization and
20. punctuation and
spelling. One to three
errors found.
Minimally adheres to
standard usage rules
of mechanics:
Conventions of
written English,
including
capitalization and
punctuation and
spelling. Over three
errors found.
Does not adhere
to standard usage
rules of
mechanics:
Conventions of
21. written English,
including
capitalization and
punctuation and
spelling. Over ten
errors found.
Completely
missing or
incorrect.
APA
Guidelines
for in-text
citations
and
References
The paper correctly
cites in-text and lists
at least three
22. resources on the
References page. If
additional sources
are used, they are
included correctly.
The majority of intext
citations and the
reference are
properly cited;
formatting is
inconsistent/inaccur
ate in a few cases.
References are cited
but incorrectly under
APA style. The
student has either
used another format
or incorrectly applied
23. the APA style
guidelines.
Inconsistent or
missing in-text
citations; fails to
attribute an
author’s word
through APA
citations.
Completely
missing or
incorrect.
Overall
Score
Grade A
22.5 or more
Grade B
20 or more
24. Grade C
17.5 or more
Grade D
15 or more
Grade F 0
or more
Assignment 1: Introduction to
Employee Selection and Assessment
ASSIGNMENT ONE : Employee Selection and Assessment
For this exercise, assume you are employed as an HR consultant
for a mid-sized bank. The bank employs 200 tellers across
its branches. The following is a partial job description and
specification for the bank teller position, based on information
obtained from O*Net. O*Net, or the Occupational Information
Network Resource Center, is an online database containing
information on hundreds of standardized and occupation
specific descriptors.
Bank Teller Tasks/Duties/Responsibilities
• Cash checks for customers after verification of signatures and
sufficient funds in the account.
25. • Receive checks and cash for deposit.
• Examine checks for endorsements and verify other information
such as dates, bank names and identification.
• Enter customers’ transactions into computers to record
transactions.
• Count currency, coins and checks received to prepare them for
deposit.
• Identify transaction mistakes when debits and credits do not
balance.
• Balance currency, coins and checks in cash drawers at ends of
shifts.
KSAOs
• Customer service skills.
3
• Basic math skills.
• Knowledge of verification requirements for checks.
• Ability to verify signatures and proper identification of
customers.
• Ability to use accounting software.
• High school diploma required, associate’s or bachelor’s degree
26. preferred.
• Previous work experience as a teller or related occupation
(cashier, billing clerk) desired.
Key statistics (from O*Net):
• The median 2005 wage for tellers was $10.24 (hourly),
$21,300 (annually).
• In 2004, there were approximately 558,000 tellers in the
United States.
• Projected growth for this job is slower than average.
Based on this information, the bank decides that the ideal
candidate for this position will possess the following factors:
1. Have at least a high school education (bachelor’s or
associate’s degree desirable).
2. Have experience as a teller or in a related field (cashier,
billing clerk).
3. Be able to perform basic math skills related to banking (for
example, count currency quickly and accurately and balance a
cash drawer correctly).
4. Be knowledgeable of verification requirements for bank
transactions (for example, errors in checks and proper
identification to authorize transactions).
5. Have good interpersonal skills (for example, speak clearly,
make good eye contact and develop rapport easily).
29. that factor.
A common approach to performing this task is to have some
type of numerical rating system that may include one or two
minimum requirements. Your task is to develop a rubric (point
system) to “score” applicants for each of the six factors. In
developing your rubric, review the job description information.
The “education” factor is provided for you below as an
example. Remember that tellers need to have a high school
diploma, according to the job specification. Applicants who
do not meet this requirement are rejected. College degrees are
preferred and receive more points in the example below.
1. Education assessed via application form.
My assessment:
Points Highest Level of Education
5
10 Bachelor’s level or higher
6 Associate’s degree
3 High school diploma
Reject Less than high school diploma
2. Work experience assessed via
31. applicants.
Sample applicant information
Maria Lori Steve Jenna
Education Associate’s degree H.S. diploma G.E.D.
Bachelor’s degree
Work experience 4 years as a cashier 1 year as a teller 5 years
as a sales
clerk at a national
retail clothing store
chain
Completed a
semester
internship at a
bank
Math skills Very strong Marginal Satisfactory Good
6
Verification knowledge Marginal Strong Good Strong
Interpersonal skills Very strong Good Good Good
