Metropolitan Transportation Authority Careers

Description

• Creation of selection and promotion assessments, including written, practical skills, physical abilities, managerial pre-screening, computer skills, structured interviews, etc., to assess knowledge, skills and abilities. Develops procedures and standardizes criteria for such activities. Works with departments to develop assessments for job titles that are in line with the needs of the department and organization. Works with OHS to create physical abilities tests.
• Responsible for the physical administration of small- and large-scale examinations. Works with departments to administer practical exams.
• Conducts post testing processes including analyzing test statistics, test validation, post conditional test notifications and confirmation of results, and maintenance of testing records.
• Collaborates with Talent Assessment Manager and business units to plan, develop and implement testing strategies to improve current processes in order to ensure hiring goals are met and positions are filled with the best possible talent. Analyze trends in testing and provide innovative ideas. Research, implement and adhere to industry best practices.
• Conducts job analyses and provides guidance on how to best identify critical work competencies. Provides information to Talent Assessment Manager to implement testing analysis by performing and documenting validation studies. Works with the Talent Assessment Manager and the departments to analyze the effectiveness of current exams and ensures that they reflect the current job duties, responsibilities, etc. Assists in making changes as necessary.
• Assists the Talent Assessment Manager in the conversion of paper and pencil exams to electronic exams. Work with the Talent Assessment Manager and the testing team to identify space to administer computer based electronic exams.
• Creates and maintains a professional working environment that respects individual differences, enables all employees to develop and contribute to their full potential, and fosters a positive employee relations climate that ensures MTA principles, policies and programs are consistently practiced.
• Other duties as assigned.

• Ensuring that examinations and job analyses are developed to accurately reflect the relevant knowledge, skills and abilities to maintain an effective and competent workforce.
• Developing and administering written, practical and physical abilities tests under tight deadlines for critical and, at times, hard to fill operating titles with limited resources.
• Maintaining processes that ensure tests are fair, valid, and reliable.
• Traveling to different job locations to conduct job analysis or administer examinations.
• Converting exams that are currently administered via pencil and paper to computer automated electronic versions.
• DECISION-MAKING AUTHORITY: Indicate the limits and controls on this job's authority regarding dollar expenditures, personnel decisions, changing policies or methods, etc. Indicate what types of challenges typically are referred to the immediate supervisor or designee for resolution or approval.
• Has limited level of authority for decision making, which is subject to approval by departmental management. Decision-making authority over their immediate responsibilities is somewhat routine with some diversification about developing procedures and standardizes criteria and assessments for jobs.
• Collaborates with Talent Assessment Manager and business units to plan, develop and implement testing strategies to improve current processes to ensure hiring goals are met and positions are filled with the best possible talent. Analyze trends in testing and provide innovative ideas. Research, implement and adhere to industry best practices.
• Exercises proper judgment in responding to inquiries while referring more complex issues to the appropriate individuals within the department.
• Supports implementation of policies and procedures for the department’s group. Does not make recommendations for policy and procedural changes without final approval from the Chief.

• A Bachelor’s Degree in Industrial Psychology, Human Resources, or a related field from an accredited college or university.
• Two years of satisfactory full-time professional experience in one or a combination of the following areas: working in management or methods analysis, operations research, organizational research or program evaluation; or in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management. A master’s degree in psychology or a related field from an accredited college or university may substitute for two years of experience.

• Courses in tests and measurement, statistics, research, personnel psychology, and computers.
• Ability to work with diverse groups of people to creatively develop exams.