2006-2007 Workshop Committee Goals and Progress Report Form
Committee Chair Name – Joan Brannick
Date – 04/02/07
X Progress Report
Joan Brannick, Chair
Debra Drenth Setzer
Suzanne Tsacoumis, Chair in Training
For the initial Goals Report, please list committee goals, time frame, and action steps. Please include expected results and how the goal relates to one or more of SIOP’s four strategic goals.
For subsequent Progress Reports, please provide a brief update including a listing of actions taken.
SIOP Vision: To be recognized as the premier professional group committed to advancing the science and practice of the psychology of work.
SIOP Goals: SIOP will become the…
1. Visible and trusted authority on work-related psychology. This includes:
- Heightened awareness within lay, business, scientific, and government communities of the role and value of I-O psychology in improving productivity and well-being in the workplace.
- Greater outreach to the broader field of psychology and related disciplines and organizations (including organizations outside the United States), policy makers, the public, and the media.
2. Advocate and champion of I-O psychology to policy makers. This includes:
- Increased efforts to obtain federal funding for I-O research.
- Increased efforts to monitor and influence policy and legislation affecting human behavior at work.
- Heightened awareness among top managers in business about the value of I-O psychology and I-O professionals.
3. Organization of choice of I-O professionals. This includes:
- Increased enjoyment and satisfaction of members.
- More members in all categories, including regular, Student, International, Affiliate, and Associate Members.
- Higher annual retention rate.
- Increased support for SIOP members in their efforts to study, apply, and teach the principles, findings, and methods of I-O psychology.
4. Model of integrated scientist–practitioner effectiveness that values research, practice, and education equally and seeks higher standards in all three areas.
- Increased collaboration and dialogue between academics and practitioners where science informs practice and practice informs science.
- Increased collaboration and exchange of ideas with non-North American I-O professionals.
- Decreased perception of fissure between academics and practitioners.
- Clear and rigorous means of evaluating the quality of graduate training programs.
• Clear and rigorous standards for practice.
Strategic Planning Goals: (Please highlight committee goals related to the advocacy of SIOP’s Strategic Planning Goals)
1. Develop at least 14 but no more than 16 pre-conference workshops with high demand that will attract full participation in April 2007 (linked to SIOP’s Strategic Planning Goals related to Visibility and Organization of Choice)
Action: Completed; see titles and presenters for 2007 SIOP workshops at then end of this document. There are 15 workshops this year. As of 3/29/07, we had 414 participants registered to attend the 2007 workshops.
2. Publicize 2007 SIOP workshops in 5-10 business and/or HR-related organizations in New York City such as SHRM and HRPS (linked to SIOP’s Strategic Planning Goals related to Visibility)
Action: Per discussions with the visibility task force at the Strategic Planning Session in September, SIOP workshops were approved for certification credits as part of PHR, SPHR, and GPHR certification related to SHRM. This action served two purposes. One was to attract more workshop attendees if workshop attendance numbers appeared low. Another purpose of certification was to enhance SIOP’s visibility in the HR community. Per discussion with J. McHenry at the SIOP conference committee in New York in February, the workshop committee did NOT advertise/market heavily to local HR groups because we wanted to make sure that SIOP members had ample opportunity to register/attend workshops. Given the 2007 workshop attendance numbers (and the fact that we have three workshops with the maximum number of attendees AND a wait list), this action was the way to go. The workshop committee may want to revisit this issue for 2008 workshops, depending on workshop attendance goals and actual numbers.
3. Create clear guidelines for presenters to use in preparing workshop handout materials (linked to SIOP’s Strategic Planning Goals related to Visibility)
Action: Completed draft of guidelines prior to workshops. In process of reviewing with incoming workshop chair, Suzanne Tsacoumis, for 2008 workshops.
4. Work with Chair in Training to ensure smooth transition in April 2007 (linked to SIOP’s Strategic Planning Goals related to Organization of Choice)
Action: In progress; have shared workshop planning process info with Chair in Training, S. Tsacoumis; 2008 workshop chair has selected new committee members to replace those who will rotate off after the 2007 conference; 2008 workshop is also attending conference planning meeting in New York in February 2007 to get more familiar with process and new issues related to move to 3 day conference in 2008; will continue to keep informed of workshop process/deadlines, etc. throughout the year
2007 Workshops - Final
1. Building Legal Defensibility Into Your HR Processes. R. Lawrence Ashe Jr., Esq., Ashe, Rafuse, and Hill and Kathleen Kappy Lundquist, Applied Psychological Techniques. Coordinator: John Howes, Nike.
2. Managing In The Middle Kingdom: Using Culturally Informed I-O Psychology In China. Donald D. Davis, Old Dominion University, Kai-Guang (Carl) Liang, C&D Management Consulting, Ying (Leeann) Liu, Renmin University. Coordinator: Rob Schmieder, Schmieder & Associates.
3. Creating And Implementing Effective Healthy Workplace Initiatives. Anna Erickson, Questar Organizational Insights Group and David W. Ballard, American Psychological Association. Coordinator: Barbara A. Fritzsche, University Of Central Florida.
4. Are We Ready? Strategic Human Resource Management And The Maturing Workforce. Jerry W. Hedge, Organizational Solutions Group, Janet Barnes-Farrell, University of Connecticut and Walter C. Borman, Personnel Decisions Research Institutes and University of South Florida. Coordinator: Sara P. Weiner, IBM.
5. Leading A Thriving Consulting Practice: Building The Foundation, Operating Practicalities, Clients and Their Needs. Tim Irwin, Irwin, Inc. and Adam Ortiz, Executive Development Consulting. Coordinator: Shane Douthitt, Morehead Associates.
6. The State Of The Art In Personality Assessment. Lawrence R. James, Georgia Institute Of Technology and Jose M. Cortina, George Mason University. Coordinator: Rose A. Mueller-Hanson, Personnel Decisions Research Institutes.
7. Get To The Point! Presenting Survey Research Data For Maximum Impact. Sarah R. Johnson, Genesee Survey Services and Kristofer Fenlason, Data Recognition Corporation. Coordinator: Deborah Whetzel, Work Skills First, Inc.
8. An Update On The Science And Practice Of I-O Psychology. Frank Landy, Landy Litigation Support Group and Jeff Conte, Department Of Psychology, San Diego State University. Coordinator: Bill Strickland, HumRRO.
9. The Making Of A Coach: Personal And Professional Realities Of Adding Executive Coaching To Your I-O Practice. Bob Lee, iCoach New York and Michael Frisch, iCoach New York. Coordinator: Debra Drenth Setzer, Franklin Templeton.
10. Early Identification And Development Of Senior Leadership Talent: The Secret Insider’s Guide. David B. Peterson, PDI and Paul Erdahl, Medtronic, Inc. Coordinator: Robin R. Cohen, Bristol-Myers Squibb.
11. Using Productivity Measurement And Feedback To Improve Organizational Performance. Robert D. Pritchard, University Of Central Florida and Gary P. Latham, University Of Toronto. Coordinator: Bill Sipe, Mercer Human Resource Consulting.
12. The Role Of E-HR In Human Resource Transformation: Build, Buy, Or Outsource, And At Least 20 More Questions Answered. Tom Ruddy, Siemens Corporation USA and Mike Christie, Hewitt and Associates. Coordinator: Joan Gutkowski, KPMG.
13. Fits About Fit: Can You Have Too Much Of A Good Thing And Is There Anything You Can Do About It? Benjamin Schneider, Valtera Corporation, Nancy T. Tippins, Valtera Corporation and Scott A. Young, Valtera Corporation. Coordinator: Tomas Giberson, Oakland University.
14. Talent Management: The Promise And Paradox Of Potential. Paul R. Yost, Microsoft Corporation and Morgan W. McCall, Jr., USC. Coordinator: Kate Zimberg, Microsoft Corporation.
15. Ethical Issues In The Practice Of Psychology In Organizations: Introductory Issues (AM session only). Rodney L. Lowman, Alliant International University and Vicki V. Vandaveer, The Vandaveer Group, Inc. Coordinator: Peter D. Bachiochi, Eastern Connecticut University. Advanced Ethical Issues For I-O Psychologists: All The Shades Of Gray (PM session only). Rodney L. Lowman, Alliant International University and Vicki V. Vandaveer, The Vandaveer Group, Inc. Coordinator: Peter D. Bachiochi, Eastern Connecticut University.