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 Workshop Committee Goals and Progress Report Form

Committee Chair Name: Robin Cohen

Date: 8/22/09

Progress Report
 
Committee Members:
Margaret Barton
Mindy Bergman
Michel Buffet
Wanda Campbell
Linda Carr
Erica Desrosiers
Robert Gibby
Amy Grubb
Chris Lovato
Tim McGonigle
Mort McPhail
Liberty Munson
Dwayne Norris
Cheryl Paullin
Brigette Steinheider
 
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 2010 (linked to SIOP’s Strategic Planning Goals related to Visibility and Organization of Choice)
 
Action: We have identified 15 workshops and all presenters have been secured. See attachment for list of final workshops.
 
  1. Develop workshops tapping a range of I-O topics with participation from presenters in different types of organizations (e.g., academic, private industry, consulting) (linked to SIOP’s Strategic Planning Goals related to Organization of Choice and Model of integrated scientist) 
Action: The workshop committee identified a variety of topics in the following areas: organizational, assessment, methodology, legal, ethics, and HR management. In addition, the presenters represent a diverse group of organizations, and where feasible we teamed an academician with a practitioner. Also, there are several workshops being developed that have more of an academic-practitioner blend.
 
  1. Create clear guidelines for presenters to use in preparing workshop handout materials (linked to SIOP’s Strategic Planning Goals related to Visibility)  
Action: Guidelines have been prepared and shared with the workshop coordinators to pass along to the presenters.  
 
 
Updates or Comments From Chair:
 
There are still some concerns about attendance at the workshops given the economy. The workshops committee recently had a conference call to generate ideas to help increase interest and attendance at the workshops. These ideas are listed below. We are in the process of determining which ideas we want to move forward with. I have vetted these ideas with Dave, Julie and Kurt and have gotten suggestions on which ones will work better than others. Those that would definitely not work have been deleted.
  • Use Linked-In and map topics to different groups. 
  • Use the SIOP blog and put entries marketing the workshops.
  • Get testimonials from people who have attended workshops in the past about how they have used the information. These would not be detailed - would be high level so that we don't have any issues with intellectual property.
  • Send separate emails targeting people who have attended workshops in the past because they are the ones that are most likely to attend in the future.
  • Offer group discounts for organizations who send at least three people. We are still looking into this one to see if anything is possible.
  • Talk to SIOP series editors to see if we could offer a book from one of the series for the first ____ people to register for the workshops.
  • Have Kurt mention the workshops in his note in TIP.
  • Put pictures from the workshop reception of all of the prominent speakers talking to the attendees so people can get an idea of who presents. If we don't take pictures then we should make sure that we do this.
  • We focus a lot on the value that the workshops provide in terms of professional development and CE credits but we don't market how valuable the networking is so we need to focus on that this year.
  • We need to focus on what people are going to walk away with from the workshops. Really need the presenters to focus on this in the write ups.
  • Put spotlights on each of the workshops on the SIOP website during the registration period.
  • Try to target licensed psychologists regarding CE credits.
  • Work with the local arrangements coordinators to send out marketing information to local chapters of SHRM, ASTD, ODN, etc.
  • Create an e-brochure that we could send out to SIOP members to market the workshops - these could include the Bios and pictures of presenters as well as testimonials that we collect. 
One final comment – there may be a title change or two. I will provide an update in my next progress report.
 
Workshop Titles and Presenters:
 
1.      Ethics, Values and I/O Psychology: Doing Good While Doing Well. Joel Lefkowitz, Baruch College; Rob Silzer, HR Development and Assessment. Coordinator: S. Morton McPhail, Valtera.
2.      Unproctored Internet Testing: What to Consider Before Taking the Leap (To Jump or Not to Jump?). Nancy Tippins, Valtera; Rodney McCloy, HumRRO. Coordinator: Robert Gibby, Procter & Gamble.
3.      Integrating Data and Systems for Improved Organizational Decision Making. Wayne Cascio, University of Colorado; Todd Carlisle, Google. Coordinator: Margaret Barton, OPM.
4.      Moving Beyond Angoff: Options for Setting Cut Scores, Minimal Qualifications, and Performance Standards. Steve Ferrara, CTB/McGraw Hill; Lorin Mueller, American Institutes for Research. Coordinator: Dwayne Norris, American Institutes for Research.
5.      Developing Executives: Learning Agility in an Uncertain Environment. Sandra Shullman, Executive Development Group; Randall White, Executive Development Group. Coordinator: Wanda Campbell, Edison Electric Institute.
6.      Facts and Fictions in Contemporary I/O Psychology. Paul Sackett, University of Minnesota; Kevin Nilan, 3M Corporation. Coordinator: Mindy Bergman, Texas A&M.
7.      Old Wine in a New Bottle: Communicating HR ROI through Risk Assessment Framework. Seymour Adler, Aon; Kevin Kline, FBI. Coordinator: Amy Grubb, FBI.
8.      You’ve Got Survey Results. Now What? Using Organizational Survey Results to Drive Change. Jack Wiley, Kenexa; Scott Brooks, Kenexa. Coordinator: Linda Carr, Cisco Systems.
9.      Innovative Techniques for Improving Job Analysis: Leveraging 50 Years of I/O Research and Automation. Elaine Pulakos, PDRI. Coordinator: Cheryl Paullin, HumRRO.
10. The Practical Side of Culture: Defining Your Employment Brand, Shaping Your Communications, and Aligning Your Strategy. Anthony Coe, Kenexa; Jeffrey Jolton, Kenexa. Coordinator: Chris Lovato, Kenexa.
11. Maximizing the Effectiveness of E-learning: Research-based Insights and Practical Solutions. Will Thalheimer, Work-Learning Research Inc. Coordinator: Brigitte Steinheider, University of Oklahoma - Tulsa.
12. Maximizing the Value of Executive Coaching Within Organizations. David Peterson, Personnel Decisions International; Nisha Advani, Genentech, Inc. Coordinator: Erica Desrosiers, PepsiCo, Inc.
13. It’s Not About Facebook: Unlocking the Power of Social Networks in Organizations. Dan Halgin, University of Kentucky; Kate Ehrlich, IBM Research. Coordinator: Michel Buffet, Fisher Rock Consulting.
14. Going Global: Considerations in Establishing and Managing Global HR Systems. Kyle Lundby, Kenexa; Michael Fetzer, PreVisor; Helen Bradley, A&DC, Ltd. Coordinator: Tim McGonigle, SRA.
15. Trends in Employment Law: Ricci and Beyond. Kathleen Lundquist, APT Inc.; R. Lawrence Ashe, Ashe, Rafuse, and Hill, LLP. Coordinator: Liberty Munson, Microsoft Corporation.