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2013 SIOP Mission Statement, Vision, Core Values, and Strategic Planning Goals

Mission Statement: The Society for Industrial and Organizational Psychology is a division within APA that is also an organizational affiliate of APS. The Society's mission is to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of industrial-organizational psychology. Towards this end, SIOP:

  • Supports SIOP members in their efforts to study, apply, and teach the principles, findings, and methods of industrial-organizational psychology
  • Provides forums for industrial-organizational psychologists to exchange research, insights, and information related to the science, practice, and teaching of industrial-organizational psychology
  • Identifies opportunities for expanding and developing the science and practice of industrial-organizational psychology
  • Monitors and addresses challenges to the understanding and practice of industrial-organizational psychology in organizational and work settings
  • Promotes the education of current and future industrial-organizational psychologists
  • Promotes public awareness of the field of industrial-organizational psychology

The following vision statement, core values and goals were adopted by the Executive Committee on January 29, 2006 and revised in April 2013. They are the result of a process that began with a special strategic planning session held in September 2005. SIOP members are encouraged to provide comments and suggestions.

SIOP Vision: To be recognized as the premier professional group committed to advancing the science and practice of the psychology of work.

Core Values:

  • Excellence in education, research, and practice of I-O psychology
  • Intellectual integrity and the scientific method
  • Maintaining a professional, collegial, and inclusive community through member involvement
  • The importance of psychology to the world of work
  • Improving the effectiveness of organizations and the well being of individuals in the work force
  • The highest ethical standards in research, education, and practice

SIOP Goals (also available in a PDF version):

Strategic Goal

Initiatives

Who’s Responsible
(Partners in the effort)

Example Measures of
Progress (P) and Success (S)

  1. Become the premier and trusted authority on work-related human behavior.

This includes:

  • Ensuring the strength of the field by fostering high standards in science and practice.
  • Expanding the influence of the field by establishing and maintaining strong relationships with external partners and sister organizations.

Example actions and measures:

    • Publication of books, journals, newsletters.
    • Support the development of standards and guidelines for the field.
    • Development and maintenance of strong relationships with external organizations.

 

  • Strengthen relationships with local  I-O groups - task force

 

Bill Farmer, TF leader

 

  • Revise the Principles to reflect new Standards

 

Fritz Drasgow, Chair

Team develops work plan (P)
Revised Principles drafted (S)

  • External Relations ad hoc Committee, coordination of activities with partner organizations

 

Deirdre Knapp, Chair

Written strategy plans for each major partnership (P)

  • UN Liaison team

 

John Scott

Team established (P)
I-O involvement in UN actions (S)

  • Support the Alliance for Organizational Psychology

 

Milt Hakel

 

  • ASPPB liaison and relationship building/licensure issue monitoring

 

Nagy (w/ president-elect attending ASPPB)

 

  • Establish a common set of standards for the white paper series

 

 

 

Mike Zickar

Standards defined (P)
White papers published with common brand (S)

  1. Increase the awareness and use of I-O psychology.

This includes:

  • Building awareness of the field through outreach to business and government leaders, policy makers, the public, and the media.
  • Increasing the adoption and publicity of evidence-based practice.
  • Expanding the opportunities for research funding.
  • Creating opportunities to foster our science and the application of our knowledge for the betterment of work, workers, workplaces, and society.

Example actions and measures:

    • Impact on government regulation and legislation
    • More I-O chapters in Intro texts and coverage of I-O in Intro courses
    • Increase representation on government/national panels relating to I-O
  • Revise and enhance SIOP’s brand

Branding Task Force, Chris Rotolo, chair

Brand research complete (P)
New branding elements defined and launched (S)

 

  • Establish an advocacy function

Advocacy Task force

Hire advocacy expertise (P)

 

  • Task Force on Contemporary Selection Practice (EEOC relationship building)

Eric Dunleavy, Taskforce Coordinator

Publication of fact sheets or similar guidance in collaboration with EEOC (S)

 

  • Prosocial I-O website & project facilitation

Doug Reynolds (Julie Olson-Buchanan)

Development of website page (P)
Number of projects listed (S)

 

  • Establishment of the SIOP/SHRM HRM award

Wayne Cascio, Chair

Award committee established (P)
First award granted (S)

 

  • Establish an External Awards Subcommittee

 

Luis Parra, Chair

Committee established (P)
Nominations submitted (P)
Awards won by members (S)

  1. Meet the needs of those engaged in the science and practice of I-O psychology throughout their careers.

This includes:

  • Understanding I-O work and identify the people who perform it.
  • Identifying the needs of those who are engaged in the field across settings and tenure.
  • Increasing the support for those who study, apply, and teach the principles, findings, and methods of I-O psychology.

Example measures:

  • Increase SIOP membership among those who perform I-O work.
  • Increase engagement in SIOP among members in each membership category.
  • Improve retention rates in SIOP.
  • I-O Career Study/Job Analysis

 

Mike Trusty, Project Leader (w/ Rich Cober, Tracy Kantrowitz)

 

 

  • Coaching Competency study

Cross division project - Ken Pearlman – SIOP leader

 

 

  • Membership diversity task force

Juan Madera, TF Leader

Complete survey of minority students (P);
Improve retention of minority members (S)

 

  • Affiliate/Associate issues subcommittee

Adam Hilliard, project leader

Completed research (P);
Increased satisfaction and retention of associate members (S)

 

  • Create new sources of revenue for SIOP (decrease dependency on conference revenue)
  •  

 

 

  • Enhance the uptake of new services such as EBSCO (Research Access)

 

 

  1. Model and reinforce the effective integration of science and practice.

This includes:

  • Increasing the collaboration and dialogue between members where science informs practice and practice informs science.
  • Developing forums where those involved in I-O work across a range of settings can collaborate. 
  • Encouraging collaboration and exchange of ideas globally.

Example measures:

  • Increased frequency of events and projects that involve a collaborative exchange of science and practice knowledge.
  • Increased member satisfaction with SIOP.
  • Decreased perception of a division between member settings and backgrounds.

 

  • Enhance the usage of the My.SIOP online community

Electronic Communications Committee, Zack Horn, Chair

 

Number of active users (S)

  • Returning Veterans Transition Project

Nate Ainspan, project leader (Cpt. Kristin Saboe)

Project pilot completed (P)
Number of SIOP members involved (P)
Number of Veterans coached (S)

 

  • Revitalize the LEC

LEC Reformulation Task Force; Jeff McHenry-  LEC Chair

Revised LEC leadership team in place (P)
Increased attendance and revenue (S)

 

  • Establish digital TIP as a collaborative forum for advancing the field

Morrie Mullins, Editor

Editorial board established (P)
Readership of digital version (S)

 

 

Cross referenced initiatives:
1B, 1F, 2A, 2C, 2D,