Strategic Planning Goals

The following vision statement, core values and goals were adopted by the Executive Committee on January 29, 2006. 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: SIOP will become the

1. Visible and trusted authority on work-related psychology. This includes:

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.
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.

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 scientistpractitioner 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.