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Review of Case Materials
Reviews records, documents, testimony, data, and other relevant materials and consults with counsel regarding technical issues related to the matter.
Provide Expert Analysis
Applies specialized knowledge and experience to evaluate the technical or professional issues involved.
Form Expert Opinions
Develops independent, supportable opinions based on the available evidence and relevant standards.
Prepare Expert Reports
Prepares clear, well-supported expert reports outlining methodology, analysis, findings, and opinions.
Provide Deposition Testimony
Explains findings and opinions under oath and responds to questioning during deposition testimony.
Testify in Court
Presents specialized findings and opinions clearly to judges, juries, arbitrators, or other decision-makers.
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An industrial-organizational psychology expert may consider job requirements, selection criteria, interviews, employment tests, scoring systems, applicant data, and records documenting how hiring or promotion decisions were made. The analysis may address whether a selection procedure measures knowledge, skills, abilities, behaviors, or other characteristics relevant to the job and whether the documented process was applied consistently. Questions about whether an employment practice satisfies a particular legal standard remain separate from the psychological and measurement analysis.
Job analysis identifies important work activities and the knowledge, skills, abilities, competencies, and other characteristics associated with successful job performance. Those findings can provide a basis for comparing job requirements with hiring standards, promotion criteria, employment tests, training requirements, or performance measures. A sound job analysis can also help determine whether an assessment or selection procedure is appropriately connected to the work being performed.
An industrial-organizational psychologist may consider what an assessment is intended to measure, how it was developed, its reliability, the validity evidence supporting its use, scoring methods, administration procedures, and relationship to relevant job requirements. The psychologist may also determine whether the test is being used for a purpose, population, or decision that is supported by the available validation evidence. Test scores should be interpreted within the limits of the instrument and the purpose for which it was designed.
Relevant records may include job descriptions, established performance standards, prior evaluations, rating forms, supervisor documentation, productivity or work-quality measures, disciplinary records, and changes in duties or expectations. Comparing these materials over time can document how performance criteria were defined, communicated, measured, and applied. The available evidence may also help identify changes in rating practices or differences between stated criteria and documented performance information.
Industrial-organizational psychology applies psychological and measurement principles to workplace issues such as job analysis, employee selection, assessment, performance, training, and organizational systems. Human Resources expertise more often concerns personnel policies, HR practices, employee relations, workplace procedures, and administration. Vocational expertise generally focuses on an individual’s work capacity, transferable skills, employability, occupational options, and access to employment, although the disciplines may overlap depending on the specific question.
