Interview procedures for validating science assessments
My skills include completing full and individual psychological assessments, formulating behavior and academic interventions, and leading individual and group psychoeducational counseling sessions.In addition, I have had experience providing ABA therapy to children with autism.
The University of Connecticut is an EEO/AA employer.
I am an LPA with 28 years of experience in psychological assessment, behavioral management programming, and consultation in schools, mental health agencies, and private practice.
Not all of the older ones may have been filled, or there may be new openings.
These guidelines are intended to be consistent with existing law. 1 of 1978, in the administration and enforcement of Executive Order 11246, as amended by Executive Order 11375 (hereinafter "Executive Order 11246"); by the Civil Service Commission and other Federal agencies subject to section 717 of Title VII; by the Civil Service Commission in exercising its responsibilities toward State and local governments under section 208(b)(1) of the Intergovernmental-Personnel Act; by the Department of Justice in exercising its responsibilities under Federal law; by the Office of Revenue Sharing of the Department of the Treasury under the State and Local Fiscal Assistance Act of 1972, as amended; and by any other Federal agency which adopts them. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. These guidelines apply only to selection procedures which are used as a basis for making employment decisions.
Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. For example, the use of recruiting procedures designed to attract members of a particular race, sex, or ethnic group, which were previously denied employment opportunities or which are currently underutilized, may be necessary to bring an employer into compliance with Federal law, and is frequently an essential element of any effective affirmative action program; but recruitment practices are not considered by these guidelines to be selection procedures.
Accordingly, whenever a validity study is called for by these guidelines, the user should include, as a part of the validity study, an investigation of suitable alternative selection procedures and suitable alternative methods of using the selection procedure which have as little adverse impact as possible, to determine the appropriateness of using or validating them in accord with these guidelines.