Biddle consultants Jim Kuthy, Ph.D. and Heather Patchell, M.A. are in Mobile, Alabama this week providing training for the Personnel Board.
Here’s a note from Heather about their trip:
“Jim and I are in lovely Mobile, Alabama doing training for the Mobile County Personnel Board on Biddle Consulting Group’s proprietary validation processes as well as completing a validation workshop with job experts tomorrow afternoon. The Personnel Board employs 5500 employees who serve Mobile County in areas of healthcare, public safety, and recreation, just to name a few. One of their directors heard Jim and I speak on Basic Qualifications in Las Vegas two years ago and wanted to update their testing processes to be fair, valid, and legally defensible.”
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To our clients:
As you know by now, the OFCCP has issued a Notice of Proposed Rulemaking (NPRM) for the new Equal Pay Report. We expect that there will be no shortage of blogs, webinars, and informational advice coming from every corner of the consulting and legal space.
Before the alarmists flood the internet and your spam folder with their concerns, we would like to reach out to you, our valued client, and reassure you that we are well ahead of this new Equal Pay Report requirement. As a Biddle Consulting Group (BCG) client, it will have little, if any, noticeable impact to you, for the following two reasons:
First, as the industry leader in Equal Employment Opportunity and Affirmative Action, we have the technology and expertise in place to generate these new reports and get you 100% compliant with the new Equal Pay Report. This is one of the many benefits of having the industry’s leading experts on your side.
Second, our compensation methodology is “OFCCP version-proof.” What does this mean? The OFCCP has been busy reinventing its compensation practice through the years. In less than 10 years the OFCCP has:
- introduced the 2006 Compensation Standards and Guidelines
- introduced the 2/30/30/3-trigger
- scrapped prior triggers and replaced with the 5/10/30/3-trigger
- scrapped prior triggers and replaced with a generic 30/30/3-trigger
- scrapped prior triggers and replaced with the $2K/2%-trigger
- rescinded the 2006 Compensation Standards and Guidelines
- introduced Directive 307 Compensation Guidelines
This is only a partial list, but the point is clear: the OFCCP has been very dynamic in their compensation enforcement.
Through it all, our compensation methodology has remained 100% compliant while remaining 100% the same. Our compensation methods are based on the Civil Rights Act of 1964, Title VII framework. Needless to say, the OFCCP (and the EEOC) must always answer to this framework. As such, our compensation methods can withstand any other methodologies that the OFCCP can come up with. This is what we mean when we say that our compensation methodology is “OFCCP version-proof.”
While our competitors have been struggling to keep their clients in compliance with every stroke of change coming from the OFCCP, we have easily weathered those changes. As our client, it is a promise we make and a promise we have delivered. In reading this, our hope is that you walk away knowing that, as a BCG client, we have you covered. Should you have any questions or concerns, please feel free to reach out to any of our consultants or Dan Kuang, Ph.D., V.P. of Litigation and Audit Support Services (firstname.lastname@example.org).
We are here to help!
Relationship Provides Widest Spectrum of EEO, AAP, and OFCCP Services
Folsom, CA and San Ramon, CA - Biddle Consulting Group, who specialize in Equal Employment Opportunity consulting and Affirmative Action Plan outsourcing announced today its partnership with eQuest, and more specifically, with eQuest’s Compliance Division.
The relationship will enable each company to expand and widen its product lines in the compliance arena – providing its customers a more complete set of fulfillment services.
eQuest’s Compliance Division focuses on providing expert State job posting including job deliveries to its vast Diversity network covering Veteran, Women, Minority, Disability, LGBT and other diversity based sites.
“Our ultimate goal is to help companies provide an effective Affirmative Action Plan that assists in achieving its equal employment opportunity objectives.” said Patrick Nooren, Ph.D. Executive Vice President at Biddle. “Our connection with eQuest serves to increase that effectiveness.”
Bob Jaworski, VP of Alliances and Partnerships at eQuest said, “Job posting should encompass the full utilization of exposing job opportunities to all minorities including persons with disabilities, special disabled veterans, and veterans of the Vietnam era. We look forward to working with our friends at Biddle.”
Biddle Consulting Group, Inc. (BCG) specializes in Equal Employment Opportunity (EEO) consulting, litigation support, personnel testing software development, and Affirmative Action Plan (AAP) outsourcing and software. Since 1974, BCG has worked with thousands of employers in these areas, as well as providing litigation support as consultants or experts in over 200 state, federal, and circuit court of appeal EEO cases involving statistics and/or job-relatedness (test validity) analyses. Biddle can be reached at www.biddle.com.
About eQuest Compliance Division
eQuest’s Compliance Division ensures American businesses of its job posting obligations under the guidelines of the Department of Labor and the OFCCP. These include employment channels that reach Veterans, disabled Veterans and Diversity organizations. eQuest’s Compliance and Diversity Solutions provide tools to support the initiatives of Equal Employment Opportunity Commission (EEOC), Affirmative Action Planning (AAP), and the Office of Federal Contract Compliance Programs (OFCCP). eQuest can be reached at www.equest.com
On November 7 and 8, the Arizona ILG (AZilg, formerly QuadA: Arizona Affirmative Action Association) held their 16th Annual Compliance Conference. Dr. Patrick Nooren, Executive Vice President of Biddle Consulting Group, Inc., gave the preconference address where he unpacked the revised regulations related to Section 503 of the Rehabilitation Act (related to individuals with disabilities) and Section 4212 of the Vietnam Era Veterans Rehabilitation Assistance Act (related to protected veterans). The scope of these important regulations has been greatly expanded and Patrick was able to outline the changes, their impact and make recommendations to the ILG group in Arizona.
On November 8, Biddle Consulting Group, Inc., was honored to sponsor a luncheon to introduce the John A Garza Lifetime Achievement Award. AZilg members were inspired by a video of Mr. Garza’s lifetime of contributions to the field of Affirmative Action, Equal Employment and Diversity, as well as with testimonials about Mr. Garza from several prominent members of the EEO community, including Marvin Jordan of the Arizona OFCCP, Mary Jo O’Neill of the EEOC, and Gail Painter of the Boeing Company.
Gail fondly observed, “John is, and will always be, a role model for me in the area of EEO/AA compliance. He is my mentor, leader, and a great friend! It is truly an honor to be able to recognize John for all he has done and continues to do for this unique field of expertise. He has been there for me, as well as many other EEO/AA practitioners, to mentor us and guide us to ensure we are successful. I know I speak for others when I say, ‘Thank you, my friend!’ ”
Dr. Dan Biddle, President and CEO of Biddle Consulting Group, Inc., affirmed Gail’s thoughts, “BCG is so honored to participate in this…you are truly someone whom I have regarded with the highest respect for not only ‘holding ground’ in this important field, but also gaining ground. Your encouragement, connections, and favor with our team members and BCG as a whole has done incredible things for us, and has helped to open doors.”
Several members of John’s family and friends were able to attend the luncheon. All in attendance were clear of the honor given to John when he wrapped up his address by stating, “60 years from now no one will remember, and it will not matter, what kind of car you drove, how much money you made, or how big a house you lived in! It will matter and people will remember you…if you’ve made a difference in their lives! I hope that as President of the AZilg I’ve made a difference in every EEO/AA/Diversity practitioner’s life.”
While the conference offered a lot to be learned in the field of EEO/AA and Diversity, all in attendance were poignantly aware of the commitment John A. Garza had and still has to our field. In this season of thanksgiving, we can say that we are truly grateful for having participated.
If you called our office on October 31st, you may have talked with Minnie Mouse, Bob Dylan, Luigi, Mario or one of the several other characters roaming our office that day. Every Halloween, we celebrate with a delicious potluck and crazy costumes. Not only is our team great at our work but we’re also a creative bunch when it comes to Halloween costumes!
Take a look!
Patrick Nooren visited this week with Maria Conliffe – a good friend and longtime client of Biddle. Maria, the Equal Employment Planning & Peer Review Manager at Ford, took Patrick to their test track in Dearborn, Michigan.
Thank you, Maria!
Our webinar instructors at BCGi work hard to present relevant and practical information and it’s gratifying when we receive feedback from our webinar attendees. Recently BCGi Platinum member Natalie Pickens sent us an email about Patrick Nooren and Fue Lo’s pivot table webinar. Not only did Natalie watch the live presentation, but as a BCGi Platinum member, she watched the recording, too!
Here’s what Natalie had to say in her email:
Patrick and Fue,
I wanted to take the time to thank you again for facilitating the webinar focused on pivot tables.
After reviewing the webinar a couple of times, I worked up enough courage to generate raw data required for the EEO-1 report, from our HR System, and used pivot tables to confirm the accuracy of the data reflected in a pre-generated EEO-1 report. Not only did I discover inconsistencies, but I also discovered just how powerful pivot tables are and I love them!
I’m no pro, but thanks to you both – I’m working hard at becoming one.
Again, thank you both for all of your efforts and all you do to contribute to the HR community.
Thanks for the feedback, Natalie!
If you’re wondering how learning pivot tables can help you, make sure to sign up for the November 6th free BCGi webinar:
A criterion validation study with the Florida Highway State Patrol shows a very strong relationship between scores on the CritiCall Pre-employment tests and job performance in an emergency 911 dispatch environment. [view the press release]
Biddle Consulting Group recently conducted a study that demonstrated CritiCall test scores are a strong predictor of job performance as determined through supervisor ratings of more than sixty State Highway Patrol Dispatchers/Calltakers. This validation study was conducted in accordance with the requirements of the federal government’s Uniform Guidelines on Employee Selection Procedures for criterion-related studies (see www.uniformguidelines.com).
The uncorrected correlation coefficient (also known as a validity coefficient) between overall test scores and job performance ratings was 0.41, and the correlation coefficient statistically-adjusted for the unreliability of the criteria was 0.44. The United States Department of Labor (DOL) classifies these levels of correlation as being very beneficial (which is its highest rating description described by the DOL for this type of relationship).
Furthermore, the reliability of the combination of test modules from the CritiCall test used during the analysis was also an extremely strong 0.92 (out of a possible 1.00), which the United States Department of Labor indicates can be interpreted as being excellent (again, the highest rating-level described by the DOL).
A statistical-expectancy analysis determined that if the assumption is made that 60% of test takers would succeed on the job as dispatchers/calltakers if no testing was performed, using CritiCall overall test scores would increase the prediction of success from 37% for those test takers who scored the lowest on the test to 75% for those who scored highest on the CritiCall test. Based on these studies it was determined that overall scores from CritiCall Pre-Employment Testing Software are very likely to strongly predict job performance of job candidates.
About the CritiCall Dispatcher/Calltaker Software:
The CritiCall Pre-Employment Dispatcher Testing Software includes a series of work-sample tests designed to measure a dispatcher job applicant’s ability to successfully perform many of the work functions they would be required to perform on the job (measuring abilities required prior to their receiving any training or experience on the job) as an emergency dispatcher or emergency calltaker.
The CritiCall dispatcher skills tests include, but are not limited to, the following:
- Decision Making
- Map Reading
- Reading Comprehension
For more information about the CritiCall Dispatcher Skills Testing Software, visit http://www.CritiCall911.com.
911 Dispatchers Can Role-Play and Rehearse Emergency Call Scenarios with Their Computers Before Taking a Live 911 Call
Folsom, California (PRWEB) August 23, 2013
Whenever a citizen is in a position to reach out to a 911 dispatcher for help, the expectation is that an organized and well-prepared professional will be assisting them. A new software program, TactiCall, will help make this expectation a reality.
When it comes to issues of life or health, no one wants the responsible party to be learning on the job. The same is true when a call is made to 911. Callers who find themselves in dire situations expect to be assisted by well-prepared professionals who are aptly suited to help them out of trouble. That degree of preparation doesn’t come by accident, though. 911 dispatchers must continually train for many hours in order to be prepared for the myriad of emergency situations that confront them. Typically this sort of training is managed by role-playing with a supervisor, training officer, or another dispatcher. It is costly, however, when agencies need two people to train just one. That’s where TactiCall (http://www.tacticall911.com/) comes in to play.
TactiCall is a software program that uses advanced voice-engine technology and proprietary word-spotting expertise that allows a dispatcher to train with his or her own personal computer. With TactiCall, the computer actually “listens” to how a dispatcher responds to simulated calls and provides feedback as to the degree of success. Training officers can create an unlimited number of realistic training scenarios by which they are able to field simulated emergency calls right from their computer. The TactiCall software focuses on two main dimensions of job performance that—when executed correctly—typically result in superior job performance and outcomes. These two dimensions are 1) familiarity with protocols (knowing what to say) and 2) proper voice control (knowing how to say it.)
Trainers or supervisors can quickly and easily create a training call, which is basically a simulated 911 call. The dispatchers “answer” the call and respond to the human voice prompts as they would in a real 911 emergency call. The TactiCall software “listens” to their responses and determines if the key words—those necessary for a successful call—are used by the trainee. A back-and-forth dialog continues between the dispatcher and the computer until the call concludes. The responses are scored and the call is optionally repeated to build repetition.
“Agencies are able to train many more people at much less cost, now, due to the advances in voice engine technology,” explains TactiCall V.P. of Products Michael Callen. “A single individual can put in hours of practice calls without a training officer being required. If the computer can’t understand what the dispatcher said, then it is likely that an actual caller would be able to either. TactiCall allows the dispatcher to repeat a variety of calls until clear speech and proper wording become habit.”
Agencies who may benefit from automated voice training for 911 and other emergency service dispatchers and tele-communicators can receive a trial version of TactiCall by requesting it from the website at http://www.tacticall911.com/.
TactiCall is a product of Biddle Consulting Group, Inc., of Folsom, California. Biddle, one of the leading HR consulting firms in the US, has been publishing software that helps agencies hire people for 911 dispatch positions since 1999. Their testing program, CritiCall, has been joined by their new training program, TactiCall, only recently. (http://www.tacticall911.com)
Biddle offers EEO consulting, testing and job analysis software, affirmative action software and services, and statistical analysis/expert witness testimony.