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Corporate Psychology Resources. Methodology for Georgia Merit System Job Qualifications Technical Competencies Career Development Increments Chad Roedder, Ph.D. Burt Grossman, Ph.D. Christina Sarabia, Ph.D. Georgia Merit System Methodology. Team members Chad Roedder, Ph.D.

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Corporate Psychology Resources

Methodology for Georgia Merit System

Job Qualifications

Technical Competencies

Career Development Increments

Chad Roedder, Ph.D.

Burt Grossman, Ph.D.

Christina Sarabia, Ph.D.


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Georgia Merit System Methodology

  • Team members

    • Chad Roedder, Ph.D.

    • Burt Grossman, Ph.D.

    • Christina Sarabia, Ph.D.

  • Deliverables

    • Review of Job Descriptions

    • Job Qualification for 200 of the 500 jobs

      • What is needed on entry to the job

    • Technical Competencies for the 200 jobs

      • What special knowledge or skill is required for this job

    • Career Development Increments for the 200 jobs

      • What training and certifications help someone advance on this job

    • Training GMS on the process to complete the remaining 300 jobs


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Georgia Merit System Methodology

  • Methodology

    • Focus Group Preparation Interview (about 1 hour)

      • Interviewing one SME about all the jobs in a focus group (about 10 jobs in one occupational family)

      • Provide information about jobs

        • How do jobs fit together?

        • How do jobs support agency?

        • Some information about minimum qualifications and technical competencies

      • This information is used to develop the focus group toolkit


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Georgia Merit System Methodology

  • Methodology Continued

    • Toolkit Conference Call (about 30 minutes)

      • To SMEs invited to provide information about one job in the focus group

      • Call will review contents of the toolkit

        • Reviewing task statement for accuracy and relevance

        • Providing minimum education and experience

        • Providing specific knowledge and skills

        • Answer questions about the career development increments

          • What are the next jobs for your position?

          • What can you do to gain knowledge, skills, and experience related to your job?

          • How can someone in this position grow in their job?

          • What training can increase his or her value in this job?


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Georgia Merit System Methodology

  • Sample Toolkit

  • SMEs complete toolkit with peers

  • Toolkit returned to CPR prior to focus group


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Georgia Merit System Methodology

  • Methodology Continued

    • Focus Group (2 hours)

      • SMEs (job incumbents, supervisors or managers) one per job

      • Information collected from toolkits

      • Focus group will concentrate on career development increments

    • Validation Questionnaire (25-30 minutes)

      • 25 SMEs (job incumbents)

      • Sample diversity (different locations, different agencies)

      • Electronic survey sent to confirm job qualifications, technical competencies, and career development increments

    • Finalized Information added to job descriptions


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Georgia Merit System Methodology

  • What we need from you

    • Assistance in identifying SMEs

      • Focus Group Preparation Interview (1 hour)

        • One person for each occupational family

      • Toolkit Conference Call (30 min) and Focus Group Participant (2 hours)

        • One person for each position selected for the focus group

        • The same person will be on the conference call and in the focus group

        • Ideally they should have e-mail access

      • Validation Questionnaire (25-30 min)

        • 25 people for each position

        • Ideally they should have e-mail access

        • Selected to include a diverse perspective (rural, metro, agency differences)

      • Review of Final Product

        • Confirm the job qualifications, technical competencies, and career development increments


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