{"schemaVersion":"1.0","exportedAt":"2026-05-15T12:39:07.822Z","occupation":{"soc":"19-3032.00","title":"Industrial-Organizational Psychologists","group":"Life, Physical & Social Science","sector":"62","jobZone":5,"jobZoneInferred":false},"framework":{"version":"v.26.05","description":"","contextCovered":"This framework covers the full scope of industrial-organizational psychology practice — from foundational job analysis and psychometric assessment through enterprise talent strategy and field-level scientific innovation — in corporate, consulting, government, and academic environments.","levels":{"emerging":{"label":"Emerging","statements":["Job analysis data — collect and organize using structured interview protocols and observation checklists under faculty or senior psychologist supervision in an organizational field site.","Psychological assessment instruments — administer and score using standardized procedures under direct oversight during entry-level employee selection projects.","Statistical software packages — apply basic descriptive and inferential analyses to workplace program evaluation datasets under the guidance of a supervising I-O psychologist.","Interview techniques and rating scales — review existing tools and identify alignment with position requirements when supporting a selection program development team.","Personnel and human resources literature — read and summarize peer-reviewed research to inform evidence-based recommendations for client organizations.","Survey instruments — distribute and compile responses from workers to gather preliminary job satisfaction and task requirement data under structured direction.","Spreadsheet and database software — enter, clean, and retrieve employee assessment data to support ongoing HR analytics projects in a corporate or consulting environment.","Oral and written research summaries — prepare and present findings from job analyses and program reviews to supervisors and project teams in professional settings.","Classification criteria — assist in drafting preliminary selection standards by applying foundational knowledge of personnel law and validated testing principles.","Organizational behavior concepts — recognize patterns in employee performance and satisfaction data when supporting team-level diagnostics under experienced practitioner oversight."]},"developing":{"label":"Developing","statements":["Employee selection programs — design and implement validated screening workflows, including structured interviews and cognitive assessments, for mid-sized organizational clients with limited oversight.","Statistical models and analytical software — apply multivariate techniques to evaluate the predictive validity and adverse impact of selection instruments in live HR program evaluations.","Rating scale development — construct and pilot behaviorally anchored rating scales (BARS) aligned to job-specific competencies derived from systematic job analysis activities.","Job requirements analysis — conduct full-cycle job analysis interviews and task inventories with incumbent workers and supervisors to establish classification and promotion criteria.","Program effectiveness data — interpret quantitative and qualitative outcomes to advise HR managers on workforce intervention improvements within a familiar organizational context.","Management consultation — prepare and deliver recommendations on personnel policies and their operational impacts to departmental leaders in corporate or government settings.","Training needs assessments — analyze skill gaps identified through job analysis and performance data to support development of targeted employee learning programs.","Organizational change initiatives — facilitate structured workshops and stakeholder engagement sessions to support culture and process improvement efforts across work units.","Psychological test batteries — select, validate, and administer appropriate assessment tools for employee placement and promotion decisions with routine peer review.","Research findings — translate emerging I-O psychology literature into actionable policy briefs and evidence-based practice guidelines for internal HR teams."]},"proficient":{"label":"Proficient","statements":["Selection and placement programs — autonomously design, validate, and continuously refine end-to-end employee selection systems that meet legal defensibility and predictive accuracy standards across diverse organizational contexts.","Complex validation studies — lead criterion-related and construct validity research using advanced statistical applications, including structural equation modeling and item response theory, to ensure assessment instrument integrity.","Non-routine workforce problems — apply inductive and deductive reasoning to diagnose ambiguous organizational performance issues and develop custom intervention strategies without reliance on prescribed templates.","Executive management advisory — advise C-suite and senior HR leadership on the systemic effects of personnel, managerial, and marketing policy decisions on organizational effectiveness and regulatory compliance.","Organizational development strategy — facilitate large-scale change management processes, using evidence-based frameworks to align culture, structure, and talent systems with strategic business objectives.","Job classification systems — establish and defend comprehensive role taxonomies and competency frameworks that serve selection, training, compensation, and succession planning functions across an enterprise.","Psychological testing ethics and law — evaluate assessment programs for compliance with EEOC guidelines, ADA requirements, and professional standards, and resolve legal or ethical conflicts that arise in practice.","Stakeholder communication — synthesize complex psychometric and organizational data into compelling written reports and oral presentations that influence decision-making at board and executive levels.","Cross-functional research teams — coordinate interdisciplinary projects involving HR, legal, operations, and data science professionals to deliver integrated workforce analytics solutions.","Mentorship and technical guidance — provide substantive coaching and peer review to junior I-O psychologists and graduate interns on research design, assessment development, and client engagement."]},"advanced":{"label":"Advanced","statements":["Enterprise talent strategy — set the vision and governance structure for organization-wide selection, development, and succession systems that align human capital investment with long-term strategic priorities.","Competency framework architecture — lead the design and adoption of enterprise-level competency models that define role standards, performance benchmarks, and promotion criteria across global or multi-site organizations.","Field-level innovation — originate and publish novel assessment methodologies, psychometric advances, or organizational intervention models that expand the evidence base of applied I-O psychology.","Organizational transformation leadership — direct complex, multi-year change initiatives affecting thousands of employees, integrating psychological science, change management theory, and executive stakeholder alignment.","Policy and regulatory influence — advise government agencies, professional associations, and legislative bodies on best-practice standards for workplace testing, selection fairness, and employment law compliance.","People analytics ecosystem — establish the strategic infrastructure, data governance standards, and analytical capabilities that enable evidence-based workforce decision-making at the organizational or sector level.","Executive talent advisory — serve as a principal consultant to boards and executive leadership on CEO succession, senior team effectiveness, and organizational culture transformation at enterprise scale.","Practitioner community development — design curricula, professional development pathways, and mentorship programs that build I-O psychology capacity within an organization, consulting firm, or academic institution.","Cross-sector research partnerships — forge and lead collaborative research alliances between industry, academia, and government to address systemic workforce challenges using rigorous scientific methodology.","Ethical and professional standards leadership — champion and institutionalize ethical frameworks, DEI-informed assessment practices, and professional conduct standards that shape the culture and accountability of the I-O psychology discipline."]}}},"sources":{"onet":"v30.2 (CC BY 4.0)","crosswalk":"https://skillscrosswalk.com","generator":"LER.me"},"attribution":"© EBSCOed"}