Evidence-based, Aligned with the Public Promise, Defensible, Administratively Feasible
Judy brings a unique blend of expertise and experience in the design of certifications. She has developed processes to assess and qualify facility managers, managers of attractions, interior designers, inventory analysts, distribution center managers, customer service representatives, facility systems technicians, hematology technicians, word processing personnel, industrial kiln operators, distributed systems engineers, corporate trainers, human resource personnel, training managers, manufacturing production workers, team leaders, supervisors, sales personnel, performance technologists, project managers, and people in other professional and job categories. Some of the certifications she has designed are being used in over 90 countries and in local languages.
What distinguishes her work in certification are her methods for doing a job task analysis (in addition to expert practitioners, she incorporates the voices of stakeholders); her development of comprehensive standards with sufficient detail to support hiring, training, and evaluation; her development of high fidelity assessments that measure proficiency; and how she measures the utility and impact of the credential.
Judy has developed and documented guidelines for designing all aspects of the credentialing process including feasibility studies, governance, assessment, administration, marketing, and measuring results. She has published standards for selecting and writing items including multiple choice, fill-in, matching, and performance checklists. Because her processes are documented, she is asked to:
· Audit the design methodology and criteria used for certification.
· Help organizations design and implement standards and assessment methods that are practical and defensible.
· Develop standards and criteria that protect the safety of employees and customers and organizational assets.
· Design international certifications.
Here is some information about what distinguishes her work as it relates to certification.
1. Her processes and criteria related to certification are documented. The documentation addresses feasibility, business case, governance, administration, assessment and testing, analysis and validation, remediation, rewards, benefits, and public relations, and communication. The benefits? You get a model you can use for other jobs and a way to communicate the scope of the initiative to management.
2. She builds on the work clients have already done (competencies, training, tests, etc.) and the technological systems they have in place (electronic communication, testing, conferencing, tracking, registration, etc.) rather than requiring the client to start over. The benefit? You can leverage your investments to date.
3. She encourages clients to base the qualification process on proven performance over time instead of or in addition to a test score. Where appropriate, she incorporates training and testing as steps in the process. The tests can include simulations, problem scenarios, check of work performed or produced, and the other more typical methods (multiple-choice, etc.). The benefit? A more defensible process that can be linked to a business driver and is easier to maintain.
4. She encourages clients to incorporate multiple criteria such as productivity measures (time at task, volume of work produced, etc.), customer satisfaction measures, quality measures (accuracy, compliance, etc.), process measures (cycle time and response time), financial measures (costs avoided, within budget, etc.), etc. In addition to strengthened defensibility, the benefit is a process that provides a legitimate platform to question expectations, assure consistent direction from management, challenge the adequacy of support systems, and confirm what information or behaviors will be accepted as evidence of proficiency and by whom.
5. She has standards and proven methods for:
· Selecting and writing items including multiple choice, fill-in, matching, and performance checklists.
· Setting pass scores and doing item analysis.
· Validating tests and test administrative procedures.
· Qualifying jurors.
· Identifying competencies and developing performance standards.
· Determining the level of a job.
· Fairly conducting merit reviews.
· Defining the environmental factors that influence job performance.