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Barrett & Associates, Inc. is a
culturally diverse human resource consulting firm, employing
approximately 30 full and part-time professional staff members.
All work activities are supervised by Dr. Gerald V. Barrett,
President. Our Project Managers have all completed the Ph.D. in
Industrial/ Organizational Psychology, and have numerous years of
human resource consulting experience, including extensive job
analysis, job evaluation, litigation support and test development
experience. The Project Manager assumes responsibility for the
coordination, completion, and quality assurance of day-to-day
project activities.
-
Dr. Gerald V. Barrett
-
Dr. Gary Roos
-
Dr. Dennis Doverspike
- Dr. Jera Barrett
- Dr. Winfred Arthur
- Dr. Corey Miller
- Dr. Nancy Gussett
- Dr. Patrick McKay
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Gerald V. Barrett, Ph.D.,
J.D. As President of
Barrett and Associates, Inc., since 1973 Dr. Barrett has been
involved in a variety of human resource programs. These include
programs for selection, promotion, performance appraisal, assessment
centers, training, management development, organizational
development, job evaluation, compensation and attitude surveys. Dr.
Barrett has been involved in the development and validation of
employment tests for numerous jobs, including, but not limited to:
firefighter (e.g., entry level firefighter, Lieutenant,
Captain, Battalion/District Chief, Assistant Chief, Chief); police
officer (e.g., entry level police officer, Sergeant, Lieutenant,
Captain, Assistant Chief, Chief); administrative managers;
clerical/administrative (e.g., data entry operator, keyer,
clerk-typist, administrative assistant), technical positions (e.g.,
machine adjustor, machine operator, utility operator), and sales and
marketing from Vice President down. Dr. Barrett directed the largest
pay equity study ever conducted in the federal government, which
involved a random sample of employees nationwide.
During the course of his career, Dr. Barrett has consulted with over
150 public and private organizations and has been engaged as an
expert witness in over 160 court cases usually dealing with issues
of alleged age, race or sex discrimination in selection, promotion,
termination or compensation. Specific issues have varied from
disparate impact to stereotyping.
In four recent decisions his testimony and expert witness
reports formed the basis of decisions upholding the validity of
written and assessment center tests.
Dr. Barrett received his Ph.D. in Industrial Psychology from
Case
Western Reserve
University
and his J.D. from the University
of Akron’s
School
of Law. He is
both a licensed psychologist and a licensed attorney in the State of Ohio. Dr. Barrett was the Director of the
Human Factors Laboratory for an aerospace company, an Associate
Professor in the Graduate School of Management and Psychology and
Associate Director of the Management Research
Center at the University of Rochester
for six years. He then became a Professor at the University of Akron
and served as chair of the Department of Psychology for 22 years.
During that time the Graduate Ph.D. program in
Industrial/Organizational Psychology became ranked as one of the top
seven in the United States. His research has been
supported by a number of organizations including the Office of Naval
Research, Andrus Foundation, Ford Foundation, Administration on Aging,
United States Office of Personnel
Management, Department of Transportation, National Research
Council/National Academy of Sciences, Air Force, Army, Navy, Public
Health Service, NASA and General Accounting Office.
Dr. Barrett is the author or co-author of over 150 professional
publications and four books in the area of Industrial/Organizational
Psychology. His recent research has been concerned with the
interface between personnel psychology and employment law. One of
Dr. Barrett’s publications has been recognized by 100 human resource
experts, as one of the twelve core papers in selection and staffing.
Another paper was selected as one of the best articles in
Industrial/Organizational Psychology based on nominations from
leading international Industrial/Organizational Psychologists on the
major critical writing in the field and the Social Science Citation
Index count. A third article was reprinted as representing one of
the major debates in gender studies. His chapter in the Handbook of
Industrial/Organizational Psychology was the first to review
cross-national managerial psychology. He has presented over 130
papers and workshops in North America, Europe and
Asia.
Dr. Barrett is a Fellow of the American Psychological Association and
the American Psychological Society. He is one of the few Industrial
Psychologists who has been recognized both for research, by election
as a Fellow in the American Psychological Association, and for
professional practice, by the award of a Diplomate in
Industrial/Organizational Psychology. He has been awarded the
Distinguished Faculty award from the Academy of Management. The Society for
Industrial/Organizational Psychology presented him with the
Distinguished Professional Contributions Award in 1992 in
recognition of his outstanding contributions to the practice of
Industrial/Organizational Psychology. In 2005, he received the Life
Time Achievement Award from the Industrial Organizational Behavior
Group.
Gary Roos, Ph.D., has been
active in Human Resources consulting at Barrett and Associates,
Inc. on a full time or part time basis since 1984. Dr. Roos is a
senior Associate who serves as the project manager on selected
projects. In addition to his Ph.D., Dr. Roos has also completed
an additional undergraduate degree in Business Administration
with a concentration in marketing management. Dr. Roos recently
completed the 2002 Feel the Heat certificate program conducted
by the State Fire Marshall of the State of Ohio. Dr. Roos has
taught a number of undergraduate statistics courses along with
Introduction to Psychology, Human Relations, Group Dynamics, and
Industrial/Organizational Psychology. Dr. Roos has published two
articles concerning the internal consistency reliability of
personality tests.
Dr. Roos has conducted over 200
job analysis interviews for a variety of jobs ranging from clerical
type jobs such as Administrative Assistant, Administrative
Secretary, Secretary, Stenographer, and Storekeeper to municipal
Police Officer, Sergeant, Lieutenant and Captain, State Police
Officer (Sergeant), Firefighter (various ranks from Firefighter to
Fire Chief), Customs Inspector, Production Worker (various types of
factory jobs), Engineer (electrical, structural, HVAC, Plumbing &
Drainage), etc. As part of the job analysis process, Dr. Roos has
written job analysis questionnaires, job descriptions, job
specifications, minimum qualifications, KSA documentation, and job
postings and has combined jobs into job families.
Dr. Roos has been actively
involved in the development, pretesting, and administration of
selection and promotional systems such as job knowledge tests,
in-basket exercises, oral presentation exercises, oral boards,
simulations, structured interviews, role play exercises, physical
abilities examinations, personality tests, construct tests, etc.,
for a number of jobs including Administrative Assistant,
Administrative Associate, Administrative Services Technician,
Documents Control Technician, Senior Staff Support, Staff Support,
Secretary, Customer Service Center Manager, Production Technician,
municipal Police Officer, Police Sergeant, Police Lieutenant, Police
Captain, Police Major, Police Inspector, Police Chief, State Police
Sergeant, State Police Lieutenant, State Police Captain, Fire Chief,
Assistant Fire Chief, Chief Fire Officer, District Fire Chief,
Battalion Fire Chief, Fire Captain, Fire Lieutenant, Fire Engineer,
Fire Fighter, Firefighter/Paramedic and EMT, Firefighter/Prevention,
Inspector, Customs Inspector, Engineers, and various types of
managerial and Production Worker jobs. Dr. Roos is very
knowledgeable of the firefighter profession and has written
literally thousands of job knowledge questions from many different
sources. Dr. Roos also served as an assessor and rater on an oral
board tactical exercise for the rank of Fire Captain. Dr. Roos is
particularly adept at developing highly defensible content valid job
knowledge promotional tests for safety forces jobs. These tests are
specific to the jobs in question and utilize equipment, terminology,
and procedures and directives that are indigenous to each
department. Dr. Roos also defends content valid job knowledge tests
and other promotional instruments as part of the civil service
appeals process. Dr. Roos has also been involved in writing
consultant technical reports and appeals reports. Dr. Roos has also
been involved in the development and administration of training
seminars on job analysis, structured interviews, oral board assessor
training, and test-taking skills.
Dr. Roos has also been involved
in a large scale job evaluation process that examined the pay
structure of a public institution for race and sex discrimination.
Dr. Roos has also done
litigation support and program/test review for compliance with legal
and professional guidelines. As part of litigation support and
program/test review, Dr. Roos conducts data analysis and writes
reports.
Dennis Doverspike,
Ph.D., ABPP,
provides consulting services in the areas of
Industrial-Organizational Psychology and Human Resource
Management. Dr. Doverspike holds a Diplomate in
Industrial/Organizational Psychology from the American Board of
Professional Psychology and is a licensed psychologist in the
State of Ohio. He has over twenty years of experience working
with consulting firms and with public and private organizations.
Areas of specialization include job analysis, testing, and
compensation.
In addition to
working as a consultant, Dr. Doverspike is a Full Professor of
Psychology at the University of Akron and a Fellow of the Institute
for Life-Span Development and Gerontology. From 1982 till 1984, he
was a member of the psychology and graduate faculties at the
University of Nebraska at Omaha and was the director of the Center
for Applied Psychological Services. Since 1984, he has been a member
of the psychology faculty at the University of Akron.
Dr. Doverspike
has over 20 years of consulting experience. In addition to serving
as Executive Vice President of Barrett & Associates, an
international, human resource management consulting firm, he has
served as a consultant for Hallcrest & Craver and Select, Inc. Past
clients have included state and local governments, the federal
government, and major private employers including Sony, General
Electric and Ford Motor. He is the author of 2 books and over 95
journal publications. His research has appeared in journals such as
Journal of Applied Psychology, Personnel Psychology, Journal of
Business and Psychology and Public Personnel Management.
Dennis Doverspike received his Ph.D. in Psychology in 1983 from the
University of Akron. His M.S. in Psychology is from the
University of Wisconsin-Oshkosh and his B.S. is from John Carroll
University. From 1982 till 1984, he was a member of the psychology
and graduate faculties at the University of Nebraska at Omaha. Since
1984, he has been a member of the psychology faculty at the
University of Akron. He has taught courses at both the graduate and
undergraduate levels, and directed dissertations, thesis and
practica. He is a member of Sigma Xi, the American Psychological
Association, the Academy of Management, the American Psychological
Society, the International Personnel Management Association, the
Society for Human Resource Management, and the American Statistical
Society. At the University of Akron, he serves as the faculty
advisor to Psi Chi and the Psychology Club.
Dr. Jera A. Barrett,
J.D., M.D., holds a law degree
from The University of Cincinnati College of Law and a medical
degree from Northeastern Ohio Universities College of Medicine. Her
work at Barrett & Associates has involved reviews of current
litigation trends for all aspects of employment testing, including
test development, adverse impact, and discrimination.
Dr. Jera Barrett is also
active in all aspects of testing done by Barrett & Associates,
including test development, item writing, scoring and
administration.
Winfred Arthur, Jr.,
holds a Ph.D. in Industrial/Organizational
Psychology and has been active in human resource consulting since
1984. Dr. Arthur has
been involved in numerous test development projects, and has
specific expertise in job analysis and classification, survey
development and large scale data collection, development and
delivery of training and management development programs, selection
and promotion test development and validation.
Much of his work
has involved test development efforts for safety forces positions
(e.g., police Sergeant and Lieutenant; fire Engineer, Rescue
Lieutenant and Captain, fire prevention District Chief, Suppression
Lieutenant, Captain, Battalion Chief, and Assistant Chief) and tests
for technical/industrial positions (e.g., warehouser).
Other test development projects have involved incorporating
the assessment of interpersonal skills among lower level jobs (e.g.,
warehouser), where these positions are incorporating more client and
customer contacts. Test
batteries for these types of positions have involved the development
of structured interview questions and interest inventories.
In addition to his professional experience in
human resource consulting, Dr. Arthur is a Full Professor at
Texas
A&M
University
where he teaches classes at both the undergraduate and graduate
levels in Industrial/Organizational Psychology.
He is also the head of the industrial/organizational
psychology program at Texas
A&M
University.
His research interests are in human performance;
training development, design, implementation, and evaluation; team
selection and training; acquisition and retention of complex skills;
testing, selection, and validation; models of job performance;
personnel psychology; and meta-analysis.
He has extensive experience in conceptualizing, developing,
and directing projects and research in these areas and has also
published extensively in these areas. His early research involved
the development and validation of an information-processing based
test battery for predicting accidents among petroleum transport
drivers. This research
served as an early model for some of the current research in the
area of information-processing based tests.
In addition, he has supervised numerous graduate student
theses, dissertations, and practica.
He also consults with a number of clients and consulting
firms on the research, development, implementation, and evaluation
of personnel and human resource management systems and programs for
private, public, municipal, non-profit, and volunteer organizations.
Dr. Arthur's practical experience and scholarly
research will be invaluable in all phases of any project on which he
works.
Corey
Miller, Ph.D., is an expert in the areas of
Personnel Psychology, Diversity Management, and Psychology and the
Law. Dr. Miller has completed dozens of selection test validation
projects (both content and criterion-related validation), done Equal
Employment Opportunity reviews for both public and private
organizations, and served in litigation support for employment
discrimination lawsuits. Dr. Miller has consulted with both public
and private organizations from local municipalities to Fortune 50
companies.
Dr. Miller has presented research at conferences such
as the Society for Industrial/Organizational Psychology, and the
American Psychological Association and published in such journals as
the American Psychologist, Journal of Applied Psychology, and the International Personnel
Management Association’s (IPMA) Applied HRM Research and Public
Personnel Management. Dr. Miller teaches doctoral level courses in
Industrial/Organizational Psychology, Personnel Selection, and
Psychometrics. Dr. Miller is a tenured Associate Professor at Wright
State University in Dayton Ohio and is the I/O Area Leader for
Wright State’s Ph.D. graduate program in Industrial/Organizational
and Human Factors Psychology.
Dr. Miller received his
Ph.D. in Industrial/Organizational Psychology from the University of
Akron in 2000. Dr. Miller was an Associate at Barrett & Associates
from 1997 – 2000, and has worked with Barrett & Associates from June
2006 to present.
Nancy Gussett
holds a Ph.D. in
Industrial/Organizational Psychology and has been active in Human
Resources consulting at Barrett and Associates on a full time and
part time basis since 1987. Dr. Gussett is currently an Associate
Professor of Psychology and is the former department head of a
local, private, four year college. She is currently working with
Barrett & Associates on a part time basis.
Dr. Gussett has
conducted job analysis for a variety of jobs including Police
Officer, Police Sergeant, Firefighter, Fire Lieutenant, Fire
Captain, and Fire Assistant Chief. Dr. Gussett has also conducted
job analysis for a variety of clerical positions and manufacturing
positions.
Dr. Gussett has been
involved in the development of a variety of selection and
promotional batteries. These include structured interviews, job
knowledge tests, in-basket tests, and oral exercises.
Dr. Gussett developed
training programs and workshops for a variety of topics including
interview workshops, job evaluation training programs and workshops,
and assessor training exercises.
Dr. Gussett has also co-authored a number of technical proposals and
has assisted with litigation support. She has conducted research and
statistical analyses to support expert witness testimony in
employment litigation and administrative proceedings and has
assisted with the critique promotional examinations for a Title
VII
case.
Patrick F. McKay, Ph.D., is an Associate Professor of
Human Resource Management in the School of Management and Labor
Relations at Rutgers University. Professor McKay received his Ph.D.
in Industrial-Organizational Psychology in 1999 from the
University
of Akron. His
primary research interests are the interactive effects of
race-ethnicity and organizations’ diversity climates on recruitment
outcomes, employee job performance, work attitudes, and retention,
as well as organizational-level performance. Related interests
include racial-ethnic differences in performance on personnel
selection devices and the influence of location characteristics on
job choice and turnover decisions. Professor McKay’s research has
been published in the Journal of Applied Psychology,
Personnel Psychology,
Journal of Management
Inquiry, Journal of Applied Social Psychology, Journal of
Business and Psychology, and Public Personnel Management. He serves
on the editorial board of the
Journal of Management,
and as an ad hoc reviewer for a number of outlets including the
Journal of Applied Psychology,
Personnel Psychology,
Academy of Management
Review,
Organizational Behavior and Human Decision Processes,
Group & Organization
Management, and
Human Relations. Prior to embarking on an academic career,
Professor McKay worked as a human resource consultant responsible
for test development and validation, test administration,
performance appraisal system development, training program
implementation, job applicant rating, and litigation support. As a
human resource consultant, he developed employment tests for
nationally known organizations such as Lucent Technologies,
Michelin, Sony Magnetic Products, and General Electric.
NOTE: Resumes for all key project
personnel are available upon request.
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