Improving the Way Naval Aviators are Selected
The U.S. Navy has used its Aviation Selection Test Battery
(ASTB) to identify potential pilots for over 30 years. During this
time, some of the test items had become outdated and some items became
familiar in the aviation community. EASI·Consult® was asked to update the
test by creating additional test items allowing for random forms of
After reviewing Navy Aviation training material and interviewing
subject matter experts, EASI·Consult® delivered test items for the five
ASTB tests. Many included visual graphics to measure spatial
orientation skills of pilot candidates. We also identified the
industry-leading item management system most suited for the Navy's
The item sets included 15% more than was requested to ensure
customer complete satisfaction. The Navy was extremely happy with us the
quality of the test items. After reviewing the quality of the visual
graphics provided by EASI·Consult®, the customer contracted with EASI·Consult®
to replace all of the remaining similar type questions.
Improving the Way Employees Are Selected for International Assignments
Expatriate and Family Assessment
A Pharmacy Benefits Management business was growing globally. They
knew the importance of staffing new offices in foreign locations with people
that knew their business in the United States. They also realized how
expensive a mistake it can be to send someone overseas who is not prepared
for those challenges.
EASI·Consult® designed an assessment process for potential expatriates and
their family where applicable. In addition to the typical individual assessment
process that would be used for an employee. There is also a cultural
readiness questionnaire administered to the employee and spouse.
The global pharmacy benefits management business has been very satisfied
that this process helped uncover information about the employee
and their family that they would not have learned through conventional
selection processes. The company also feels that knowing what potential
issues might arise for a family on an overseas assignment will allow them to
better manage those issues.
Raising the Bar for Store Managers
A premier specialty retailer of home furnishings and gourmet cookware in the
United States was in a heavy growth period, opening a new store each month.
They could not afford to make a wrong decision when it came to selecting
management teams for their stores.
After a thorough review of management responsibilities and direct observation
of representative stores across regions, EASI·Consult® and the customer
determined that an Assessment Center would fill their needs. EASI·Consult®
worked with SMEs to develop a Store Management Competency Model. A
full-day Assessment Center was developed around the competency model
The Vice President of Store Operations now has an objective tool to identify
the competency level and readiness of candidates for store manager and
assistant manager positions.
Aligning Individual and Organizational Performance with Company Values
Leader Competency Modeling
The firm was a company that provided business process engineering
and lean techniques to companies in the public and private
sector. Their management team had defined a set of core values and
beliefs that they wanted to use to run their consulting business. The
organization came to EASI·Consult® to create a 360 tool that could be used
to monitor their behavior against these values.
EASI·Consult® helped the company operationalize their values and
beliefs.This allowed for the creation of a 360 tool and a process
whereby the management team could gauge their adherence to their
values. EASI's work also included follow-on coaching over the next
The organization felt that the management team had a language to
talk about their individual and organizational performance. After the
yearlong project the company felt their day to day behavior was more
reflective of their espoused values and beliefs.
Helping a European Company Navigate U.S. Employment Law
Employment Law / Selection Audit
A Denmark based cancer diagnostic healthcare organization hired a well-known
U.K. consulting firm to develop an Assessment Center (AC) to help
them hire better qualified managers for their European facilities. After the AC
was completed, the customer decided to expand its use to their U.S. facilities
but wanted to ensure it met state and federal employee selection guidelines.
EASI·Consult® conducted a systematic review of the U.K developed AC
materials and the development process, looking for evidence that essential
steps for validating the AC were followed. We outlined key areas where
additional information and validation steps would be needed to support the AC
under U.S. employment standards and coached the U.K. consultant on the
most efficient way to bring the AC up to standards.
The U.K. consultant followed our recommendations for documenting
validation steps already taken and collected additional job analysis
information. The customer expanded the use of the AC, as planned, and now
has a technical report to support the validation of the AC for use in their U.S.
Supporting Fair Hiring Practices
Employment Law / Expert Witness
A major plaintiff's class action law firm, with central offices in
Washington DC was retained to lead class action litigation against one
of the largest U.S. telecommunication companies for unfair practices
in employment testing.
The attorneys turned to EASI·Consult® to provide social science
expertise. Our Litigation Support division acted as Expert Witness on
employee selection procedures and conducted scientific literature
reviews for the case strategy over a two year period.
After two years of case preparation by both parties, a pre-trial
settlement was reached.
Creating a Benchmark Human Capital Program
Leader Competency Modeling
The Energy Research and Development Center (ERDC) is a group of seven
Laboratories around the United States that provide scientific solutions to the
Army Corps of Engineers. EASI·Consult® was asked to participate on a team
led by Information International Inc. (IIA). At the outset of the project ERDC
indicated that they wanted to become a benchmark organization with regard
to Human Capital.
Our team of Consultants did an assessment of the current state of
Human Capital within the Labs and ERDC. This was followed by an
extensive set of recommendations to move from their current state to become
a benchmark organization. EASI·Consult® was then asked to complete a role
clarification exercise to define and clarify the roles of Branch Chief, Division
Chief and Technical Director. EASI·Consult® was also asked to create
Competency Models for the positions of Researcher, Senior Manager,
Middle Manager and Technical Director.
The competency models were then used by ERDC as the basis of all their
Human Capital Systems i.e. selection, performance management,
development and succession.
Improving Individual Performance Through Coaching and Leadership Development
Coaching and Executive Development
The Public Building Service (PBS) is part of the General Services
Administration and provides office space to the Federal
Government. When EASI·Consult® initially became involved with PBS they were
going through an organization transformation. They wanted to change
how they went to market and the services they provided to their
customers. EASI·Consult® worked with PBS to create a process whereby they
could assess their existing employees and place them into jobs in the
new organization. This assessment and placement process provided a
tremendous amount of information about PBS' strengths and development
The information that came out of the assessment and placement process was
used as the basis for over 400 development plans. It was also determined
that, along with the creation of development plans, EASI·Consult® would
provide on-going Coaching to selected Managers. There was also a need to
improve the managerial skills of Supervisors. EASI·Consult® conducted their
Leading to Greatness Program that provides participants feedback in the area
of job/person fit, management style and the environment or climate those
PBS has an employee population with the skills needed to provide the
necessary services to their customers.
Determining Interrogator Competencies that Result in Superior Performance
The Department of Defense Polygraph Institute (DoDPI) at the time,
now known as the Defense Academy for Credibility Assessment
(DACA) asked EASI·Consult® to conduct a study that would determine the
skills necessary to be a superior criminal interrogator.
We employed a competency modeling and cognitive analysis approach.
In order to fully understand the nuances of skills required of
superior interrogators, video tapes of real life criminal
interrogations were reviewed. The videotapes were reviewed with the
interrogator who initially conducted the interrogation. This allowed
us to determine the skills necessary to be a superior
EASI·Consult® defined a set of superior interrogator competencies. It
was determined that some of the competencies would be difficult, if not
impossible, to train people to do and should be used as the basis of
selecting people. With other competencies, people could be trained much
more effectively in an interrogator development program.
Scientific Research in Action
At the time, the world's largest brewing company had been using a
full day Assessment Center (AC) to select and promote candidates for
First Line Supervisory positions. This program ran for 10 years. The
customer felt it was time to re-evaluate the AC's effectiveness.
EASI·Consult® was asked to conduct a predictive validation study, evaluate the
individual role-plays and improve the competency model on which the AC was
built. Job success of supervisors was compared to their overall AC
scores and each of the competencies.
The customer was provided with research evidence that the AC did
predict success on the job. The accuracy of the AC was further
enhanced by adding several new competencies to the Supervisor Model
and updating content in several of the role plays.
Improving Customer Satisfaction Through a Web-Based Survey
OD / Survey Design
The U.S. Public Health Service Commissioned Corps contracted
EASI·Consult® to administer a 44-item on-line web based survey to Corps
Officers. The goal was to assess their satisfaction with the internal
customer service of the Commissioned Corps.
Survey invitations were emailed to active-duty commissioned officers
around the country and abroad. Responses were received from officers
across a wide variety of work categories, locations, tenure, and
officer ranks. Officers also responded to one open-ended item asking
them how to improve the internal customer service of the Commissioned
Corps. Responses to this item were sorted thematically.
The survey data was used as the basis for problem solving and