IPRA offers a wide range of high quality, applied psychological services to organizations in both the public and private sectors.

Type of Work We Do

• design and implement selection and recruitment systems
• assess individual, team, and work group performance
• train and develop individuals, teams, and departments
• measure and improve job satisfaction, other employee attitudes, turnover, and absenteeism
• program evaluation
• workplace environment assessment
• consult on equal employment opportunity and affirmative action issues
• conduct job analyses and training needs assessment
• organizational diagnosis and development
• measure and improve customer service and satisfaction
• implement and improve work teams
• assess company image
• consult on occupational health issues
• assess and manage occupational stress
• consult on quality improvement issues

Some Recently Completed

Job Analysis and Development of a Certification Measurement System
IPRA’s role:
IPRA was contracted to develop a job certification process for a number of machine operating positions. IPRA conducted job analyses to assess the knowledge, skills, and abilities necessary to safely execute each job. Work samples and job knowledge tests were developed for use in the training and certification of employees.
 
Retention and Recruiting Survey         
IPRA’s role:
IPRA developed and conducted a survey to assess the image of employers in the engineering job market as well as factors related to retaining these employees in their current jobs.
 
Recruitment and Selection of Police Officers
IPRA’s role:
The project team implemented a research-based, best-practices approach to help improve the recruitment and selection process for entry-level police officers. A recruitment plan was created with the goal of diversifying and enlarging the applicant pool. A job analysis was developed to identify the knowledge, skills, and abilities needed for the job of police officer. Selection instruments and guidelines for their administration and scoring were recommended to assist with selecting the most qualified individuals for the job.
 
Performance Appraisal Evaluation and Recommendations
IPRA’s role:
IPRA systematically solicited feedback from employees about the performance appraisal system using focus groups and surveys. Data were used to develop an improved, alternate performance appraisal system.
 
Workplace Environment Survey
IPRA’s role:
IPRA began working with the Human Resource Development department on the development of the Workplace Environment Survey to assess employee attitudes. IPRA made recommendations regarding survey content and formatting. A pilot survey of approximately 200 employees was conducted to assess the psychometric properties of the survey. Based on those results, the Workplace Environment Survey was re-designed. The revised survey was then administered. IPRA managed the data entry vendor, performed psychometric analyses, assisted in the development of a feedback guide, and presented overall survey results to the company’s survey project team.
 
Development of a Test Reference Library
IPRA’s role:
IPRA was contracted to create a targeted test reference library, including a file folder for each personnel selection test and a database that allows the test reference library materials to be searched manually and electronically according to key parameters.
 
Program Evaluation
IPRA’s role:
IPRA focused on the development and operation of a community organization whose purpose is reducing drug use. IPRA assessed "goal-directed" activities (i.e., activities that aid constituent groups in meeting their goal of reducing substance use), and "maintenance activities" (i.e., activities conducted to maintain the vitality and integrity of the organization itself). One-on-one interviews were conducted with key individuals within the organization. Following the interviews, surveys were distributed. IPRA provided the organization with a summary of all findings.
 
Effects of Recruitment Practices on Applicant Quality and Diversity
IPRA’s role:
IPRA provided this organization with an analysis of the effects of recruitment source on employee quality and diversity. This was accomplished by analyzing application and performance data from past employees to determine the relationship between recruitment source (i.e., where they first heard about the organization) and measures of applicant quality and diversity. IPRA also developed and administered a recruitment diagnostic survey. Results from the survey were used to provide recommendations regarding the characteristics of the organization that are emphasized in recruitment procedures.
 
Organizational Evaluation
IPRA’s role:
IPRA conducted structured interviews of employees in a state agency’s regional office to ascertain the etiology of problems such as low morale, diminished productivity, anger problems, burnout, distrust, and poor communication. IPRA summarized the findings from the structured interviews, and provided recommendations.
 
Customer Satisfaction
IPRA’s role:
IPRA distributed a customer satisfaction survey 119 customers of a financial institution. The purpose of the survey was to determine customers’ perceptions of the level of service provided by the information services branch of the organization and to seek customer input regarding specific areas and suggestions for improvement. The survey items assessed six dimensions of customer satisfaction (courtesy, communication, competence, accessibility, responsiveness, and technology). A section regarding special topics was included to gather additional information about other aspects of service provided by the organization. IPRA provided a summary of the results as well as recommendations for improved performance.
 
Changing Problem Behaviors in the Workplace
IPRA’s role:
IPRA was contacted by a state bureau of employment services to train employees how to deal with problem behaviors in the workplace. IPRA conducted a workshop which outlined how to identify the source of the problem behavior, the role of communication, changing the behavior, and legal issues.
 
360° Feedback
IPRA’s role:
IPRA was contacted by a state school system to conduct 360° feedback assessment of high school principals. The assessment instrument was designed to provide principals with a profile of strengths and development priorities. Teachers, parents, superintendents, and the principals themselves completed the instruments, which were then summarized by IPRA. Personalized feedback reports were delivered to individual principals.