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​A Special 2-part event for  A TOTAL OF 4 CATEGORY A CE Hours

Originally aired Friday, October 15, 2021
This webinar was highly rated by attendees!
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Please note: this webinar will be conducted via Zoom.  By registering for this webinar, you are agreeing to Zoom's privacy policy.

PART 1:

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For decades, psychologists have partnered with police forces to help them select candidates for their organizations, selecting for behaviors such as reliable use of equipment, appropriate use of force, the ability to create a command presence, and the ability to interact well with the public. This latter issue has thankfully expanded over time. Now, many policing and public safety organizations are increasingly asking psychologists to help ensure that their officers can
demonstrate the empathy, sensitivity, patience, and compassion to serve their diverse constituents. Additionally, police are oftentimes the front-line responders to situations that involve the mentally ill, also requiring higher levels of sensitivity and compassion.
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Learning objectives:
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In this two-hour interactive session (90 minutes didactic, 30 minutes Q&A) you will:
  • Learn about the current best practices using psychological assessment instruments for selection into policing organizations
  • Learn about the use of structured clinical interviews, policing-focused interview, and job simulations as a part selection processes
  • Learn about the updates to the MMPI-3 specifically about assessing police
  • Understand new thinking relative to DE&I issues in evaluating candidates
  • Participate in the review of a real de-identified case
  • Learn about the experience of selecting officers from a speaker who has worn the uniform

PART 2:

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The use of psychological assessment has long been a tool useful in helping organizations employ people who fit the roles they are begin hired for, reduce unwanted turnover, and to drive new employee satisfaction and engagement. This practice goes back over half a century, giving psychology a great deal of time to improve how it assists in this
hiring process.

There are many aspects of pre-employment assessment that are validated over and over again to help with the above goals. In this presentation we will discuss what the research shows to be the most useful practices in pre-employment assessments are, and what are some pitfalls to watch out for.

As psychologists, we are committed to creating more diverse and inclusive environments. We now have even more information about how we can help organizations work toward their DE&I goals through selection and retention. This
presentation will review what some of the most important research findings that relate to the assessment, onboarding, and integration of candidates in a way that drives diversity and inclusion for employers. It will present practical, real-world steps that are immediately applicable.

Learning Objectives
In this two-hour interactive session (90 minutes didactic 30 minutes Q&A) you will:
  • Learn about the history and evolution of psychological assessment in hiring
  • Learn about recent findings that predict high levels of retention and satisfaction among new hires
  • Review the history and improvements in assessment as they relate to working with diverse environment
  • Learn about practical and immediate applicable approaches to improve the hiring and onboarding experience of diverse candidates

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Our SpeakerS

TERENCE BOSTIC, PH.D.
JORDAN COLLINS, M.S.
AISHAH AUGUSTA-PARHAM, PH.D.
KELSEY A. RICHELS, PH.D.
ZACH STINEBAUGH, M.A.
Click the + below to expand each name and learn more about our speakers
Terence Bostic, Ph.D.
Terence’s primary goal is applying everything he knows about industrial psychology to make the workplace a better and more productive environment. He does this by digging in deep to the problems at hand, while helping executives develop engaged and more effective talent pools. Having lived overseas for three years, Terence particularly loves serving CMA’s international clients.
Early in his career, Terence worked as an internal consultant in an academic medical setting before joining the CMA team. Trained in both clinical and industrial/organizational psychology, he holds a Bachelor of Science from The College of William and Mary, a Master of Science from Bucknell University and a Doctorate from Saint Louis University.
He is a licensed psychologist in Missouri and is repeatedly published as the principal author in international, peer-reviewed journals on issues of stress management, personal resiliency and psychological wellbeing. He is also a member of the American Psychological Association, the Society for Industrial and Organizational Psychology, and the Society for Consulting Psychology.
He lives with his wife and two daughters, and he loves to run every day.
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Jordan Collins, M.S.
Prior to joining the CMA team, Jordan was an Outreach Specialist for a non-profit in Bloomington-Normal, IL helping displaced individuals and families find suitable housing and employment. Jordan uses aspects of athletic performance enhancement, to help clients with their developmental needs. At CMA, Jordan researches academic literature for clients, assists consultants with creating developmental proposals, and conducts selection assessments for police officers. Jordan has an interest in helping clients identify areas of improvement as well as building on strengths within the team.

Jordan earned his Master’s degree in Sport and Exercise Psychology at the Illinois State University and is currently pursuing his doctorate in Clinical Psychology at Saint Louis University. Jordan’s independent research examines the athletic values and coping mechanisms collegiate athletes utilize in the field of sport psychology. He applies his research knowledge in real-world settings by providing individual and sport psychological services to student athletes at SLU.
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Jordan enjoys running, working out, binging the latest show on Netflix, and cooking tacos in his spare time.
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AISHAH AUGUSTA-PARHAM, PH.D.
Aishah recognizes the importance of innovative thinking and welcomes the challenge of assisting clients with creating new solutions to complicated problems. Her clinical background helps her better understand what drives human behavior, performance, and innovation.

Prior to CMA, Aishah completed two Bachelor of Arts, one in Criminal Justice and one in Communications from the University of Missouri Kansas City. She received her Master’s in Clinical Mental Health Counseling from Regent University, followed by a Ph.D. in Counseling Psychology from the University of Kansas.

Outside of CMA, Aishah loves spending time with her husband and three children, attending a murder mystery dinner with friends, or taking an improv comedy class with her husband.
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KELSEY A. RICHELS, PH.D.
Kelsey likes being able to combine both her scientific and her social backgrounds, enjoying solving problems that allow her to utilize her knowledge gained through her education, as well as problems that allow her to work one-on-one with real people who are striving to be their best possible selves. She is a dedicated and detailed-focused worker, who aims to work with a variety of companies and individuals to help them function at full capacity.

Kelsey received her Master of Science in Industrial/Organizational Psychology from the University of Oklahoma in the summer of 2018, and is now pursuing her Doctorate in Industrial/Organizational Psychology from the same university, along with a minor in Quantitative Psychology. Her research focus is on the acquisition and adaptation of complex skills, with a specific focus on the impact of emotional variability. She received her Bachelor of Arts in Psychology from the University of North Dakota.
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During her time so far at the University of Oklahoma, Kelsey has been involved in many different projects, including developing new undergraduate courses in Career Exploration and Motivational Psychology, creating a comprehensive guide to the occupational information website O*NET for undergraduate psychology majors, and being an instructor for the University’s Responsible Conduct of Research program. She also has the privilege of instructing undergraduate students, which has provided her with hands-on experience working with students to develop their full potential in the classroom.
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Zach STINEBAUGH, M.A.
Prior to joining CMA, Zach was formally trained with an undergraduate degree in Business, at the University of South Carolina, and went on to become a territory manager for a Fortune 200 organization. His experience helps him to perceive and address organizational issues from a broad, business-oriented perspective.

Since joining CMA, Zach has contributed to a wide range of engagements. These include performing data analysis, conducting assessment research, facilitating trainings and team building efforts, creating content on organizational culture, supporting coaching projects, and contributing to leadership development engagements.

Zach holds a master’s degree from the University of Southern Illinois – Edwardsville, in Industrial/Organizational Psychology. His research specialization included organizational identification of high-potential (Hi-Po) employees. Zach has also presented research on adaptability, perseverance, organizational agility, and change management.

​In his free time, Zach enjoys playing a round of golf, watching sports and movies, spending quality time with friends, and playing with his border collie.
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​If you have issues registering online or prefer to register via phone, please contact Emily at 888-995-6672 or via email at support@mopaonline.org

This training is supported by Missouri Psychological Association. The contents are solely the responsibility of the authors and do not necessarily represent the official views of MOPA.
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