Cheryl Mahaffey has over 25 years of experience working
in industries such as banking, insurance, finance, manufacturing,
retail, electric and gas utilities, telecommunications,
and the public sector. Her expertise includes test development
and validation, development and evaluation of training programs,
EEO related consulting, and selection system development.
Highlights of projects she has completed are outlined below:
and Validation Studies
Consulted with Adecco to develop parameters
for the development of a global call center assessment solution.
The project involved review of present practice in Belgium,
Germany, France, New Zealand, the Netherlands, USA, Australia
and the UK. Key strategic marketing and design issues were
identified for the development and delivery of call center
Directed occupational analysis, identified
job families, developed ability tests, conducted criterion
related validation studies, and performed meta-analysis
and transportability studies for Bell South. Test batteries
were developed for clerical, sales, and technical job classes.
Conducted transportability studies which
established the validity of entry test procedures for a
variety of clients, including Rockwell, Arthur Anderson,
Wells Fargo Bank, Blue Cross of New Jersey, Barclays American
Mortgage, The Air Quality Management District, Transamerica
Life Companies, Soloman Brothers, T. Rowe Price, Homestead
Financial Services, Thompson Tractor, Northwest National
Gas, Citizen Savings, and Union Pacific Railroad
Consulted with the County of Los Angeles
to review key HR systems (recruitment, selection, classification
and compensation) and make recommendations for improvements.
Consulted with Transamerica Life Companies
to develop a modern and effective Human Resources Division.
This included analysis of problems and recommended solutions
with respect to job information systems, effective recruiting
procedures, effective application acceptance and evaluation
procedures, appropriate selection procedures including selection
tests and interviews, EEO considerations, training and employee
development procedures, and performance monitoring. This
study included interviews with key management personnel
in all lines of business and an audit of Human Resources
Division personnel as they completed their daily functions.
As a result of this study, the Human Resources Division
Consulted with Transamerica Life Companies
to identify work behaviors which reflected the Corporate
Business Philosophy. These work behaviors were translated
into structured interview questions designed to assess managerial
Oversaw the deployment of PSI pre-employment
selection tests on the web-based Performance Assessment
Consulted with AdvantageHiring.com to
develop and deploy a web-based pre-screening test for their
on-line recruiting system.
Consulted with the Credit Union Executive
Society to identify a job related test battery appropriate
for the industry. Authored the new CUES Hire Right Guide
which provides a step-by-step guide through the employee
Consulted with the Institute of Professional
Environmental Practice to develop examinations for the Qualified
Environmental Professional (QEP) credential. This included
a general multi-disciplinary examination as well as specialty
examinations in Air Quality, Water Quality, Waste Management,
and Environmental Science Management and Policy.
Consulted with the American Banking Association
to develop a new 44 page "Hiring Guide", which
covers key aspects of the pre-employment process including
the use of validated tests, interviewing, and making selection
Developed technical validation report
for TONEBURST, a voice screening system for call center
representatives developed by Venturi Partners.
Developed validation report for Silgan
Consulted with attorneys concerning interview
procedures for the Department of Water and Power.
Consulted with attorneys concerning validation
requirements for selection procedures for law enforcement
personnel in the Los Angeles Sheriff Department.
Documented the development of work sample
tests for process control technicians.
Directed the development of a series of
assessment exercises, including in-baskets, role plays,
and interviews, which were utilized to assess promotional
candidates for Captain, Lieutenant, and Sergeant for the
Los Angeles Marshall's Department.
Directed occupational analysis, and exam
plan development for the California Board of Landscape Architects.
Directed the job analysis and development
of a job-related certification test for Nurse-Midwife for
the California Board of Architectural Examiners.
Served as technical consultant on a project
to develop licensing examinations for contractors in eight
trade areas. This included a comprehensive job analysis
using both questionnaire and interview techniques.
Directed the development of prototype
licensing examination questions for Architects for a California
licensing board. This involved the development of a number
of unique item types which closely reflect architectural
Consulted with the National Council of
Architectural Registration boards to field test and evaluate
three new test item prototypes which closely reflect architectural
Conducted a criterion-related validation
study for the Medicare Group at Transamerica Life Companies
to select an entry-level test battery for Claims Examiners.
Consulted with the Medicare Group to develop a job-related
training program for Claims Examiner.
Established uniform selection procedures
for all clerical employees at a national insurance company.
Served as technical consultant on a project
involving the development of an employee selection system
for Account Representatives for a national financial firm.
This included job analysis to determine job requirements
and development of content representative ability tests,
a tailored application, and a structured interview. Concurrent
and predictive validation studies were conducted.
Expanded the initial employment selection
system PSI developed for Customer Service Representative
at a major financial firm to include ability tests, tailored
application blank, and a structured interview.
Consulted with a new division of a national
can manufacturing company to develop job analyses for new
positions and to establish appropriate selection and evaluation
procedures. This included developing a tailored application
blank, structured interview procedures, and selection of
Directed the development of a modified
assessment center used to select Sergeants for a San Diego
Sheriff department. This included development of open-ended
scenarios with objective scoring keys.
Conducted a needs analysis of the Maintenance
Administrator position at Pacific Bell which identified
problems impacting employee performance.
Conducted a needs analysis of first level
supervisory positions in the Maintenance Center at Pacific
Bell. The study identified problems preventing Assistant
Managers from realizing their full potential and recommended
solutions to address these problems. Assisted in developing
a revised manual to help Maintenance Administrator Supervisors
manage their function.
Developed a structured interview procedure
which could be used for a variety of entry-level positions
at Pacific Bell.
Served as technical consultant for a
job analysis of the Circuit Assigner position at a western
communications company. Consulted with company management
concerning performance evaluation factors which should be
Served as project manager for court-ordered
study in a major Northern California police department involving
the design, development, and implementation of assessment
standards to be administered at the end of academy training
and in the field. The project included a comprehensive job
analysis and development of a Field Training Officer Program
to evaluate the progress of recruits.
Served as project manager of a criterion-related
validation study of written and physical pre-employment
examinations for a large Northern California police department.
This project included the development of work samples as
well as rating procedures for use as criteria.
Directed a major study in a multi-plant
can manufacturing company (Silgan Containers) for 23 skilled
and semi-skilled job classifications. Identified key knowledges,
skills, and abilities and developed written performance
tests for use in determining promotability, evaluating job
performance, and establishing qualifications for journeyman
Directed a project involving job analysis
for a major Southern California police department. This
included the isolation of major tasks; sources of information
used; frequency and importance of task performance; and
the skills, knowledges, abilities, and personal characteristics
which are required to perform patrol work.
Directed a large-scale project involving
the validation of pre-employment physical job requirements
for a major Southern California police department. Isolated
critical work behaviors and developed work samples which
were used as criteria in the study.
Served as associate investigator in the
court-ordered criterion-related validation study for the
position of fire fighter in a major Northern California
municipality. The project included a comprehensive job analysis
in which over 100 critical job activities were identified,
and the development of job knowledge tests and peer and
supervisory rating procedures to measure performance in
Directed a follow-up validation study
for a major Northern California fire department using academy
performance measures for criteria.
Conducted a criterion-related validation
study of two can manufacturing jobs which included the development
of job knowledge tests, work samples, and rating procedures
for use as criterion measures.
Used E. Primoff's job element method
to develop skill, knowledge, and ability lists for 10 clerical
classifications for Los Angeles Unified School District,
and conducted criterion-related validation studies in accordance
with EEOC Guidelines.
Directed the development of content-valid
pre-employment work sample tests for the Stockroom Clerk
position for an electrical components manufacturer.
Consulted with a northwestern city for
the purpose of reviewing the city's present selection system,
isolating possible compliance problems, and recommending
procedures which would bring the city into compliance. This
included a comprehensive analysis of the utilization of
minorities and/or females and identification of the reasons
Conducted job analysis on more than 15
separate job classifications for Southern California Edison
and developed job knowledge tests to be used as part of
the job bidding system.
Developed a system of job analytic procedures
used by a large metropolitan school district to ensure that
the content validation of examination procedures, both written
and oral, conforms with the Uniform Guidelines on Employee
Conducted physical requirements job analysis
on five construction worker job classifications for a major
electrical utility. This included isolating physical job
activities and determining the range of body movement, pace
at which work was performed, and physical loading in terms
of weight and effort.
Conducted criterion-related validation
study of custodian job classification.
Consulted on a criterion-related validation
study for a major Southern California fire department.
Conducted job analysis on three classifications
for a major southwestern utility which included isolation
of major job activities and a detailed description of incumbent
job performance, equipment used, critical knowledge areas,
and the consequences of failure to perform. Developed job
knowledge tests for each job.
Development and Evaluation of Training
Co-producer of a video-driven training
program for a national financial institution. Training material
covered procedures to be used in recruiting and selecting
employees, and included detailed training in how to conduct
Delivered training to banking Human Resources
managers via American Banking Association's cable television
station, American Financial Skylink.
Directed the development of statewide
selection and training standards for a law enforcement training
council (California Police Officers Training Council).
Directed the development of evaluation
systems to assess the trainee qualifications for The Michigan
Law Enforcement Training Council. This project included
the development of written and performance tests.
Directed the development of a mini-training
program to be used to screen applicants into Electronic
Switching job programs for AT&T.
Directed the development of written pre-training
and post-training tests to measure the adequacy of a training
program at a major west coast bank. Work included review
of training materials and the development of detailed training
objectives. Training sessions were held with bank personnel
in the construction of test items.
Assisted in developing and conducting
a training program in job analysis and examination development
for the personnel department of a major western city.
Consulted with training instructors at
a west coast communications company for craft and telephone
jobs to assist in conducting job analysis to identify training
needs; and translating them into behaviorally-stated performance
objectives, developing a training curriculum, which included
self-paced instructional modules, developing student evaluation
procedures, and developing course evaluation procedures.
Developed and conducted interview training
for Pacific Bell.
Litigation & EEO Related Activities
Served as consultant to attorneys concerning
compliance requirements for a major Southern California
Reviewed criticisms of criterion-related
validation study for attorneys representing a city police
Consulted with can manufacturing company
concerning EEOC requirements and designed efforts which
would bring company into compliance with Federal regulations.
She is the author of numerous publications
including the American Bankers Association's Hiring Guide,
The Credit Union Executive Society (CUES's) Hire Right Guide,
PSI's Questions and Answers on Employment Testing, and Accommodating
Employment Testing to the Needs of Individuals with Disabilities,
The First 30 Days: the Most Critical Time to Influence Employee
Success; VALIDITY GENERALIZATION: Will it become the fourth
major line of validity evidence or a pipe-dream?; and Hire
Right: How to find and keep the best people
Cheryl works with businesses across the country to design
and implement human resource programs that allow them to
evaluate and select the best possible employees. She specializes
in the development and evaluation of employee selection
procedures and training programs.
She has conducted or directed the analysis
of more than 400 jobs, with the goal of developing valid
selection procedures. Her experience in test construction
and validation ranges from the development of licensing
and certification examinations to ability tests. She advises
clients in both the public and private sector regarding
compliance with fair employment and affirmative action requirements,
including ADA provisions.
Prior to establishing CMC, Cheryl served
as both as Vice President and Director of Consulting Services
for Psychological Services, Inc. (PSI), a well-known test
publication and consulting organization. In that capacity,
she has consulted with hundreds of companies, helping them
establish job-related and defensible selection systems.
Before establishing her long-term relationship with PSI,
Cheryl evaluated the effectiveness of training programs
for GTE (General Telephone Company), and developed and validated
selection tests for The Los Angeles Unified School District.
Other Professional Activities
Past President and Past Member of Board
of Directors of the Personnel Testing Council of Southern
Past Chair of the Research Subcommittee
on physical job standards for the Technical Advisory Committee
on Testing to the Fair Employment Practices Commission.
As a member of Compliance Review Subcommittee
of the Technical Advisory Committee on Testing to the California
Fair Employment Practices Commission, reviewed validation
studies which were submitted to the FEPC and made recommendations
concerning compliance. The Compliance Review Subcommittee
also provides technical assistance to FEPC officers.
Participated in drafting Guidelines on
the Employment of Persons with Disabilities for submission
to the California Fair Employment Practices Commission.
Delivered addresses to the Credit Union
Executive Society, the Personnel Testing Council of Southern
California, the Southern California Personnel Management
Association, the International Personnel Management Association
Assessment Council, the Personnel Testing Council of San
Diego, the Western Regional Personnel Management Association,
and the American Bankers Association.
B.A. in Psychology, University of Southern
M.A. in Sociology, California State University at Northridge
Who's Who in the West