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Part 1: Performance Reviews, and Other Troublesome Stuff

Working ManIn the last thread on psychological assessment, Theresa, you made regular comments about some things are more of a concern for "regular" employees, and less of a concern for employees who fit a "ministerial" category. You say that religious organizations have... 

Part 4: Psychological Assessment— Legally Acceptable Tests and Knowledge

evaluationsBrent has discussed formal and informal assessments. Informal assessments are probably okay, as long as you don’t ask the “forbidden” questions that would trigger discrimination concerns. I want to dwell a bit more on the formal assessments, and how they might cause concern from a legal standpoint. 

Part 1: Psychological Assessment— Introduction

psych assessmentsI have used psychological assessments for missionary candidates for 34 years. I get questions about what can be done in the interview process, how to do it, what information to ask, and whether it can be done in a nondiscriminatory fashion. 

Part 9: Protecting the Organization’s Social Media Presence

social networkingWe have more screening and assessment issues we want to discuss, but first, a few last comments on social media. What should the mission do to protect its social media presence on its own sites and on personal sites? Good policies and good training are key. 

Part 8: You are what you post…Wait, what?

social networkingOk, so the organization can look but not discriminate. I will take your word for it, but it sounds murky…like so much else, I guess. Here is a different take on this whole thing. 

Part 7: More About Social Media Screening

social networkingSometimes it’s surprising how many ways there are for an employer to get in trouble. You raised questions about outside screening, and about timing with the interview. It may seem unjust that you can get in trouble for looking at someone’s public profiles, but ... 

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