What I do

Assessment Design & Validation

For test publishers, HR and management consulting firms, and employers building their own assessments.

  • Validation studies for personnel selection
  • Test and item development — multiple choice, situational judgment, performance-based, personality and preference measures, interviews, surveys
  • Evaluating existing tests for psychometric quality
  • Item writing for cognitive ability, personality, and skills-based assessments
  • Technical reports and white papers

Chances are, whatever your assessment, I can build it or improve it.

Accreditation Support

For certificate and certification programs pursuing or maintaining accreditation.

  • Job task and practice analysis
  • Item writing and standard-setting workshops
  • Test blueprints, form and item analysis, equating, item bank design
  • Policies and procedures documentation
  • Internal audits and ANAB application preparation
  • Staff training on standard requirements

I work with the ASTM E2659-18 and ASTM D8403-21 certificate standards, ISO/IEC 17024, and the CFP Accreditation Standard for Food Protection Managers. As a contract assessor for ANAB, I’ve seen what meeting these standards actually requires from the other side of the table.

Background

Before starting Human Measures in 2018, I held senior research scientist and I/O consulting roles at SHL, PreVisor, Personnel Decisions International, and Inscape Publishing, where I developed situational judgment tests, skills-based tests, and personality assessments for personnel selection and development programs.

I hold a Master’s degree in industrial and organizational psychology from the University of Minnesota. I’m a contract assessor for ANAB, an internationally recognized accreditation body for certificate and certification programs, and an accreditation consultant for the ASTM E2659, ASTM D8403-21, and ISO 17024 standards.

For data analysis I work in R, SPSS, and Excel.

How I Work

Mentor — I enjoy mentoring early-career test developers who need guidance through the test development process.

Flexible — I start every engagement with an open mind about what arrangement works best — project-based work, hourly billing, or a longer-term contract.

Connected — Human Measures is a one-woman company, but I have a professional network I draw on when a project calls for it.

Selected Publications

  • Simulations for Personnel Selection Fetzer, M., & Tuzinski, K. (Eds.). (2013). Springer. An edited volume surveying simulation-based assessment — design, technology, scoring, and validation — with real-world examples across a range of jobs and industries.
  • Assessing Competencies in the Workplace: Developing a Modular Measure with Universal Applicability Lin, Y., Livesey, A., & Tuzinski, K. (2023). Journal of Applied Testing Technology, 24(1), 14–33. - A modular competency framework paired with automated test assembly, so tailored assessments don’t have to be rebuilt from scratch each time.
  • Meet You at the Peak: How I-Os Should Prepare for New Technologies Tuzinski, K., & Kantrowitz, T. (2016). Industrial and Organizational Psychology, 9, 655–660. - What practitioners need to learn — and unlearn — as assessment technology moves faster than the field’s readiness for it.
  • Actor or Avatar? Considerations in Selecting Appropriate Formats for Assessment Content Popp, E. C., Tuzinski, K., & Fetzer, M. (2015). In F. Drasgow (Ed.), Technology and Testing: Improving Educational and Psychological Measurement. Routledge. - When a live actor outperforms an animated avatar in assessment media — and what the choice costs you either way.
  • Examining Applicant Reactions to Different Media Types in Character-Based Simulations for Employee Selection Bruk-Lee, V., Lanz, J., Drew, E., Coughlin, C., Levine, P., Tuzinski, K., & Wrenn, K. (2016). International Journal of Selection and Assessment, 24, 77–91. - How candidates actually respond to different media formats in simulation-based selection — and whether richer media earns back what it costs to produce.