Christine Parker is an Industrial-Organizational Psychologist with nearly 20 years of experience in various facets of human capital management. Currently, Ms. Parker is the Chief of Marketing, Outreach and Testing at the National Security Agency (NSA). In this role, she leads the office that sets the strategic recruitment footprint for NSA and oversees the delivery of pre-employment assessments. Prior to that, Ms. Parker was a Program Manager in the NSA’s Office of Organizational Effectiveness and Workforce Research where she was responsible for the development and implementation of selection tools for mission critical hiring. Ms. Parker has worked with various NSA to implement a broad and diverse outreach plan and an automated selection process within NSA that has both unproctored and proctored components. Cultivating a large, diverse and qualified applicant pool is critical to NSA’s success. Under Ms. Parker’s leadership, outreach decisions are driven by data and selection decisions are informed by valid and reliable assessments.
Ms. Parker has a M.S. in Applied Psychology and has spent her career as a thought leader in Human Capital Management. She worked with a number of state and federal government agencies before coming to NSA, including the National Institutes of Health, Transportation Security Administration, Department of Homeland Security, Social Security Administration, Census Bureau, Washington Headquarters Service, Department of Treasury, Department of Education, Securities and Exchange Commission, Centers for Medicare and Medicaid Services, National Nuclear Security Administration, and the Natural Resources Conservation Service among others. Ms. Parker’s areas of expertise include assessment and selection, job analysis/competency modeling, process reengineering, training needs analysis, strategy development, organizational assessment, organization development, survey design and analysis, and performance management.
Upcoming Conference Sessions Featuring Christine Parker
The National Security Agency’s recruitment and selection strategy is designed to attract the “best and the brightest” to apply for a job, and ensure that new hires possess the basic knowledge, skills, and abilities (KSAs) needed to perform effectively on the job. In line with this strategy, the NSA has implemented several recruitment initiatives to engage with potential future applicants as early as high school through both Agency sponsored activities and high-school and college student programs. NSA also administers assessments to applicants for critical mission jobs to ensure they possess both the soft and hard skills needed to be successful.
Join this session to learn:
How the NSA utilizes activities such as the NSA Day of Cyber and the annual ‘Codebreaker Challenge to build relationships with students as early as high school
The importance of assessments in the NSA’s hiring process
The challenges faced and ROI of implementing the ...