Housekeeper Job Description at Sparkl Resorts
Hourly, nonexempt housekeeping position at Sparkl Resorts responsible for maintaining guestrooms to high standards of cleanliness. Duties include daily cleaning tasks, prioritizing workload, and ensuring guest satisfaction. Qualifications include physical ability, flexibility, guest service orientation, and safety consciousness.
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HR Measurement @ Resorts S Sp pa ar rk kl l* * pv
Resorts Job Description for Resort Housekeeper Shift: Part-time, year-round; Must have flexible schedule Rate: $12.00 $20.50 Job Summary Hourly, nonexempt, nonsupervisory position. Primarily responsible for the daily cleaning of assigned guestrooms to Sparkl Resort s standard of cleanliness. Supervised by the Assistant Executive Housekeeper and Rooms Supervisor. Responsibilities Essential Duties Performs routine daily cleaning of assigned rooms: changes bed linen; replaces towels; cleans bathroom thoroughly; vacuums, mops and dusts daily; cleans kitchen areas (Casitas); upkeep on vacant rooms; replenishes magazines and paper goods; and maintains orderly cart and storeroom. Prioritizes workload according to guest arrivals and departures. Calls Housekeeping for additional supplies and items when needed. Works as an essential member of a team. Additional Duties Performs periodic heavy cleaning of rooms on an assigned basis. Reports and documents any observed or known safety hazards, conditions or unsafe practices and procedures to management immediately. Performs other job-related duties as directed. Adheres to Sparkl Resort standards for guest service. Refers guest problems or complaints to supervisor according to Sparkl Resort guest problem resolution policy. Qualifications Must be able to physically perform housekeeping tasks that require pushing heavy carts, bending, lifting, and being active all day. Must be flexible and able to work with a variety of people. Must be guest-service oriented. Must be able to work with strong chemicals and safely use chemicals for cleaning purposes. Must be able to prioritize workload, keeping up with assigned schedule. Must be safety conscious; stays alert for potential injuries. Must have pride in completing assigned tasks to Sparkl Resort standards. pv
Our flow chart for the Housekeeper S*EEP Reading Applicants Competency HR s early part in the program Interview with HR Agreeableness pv
Our flow chart for the Housekeeper S*EEP Interview with short list of candidates If Hired Performance Management Data and other Employee Records Data (e.g., absences) Management s part in the program pv
Application Data Job-related information Used for early screening Low cost Valid? pv
Reading Test Scores What job-related functions may be involved here? Critical for success or just nice to have? What properties should these scores have? Flesch Reading Index Flesch-Kincaid Grade Level pv 1. Test administration must be standardized 1. Test administration must be standardized
HR Interview What is the purpose of this first interview with an HR member? What traits are likely to be inferred in this interview? pv
Interview with Management How is this interview likely to be different from the first one? How might the questions in this interview be different? What is the purpose of this second interview? Qualifications versus fit assessment pv
On the Job, at last What are the criteria we might use to evaluate employee success? Are there any you would be particularly interested in? What features should these criteria have? pv
Reliability The relative absence of measurement error stability or test-retest equivalence or parallel forms homogeneity or internal consistency agreement or inter-rater reliability Which is best for the Sparkl* EEP? pv 2. Test scores must have evidence of reliability
Reliabilities for S*EEP Measures STABILITY EQUIVALENCE HOMOGENEITY AGREEMENT Interviews Reading Test Reading Test Agreeableness Agreeableness Agreeableness Performance Ratings pv
Validity of S*EEP Measures Face Validity appearance; important for motivation Test-taker reactions Content Validity rational or judgmental; job-relatedness Criterion-Related Validity empirically demonstrated job-relatedness Regression/Correlation analysis Concurrent versus Predictive validation pv 3. Test scores must have evidence of validity
Validity Evidence of S*EEP Measures Face Content Criterion Related Application Application Interviews Interviews Interviews? Reading Test Reading Test Reading Test Agreeableness Agreeableness pv
Criterion-Related Strategies Concurrent current employees employee records data cheaper convenient how generalizable? Motivation Restriction of Range Predictive new employees not selected by test scores records data occurs after test data expensive patience is required issues of dynamic validity over time pv
Criterion-related Evidence for S*EEP Measures pv 4. Cut scores must be rationally or empirically established
Test Fairness of S*EEP Reading Test Scores Males r=.32 R a t i n g s Common r=.25 Females r=.19 Reading Test Scores pv 5. Test scores must demonstrate fairness in application
Utility Parameters of the S*EEP Validity of the test or device is high Selection Ratio is low Base Rate of Success is low/moderate The variability of performance is meaningful Many positions are to be filled The cost of selection is not prohibitive pv 6. Use of the test as a decision device must have utility to the user
Expectancy Charts Simple way to show differences in odds of success that are associated with different test score ranges Test Scores % Employees High Performers 61-70 89% 54-60 78% 45-53 66% 38-45 58% Employees scoring < 37 have less than half the success rate of those scoring > 54 29-37 43% 21-28 37% pv
Minimize Errors Test scores minimize selection errors viz.-a-viz. an alternative procedure or absence of one False negatives Acceptable Job True Performance type 2 positives False positives True negatives type 1 pv Test Score cut-off
Critical Score Critical score The score that minimizes decision errors 1. Subgroup folks into low/high performing groups 2. Plot distributions of 2 groups on predictor score 3. Examine overlap 4. Point where they begin overlap is critical score Any deviation from critical score increases errors High Low performers performers Predictor scores pv
Graphing of Utility Not hired mean Y Hired mean Y Applicant mean on criterion Cut score pv
Validity, Base-rates, & Selection Ratio r =.25 r =.50 r =.95 Taylor-Russell Tables Proportion successful at the job BR=.5 BR=.2 Selection Ratio Selection Ratio .10 .30 .50 .90 .10 .30 .50 .90 r r .00 .50 .50 .50 .50 .00 .20 .20 .20 .20 .25 .67 .62 .58 .52 .25 .34 .29 .26 .21 .50 .84 .74 .67 .54 .50 .52 .38 .31 .22 .95 1.00 .99 .90 .56 .95 .97 .64 .40 .22 pv
Rational Estimates of Utility $ worth = N x T x rXY x ZX x SDY - COST N = number hired using the procedure T = average tenure of hired rxy = validity coefficient Zx = mean z-score on predictor for hired group SDy = standard deviation of performance in dollars Big problem is how to get an estimate of SDY Schmidt & Hunter procedure for deriving SDY estimates Have supervisors estimate value of an employee who performs at 85th, 50th and 15th percentile (corresponds to roughly+1, 0, and -1 SDY) Average their estimates Subtract and average again yields SDY pv
What is parameter Zx? Zx = mean z-score of those hired using the selection device If 3 people are hired and score 30, 40, and 50 on a test and the standard deviation is 10 with a mean of 30, what is the mean Zx? Mean Zx = 1.0 ; average hire score is at the 84th percentile Some scoring higher and lower than 84th percentile are hired pv
What is parameter SDy? SDy is the value of job performance in dollars Using the standard normal curve you see that a z-score of 0 corresponds to the mean (or average performance with a z-score of 0) +1 standard deviation conforms to performance at roughly the 84th percentile for convenience sake, let s call that the 85th percentile -1 standard deviation conforms to performance at roughly the 16th percentile for convenience sake, let s call that the 15th percentile pv
Hypothetical SDYEstimation 15th% tile 85th% tile 50th % tile 12 24 36 15 22 28 etc etc etc Mean = $18k Mean = $24k Mean = $30k Mean of SDY differences = $6k $ worth = N x T x rXY x ZX x SDY - COST N = 500 T = 3 years rXY = .30 ZX = 1.0 SDY = $6,000 COST = direct and indirect costs of developing & sustaining during the 3 year period (let s say $200k) Delta $ Utility = 500x3x.30x1x$6,000-$200k Approximately $2.5 million net utility pv
More on Utility Estimation Other Issues Sadacca & Campbell (1985) utility of military MOSs War vs. Peace scenario Negative utility of privates in peace time What do dollars mean in war? UNITS.. Military simulations in desert High (1 SD) vs. normal IQ soldiers High IQ unit killed twice as many enemy soldiers Destroyed 3 times as many tanks Salary info biases judges 40% rule on capitalization context of work greatly affects estimates negative utility scenarios Can be applied to a host of organizational interventions smoking cessation programs Self-efficacy training programs in organizations pv
