Principal Psychometrician

The Principal Psychometrician for Market and Regulatory Services’ Credentialing, Registration, Education & Disclosure (CRED) department provides expert measurement services in support of testing and continuing education programs, ensuring the delivery of valid, reliable assessments that comply with testing industry standards. The role requires conducting psychometric analyses across the full lifecycle of examination program operations, including job/practice analysis, item calibration, standard setting, and data forensics and serving as an internal subject matter expert on psychometric and data analytic methodologies. This position is an experienced individual contributor who works independently with minimal supervision.

Essential Job Functions:

• Performs routine psychometric analyses on the performance of examinations and continuing education programs using Classical Test Theory, Rasch Measurement, and Item Response Theory. Manipulate, analyze, and maintain large data sets. Document results of examination and continuing education analyses.
• Leads and supports measurement activities across job analysis studies, test specification validation, standard setting, and test security, exercising independent judgment in methodology selection and execution.
• Conducts quality control of scoring processes for both computer-delivered and paper-and-pencil test administrations and contribute to the development of requirements and user acceptance testing for test-generation, scoring, and statistical systems.
• Serves as a subject matter expert and internal resource on assessment, psychometric, and data analytic methodologies, including proficient use of FINRA’s proprietary item banking and test delivery system.
• Maintains deep, current knowledge of measurement theory and emerging developments in psychometric, proactively identifying innovations that may enhance test delivery, exam construction, measurement accuracy, and test security.
• Designs and conducts ad hoc and research-driven analyses with direct application to FINRA and client programs, translating complex findings into actionable insights for senior staff and management.

• Applies advanced analytical skills to support the full lifecycle of examination program operations, from test construction and scoring through ongoing program evaluation and continuous improvement.
• Demonstrates FINRA’s values.
• Collaborates, both in-person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.

Education/Experience Requirements:

• Master’s Degree in Psychology, industrial/organizational psychology, or Education, with an emphasis on psychometrics, measurement and assessment, or a related field (e.g., statistics, mathematics, or computer science).

• Minimum of three (3) years testing industry experience or equivalent combination of education and experience.

• Broad knowledge of industry-accepted measurement methodologies including job/practice analysis, item analysis/calibration, forms assembly, standard setting, and test security.

• Familiarity with Classical Test Theory, Rasch Measurement, and/or Item Response Theory.

• Strong quantitative skills and exemplary attention-to-detail with a demonstrated ability to produce accurate psychometric results under tight deadlines.

• Strong interpersonal and communication skills (oral and written) with demonstrated ability to work effectively with individuals who have varying levels of measurement expertise.
• Proficiency with software and statistical analysis and programming tools (e.g., R, SPSS,), and Rasch/IRT software (e.g., Winsteps, Xcalibre, Parscale).

 

Working Conditions:

• Hybrid work environment, with defined in-person presence requirements.

• Infrequent travel may be required (less than 10%)

For work that is performed in Los Angeles and San Francisco, CA, CO, CT, IL, PA, MA, MD, VA, WA, DC, NY, NJ, WA please refer to the chart below for the salary range for the corresponding location. FINRA complies with all state and local pay transparency laws and regulations requiring the disclosure of salary ranges for the position. In addition to location, actual compensation is based on various factors, including but not limited to, the candidate’s skill set, level of experience, education, and market considerations. 

 

Los Angeles, CA: $112,300 - $161,000

San Francisco, CA: $117,200 - $168,000

Boston, MA: $112,300 - $202,500

Chicago, IL: $107,500 - $194,100

Denver, CO: $97,700 - $176,100

Jericho, NY: $112,300 - $202,500

Jersey City, NJ: $117,200 - $211,400

Philadelphia, PA: $107,500 - $194,100

New York, NY: $117,200 - $211,400

Rockville, MD: $112,300 - $202,500

Tysons, VA: $112,300 - $202,500

Washington, DC: $112,300 - $202,500

Woodbridge, NJ: $112,300 - $202,500

Connecticut State: $97,700- $211,400

Washington State: $97,700- $211,400

 

#LI-Hybrid

To be considered for this position, please submit an application. Applications are accepted on an ongoing basis.

The information provided above has been designed to indicate the general nature and level of work of the position. It is not a comprehensive inventory of all duties, responsibilities and qualifications required.

Please note: If the “Apply Now” button on a job board posting does not take you directly to the FINRA Careers site, enter www.finra.org/careers into your browser to reach our site directly.

Employees may be eligible for a discretionary bonus in addition to base pay. Non-exempt employees are also eligible for overtime pay in accordance with federal, state, or local law. As part of its dedication to employee wellness, FINRA provides comprehensive health, dental and vision insurance. Additional insurance includes basic life, accidental death and dismemberment, supplemental life, spouse/domestic partner and dependent life, and spouse/domestic partner and dependent accidental death and dismemberment, short- and long-term disability, long-term care, business travel accident, disability and legal. FINRA offers immediate participation and vesting in a 401(k) plan with company match and eligibility for participation in an additional FINRA-funded retirement contribution, tuition reimbursement, commuter benefits, and other benefits that support employee wellness, such as adoption assistance, backup family care, surrogacy benefits, employee assistance, and wellness programs.

Time Off and Paid Leave*

FINRA encourages its employees to focus on their health and wellness in many ways, including through a generous time-off program starting at 15 days of paid time off (increasing with years of service, up to 25 days), 5 personal days, and 9 sick days, unless otherwise required by law (all pro-rated in the first year). Additionally, we are proud to support our communities by providing two volunteer service days (based on full-time schedule). Other paid leave includes military leave, jury duty leave, bereavement leave, voting and election official leave for federal, state or local primary and general elections, care of a family member leave (available after 90 days of employment); and childbirth and parental leave (available after 90 days of employment). Full-time employees receive nine paid holidays.

*Based on full-time schedule

Important Information

FINRA’s Code of Conduct imposes restrictions on employees’ investments and requires financial disclosures that are uniquely related to our role as a securities regulator. FINRA employees are required to disclose to FINRA all brokerage accounts that they maintain, and those in which they control trading or have a financial interest (including any trust account of which they are a trustee or beneficiary and all accounts of a spouse, domestic partner or minor child who lives with the employee) and to authorize their broker-dealers to provide FINRA with duplicate statements for all of those accounts. All of those accounts are subject to the Code’s investment and securities account restrictions, and new employees must comply with those investment restrictions—including disposing of any security issued by a company on FINRA’s Prohibited Company List or obtaining a written waiver from their Executive Vice President—by the date they begin employment with FINRA. Employees may only maintain securities accounts that must be disclosed to FINRA at one or more securities firms that provide an electronic feed (e-feed) of data to FINRA, and must move securities accounts from other securities firms to a firm that provides an e-feed within three months of beginning employment.

You can read more about these restrictions here.

As standard practice, employees must also execute FINRA’s Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the company’s policy on nepotism.

Washington state applicants: click here for required notice(s).

Search Firm Representatives

Please be advised that FINRA is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, a valid written agreement and task order must be in place before any resumes are submitted to FINRA. All resumes submitted by search firms to any employee at FINRA without a valid written agreement and task order in place will be deemed the sole property of FINRA and no fee will be paid in the event that person is hired by FINRA.

FINRA is an Equal Opportunity Employer

All qualified applicants receive consideration for employment without regard to any legally protected category, including race, color, age, national origin, ethnicity, religion, disability, genetic information, military or veteran status, sex, or any other status or classification protected by state or local law.

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FINRA abides by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

FINRA abides by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.

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