Salt Hill Statistical Consulting Alan Salzberg is Senior Statistician and Principal of Salt Hill. Dr. Salzberg's focus is statistical analysis, sampling, estimation, and modeling, especially using large or complex datasets. Many of Dr. Salzberg's consulting projects relate to the detection and measurement of bias or fraud. Dr. Salzberg has testified as an expert witness in statistics in multiple venues. Prior to joining Salt Hill, Alan was CEO at Analysis & Inference. He has also held positions at KPMG (in its Economic Consulting group) and at Morgan Stanley. Dr. Salzberg holds a Ph.D. in Statistics from the Wharton School of the University of Pennsylvania, where he also received a Bachelor of Science in Economics. For musings on everyday probability, see Dr. Salzberg's blog: "What are the chances?"
Professional Statistical Services (ProStatServices) has furnished Industrial / Organizational Psychology consulting services to numerous public and private sector organizations in the areas Performance Appraisal, Selection, Compensation, and HR Software Development. Clients have included business, government agencies, lawyers, non-profit organizations, and researchers, among others.
ProStatServices offers high levels of expertise in the following methods and procedures:
Performance Appraisal & Management
Test Development & Evaluation
Employee Surveys & Analysis
Employment Selection Systems
Program Evaluation & Criterion Development
Data Analysis Programming (Excel, VBA, etc.)
Statistical Analysis (SPSS, Stata, etc.)
Management Science/Operations Research
President and Principal, Jeffrey S. Kane, PhD, is an Organizational Psychologist (Ph.D., The University of Michigan, M.A. University of Minnesota) with extensive education and experience in Industrial/Organizational Psychology, statistical methods and their application, and the design of research and evaluation projects.
Dr. Kane has consulted with numerous firms and governmental organizations on a wide range of projects related to HRM, including the development of performance appraisal & management systems, employment selection systems, compensation systems, evaluation of training & development programs, and HR planning. He has designed and/or statistically analyzed the data for hundreds of research studies worldwide in many different fields, the reports of which have been published in major journals, accepted as dissertations, or implemented to improve the operations of businesses.
Dr. Kane was the founder and editor of Human Resource Management Review, a major journal devoted to conceptual contributions to the field of HRM. He has had articles published in some of the leading professional journals, including Personnel Psychology, Psychological Bulletin, Academy of Management Journal, Journal of Management, and Human Relations, and is the author of numerous book chapters
Dr. Thomas Maronick has provided both plaintiff and defense litigators with marketing and consumer expertise for over 25 years. Prior to that he was the in-house marketing expert at the FTC. Since leaving the FTC in 1997, Dr. Maronick has been qualified as an expert in numerous federal and state courts, providing expert reports, affidavits, and testimony on marketing, advertising, and consumer behavior matters. Dr. Maronick has designed and implemented over 300 consumer surveys for litigation and/or policy related strategies, using virtually every survey research methodology, including mall-intercept studies, telephone and mail surveys, and studies using the internet and consumer mail panels. Dr. Maronick has testified (deposition/trial) over 75 times in the past five years and is the author of research of the use of surveys in litigation. Areas of Expertise:
Retained by 100+ Law Firms | Expertise You Need + Experience You Want
"I very strongly recommend Rhonda. She’s great to work with, and her work product is absolutely top-shelf." Greenberg & Traurig, LLP
Trademark and Trade Dress Infringement | Surveys | Misleading and Deceptive Advertising | Licensing | Commercial Reasonableness | Merchandising
Ms. Harper has provided litigation consultation and expert witness services since 2005. On behalf of Plaintiffs and Defendants (60%/40% respectively), more than 100 law firms have engaged her to provide 65+ surveys, 80+ reports, 30+ rebuttals, 45+ depositions, and testify in 20+ trials.
Ms. Harper has provided courtroom testimony in cases involving Trademark Infringement, Trade Dress Infringement, Patent Infringement, Misleading and False Advertising, Licensing, Defamation, Commercial Reasonableness, Breach of Contract / Performance, and Personal Injury.
Ms. Harper has extensive experience and a deep understanding of survey design, sampling, question construction, data analysis, and methodological pitfalls that introduce bias or systematic error.
Headquartered in Dallas, TX, Ms. Harper has provided litigation consulting and research services in virtually every Circuit as well as JAMS and TTAB.
Employee Motivation & Performance Assessment, Inc.(EMPA) has designed Employee Assessments and has provided Survey Research Services for more than 7 million employees, including Performance / Skill Assessments, Employee Surveys, and Program Assessments. Its domestic and international clients span 45 countries and include large companies, non-profit organizations, and government agencies that have 1000 or more employees.
Dr. Palmer Morrel-Samuels is EMPA's founder and CEO. He is a Research Psychologist with over 25 years of extensive training and experience in Statistical Analysis and Assessment Design. He received a Master of Arts degree in Research Methodology from the University of Chicago, a Master of Philosophy degree and a Ph.D. in Experimental Social Psychology from Columbia University. A well sought out expert, Dr. Morrel-Samuels has
Testified before the U.S. Congress on employee motivation and its linkage to objective performance metrics,
Provided assessment services for non-profit organizations (e.g., Blue Cross-Blue Shield, University of Michigan), government agencies (e.g., the Department of Justice), and Fortune 500 companies (e.g., FedEx, IBM, GM, California Edison, Bank of America, Xerox, Coca-Cola, and Disney),
Been an expert resource for the New York Times, the Washington Times, and the Wall Street Journal,
Conducted research for IBM, EDs, the University of Chicago and Yale University,
Been a faculty member at Antioch Graduate School and the University of Michigan Business School
Lectured extensively on survey design and organizational communication,
Authored several patented employee and leadership assessments, and
Published articles in The Journal of Experimental Psychology, Behavioral Research Methods, The Journal of Personality & Social Psychology, California Management Review, Physician Executive, and Harvard Business Review, among others.
Dr. Morrel-Samuels currently teaches courses on survey design and research methodology at the University of Michigan’s Institute for Social Research and the School of Public Health. He is also serving as the President of the Workplace Research Foundation, a nonprofit responsible for the National Benchmark Study® - a nationwide survey that sets BenchmarksTM and measures the causal linkage between employee motivation and subsequent stock return.
This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact. In both types of litigation, employees believe that they have been discriminated against because of their minority status. In disparate treatment cases, plaintiffs must show that they were treated differently because of that status, and incriminating statements-express or implied-must be admitted as evidence to suggest a discriminatory intent. In contrast, disparate impact cases typically address the discriminatory impact of an ostensibly neutral policy, decision, or program, so plaintiffs rely upon objective data from the entire corporation to prove a discriminatory outcome.
THERE'S NO DOUBT that companies can benefit from workplace surveys and questionnaires. A GTE survey in the mid-1990s, for example} revealed that the performance of its different billing operations, as measured by the accuracy of bills sent out, was closely tied to the leadership style of the unit managers.
This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact.
Effective evidence-based managelnent requires analyzing data from a broad array of sources and conducting carefully designed pretest-posttest comparisons. However, our experience suggests that few businesses take that process to the next level by building merged datasets that can be used for rigorous pretest-posttest comparisons and meaningful statistical analyses.
No contemporary guide exists for using statistics to prove causality in court. We outline a new theory explaining comprehension of causal graphs, and claim four hallmarks of causality are critical: Association, Prediction, Exclusion of Alternative Explanations, and Dose Dependence.
We distinguish between reverse discrimination and over-correction, arguing that the former should be used only to describe cases where well-qualified non-minority applicants are unjustifiably denied positions in organizations run by and/or staffed by minorities. Similarly, we argue over-correction should be used to describe well-qualified non-minority applicants who are unjustifiably denied positions in organizations run by non-minorities.
Eric F. Forister, PhD is an Economist with expertise in industrial organization, applied microeconomics, and applied econometrics. He has extensive experience in applying economic insights to understand firm and market behavior, analyzing large datasets using advanced econometric and statistical techniques, and designing and evaluating surveys. He has co-authored medical research papers and legal publications on class certification and market definition. As a consultant, Dr. Forister has addressed issues such as:
Royalty Rates (including FRAND)
Dr. Forister has analyzed dozens of industries including consumer packaged goods, luxury goods, food products, medical services, biotechnology, legal services, fitness, clothing, entertainment, real estate, air and ground transportation, telecommunications, television, electronics, heavy industry, advertising, restaurants, automobiles, gasoline, payment processing, and illicit markets.
PhD in Business Administration (Field: Economics), Stanford Graduate School of Business
BS in Mathematics / Economics, University of California at Los Angeles, magna cum laude
Dr. Larry Chiagouris has a rare combination serving as a senior Fortune 500 executive and as an accomplished academician. He has provided expert testimony and written opinions on damages, marketing, advertising, intellectual property issues (including the use of survey research) for plaintiffs & defendants at major national & local firms.
• Experience evenly divided between plaintiff and defendant engagements over 25 cases
• Several cases include elements of intellectual property issues
• Majority of cases involve elements of consumer behavior or survey research
• Majority of cases involve elements of advertising related strategies and tactics
• Majority of cases involve elements of Internet related tactics
• Majority of cases involve written opinions and depositions
• Written and oral testimony in several Federal District Court jurisdictions
• Engaged by both large multinational law firms and small boutique firms
• Class action cases evenly divided between plaintiffs and defendants
Selected by Agency Magazine as one of 10 best and brightest researchers. He brings extensive experience as a Senior Marketing, Branding and Research Executive responsible for directing major assignments for companies such as AT&T, Campbell Soup, Kraft, Miller Brewing, Peugeot, Pfizer, Prudential and Visa.
He has a Ph.D. in Marketing, is Past Chairman, Advertising Research Foundation and Former Director of the American Marketing Association.
Survey research is used to provide greater levels of understanding in a wide variety of disputes. Issues such as consumer confusion, misleading advertising claims, disparagement, copyright infringement and trademark disputes can be better assessed as a result of developing and executing survey research. The purpose of this monograph is to aid attorneys in understanding what research standards and guidelines might be relied upon in their use of survey research.