Associate Manager – Clinical & Leadership Capability Assessment
Experience: Job Code: REQ-023341
Sagility
Quezon City
job Details
Job title
Associate Manager – Clinical & Leadership Capability Assessment
About Sagility
Sagility combines industry-leading technology and transformation-driven BPM services with decades of healthcare domain expertise to help clients draw closer to their members. The company optimizes the entire member/patient experience through service offerings for clinical, case management, member engagement, provider solutions, payment integrity, claims cost containment, and analytics. Sagility has more than 25,000 employees across 5 countries.
Individual clinical readiness
Communication risk
Leadership potential
Workforce capability variance
across Utilization Management, Case Management, Appeals, Triage, and Clinical Abstraction lines of business.
Job title:
Job Description:
Educational Qualifications: Bachelor’s degree in Psychometrics, Educational Measurement, I/O Psychology, or related field.
Professional QualificationsCertificates, Licenses, Registrations:
SHL accreditation is a plus
Language: English
Years of Experience: At least 5 years building and validating high-stakes professional assessments.
Mandatory Skills: Experience with:
Scenario-based or SJT assessments
Standard setting methodologies
Predictive validity modeling
Multi-construct measurement systems
Strong statistical capability (R, SPSS, Python).
Preferred Skills: Experience in healthcare or safety-critical industries.
Experience validating communication assessments (CEFR alignment preferred).
Experience building leadership potential assessments.
Familiarity with workforce capability modeling.
Exposure to Six Sigma or performance improvement analytics.
Primary Responsibilities
1. Measurement Architecture & Blueprint Design
Develop construct maps for all four domains.
Design modular assessment structure:
Core readiness module
Role-specific clinical modules
Leadership pipeline module
Recommend item formats (SJT, scenario ranking, short constructed response, simulation scoring).
2. Item Development & SME Calibration
Partner with Clinical SMEs to ensure realistic clinical scenarios.
Partner with Training/Communication SMEs for CEFR alignment.
Ensure leadership scenarios reflect operational realities (escalation, performance review, cross-geo coordination).
3. Pilot Design & Psychometric Analysis
Design multi-cohort pilot (high performers, average, emerging leaders).
Conduct:
Item discrimination analysis
Reliability testing
Construct validation
Differential item functioning (cross-geo fairness)
Evaluate predictive validity vs:
QA scores
Escalation rates
Team performance metrics
Supervisor evaluations
Promotion readiness indicators
4. Standard Setting & Risk Tiering
Develop defensible cut score methodologies.
Establish readiness tiers such as:
Operationally Ready
Coachable with Structured Support
Elevated Clinical Risk
Leadership Potential – High
Leadership Potential – Emerging
Define interpretation guidance for HR, Operations, and Training.
5. Leadership Pipeline Validation
Correlate leadership readiness scores with:
Team-level quality performance
Attrition outcomes
Escalation frequency
Feedback quality indicators
Support development of leadership acceleration pathways.
6. Documentation & Governance
Produce a technical manual documenting:
Validity evidence
Reliability findings
Bias mitigation
Scoring interpretation
Decision frameworks
Ensure defensibility for audit, client, and executive review.
Deliverables
Multi-construct assessment blueprint
Validated item bank (Clinical + Communication + Leadership modules)
Pilot analysis & validation report
Cut score and tiering model
Leadership pipeline readiness framework
Technical validation manual
What Success Looks Like
Clear differentiation between high and low clinical performers.
Communication bands align with observable performance.
Leadership readiness scores correlate with supervisor evaluations and team outcomes.
Executives can identify:
Who is safe to deploy
Who requires structured support
Who is leadership-track viable
Strategic Outcome
A unified Clinical & Leadership Readiness Index that enables:
Smarter hiring
Targeted upskilling
Risk-based deployment
Data-driven succession planning
Location: