Contact Information

  • Company: University of Michigan / Employee Motivation & Performance Assessment
  • Phone: 734-368-3348
  • Website: ExpertWitnessPsychology.com
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Specialties & Experience

General Specialties: Employment and Statistics

Specialty Focus: Opinion Surveys, Questionnaire, Skill Assessments, Workplace Assessments, Employee Surveys, Survey Design, Survey Validity, Survey Reliability, Attitude Survey, Discrimination, Personality Assessment, Statistics in the Workplace, Disparate impact, Retaliation in the Workplace, Performance Appraisal

Education: PhD, MPhil., Columbia University; MS in Law, Northwestern University, Pritzker Law School; MA, University of Chicago

Years in Practice: 30+


Additional Information

Dr. Morrel-Samuels is one of the few expert witnesses in the country whose work occupies the intersection of three areas: the psychometrics of assessment design, statistical analysis of "big data" analytics, and workplace discrimination. He has more than 30 years’ experience designing and analyzing assessments for employees in government and large corporations. He often serves as a Lecturer at the University of Michigan, where he teaches graduate-level classes on survey design, statistics, and research methodology. Experience includes assessment services for non-profit organizations, (Blue Cross-Blue Shield), government agencies (e.g., the Department of Justice), and numerous Fortune 500 companies (e.g., FedEx, GM, California Edison, Bank of America, Xerox, Sprint, Coca-Cola, Sears, and Disney). Dr. Morrel-Samuels has testified to Congress on employee motivation and its linkage to objective performance metrics. He has served as an expert witness by providing statistical analysis of very large datasets in four types of lawsuits: employment discrimination cases; contract disputes, pension lawsuits, and litigation that hinges on surveys, assessments, or employee evaluations. Topics include: Disparate Impact/Adverse Impact, retaliation, harassment, Disparate Treatment Employee surveys, licensing examinations, promotion exams, and hiring tests Job analysis using court-approved methodology in FLSA litigation Psychometric analysis: job appraisals, evaluations, skill assessments, hiring tests The Clean Hands Principle, especially where workplace discrimination is involved Electronic surveys and interface design, especially those used in the workplace Program evaluations, especially when used in hiring, firing, or other job actions Employee Contract Disputes, especially disputes where surveys are involved Statistical analysis of workplace data, e.g., big data analytics in discrimination Using scientific methods to measure Commonality & Typicality in Class Cert