Ninety-four college males completed a management trainees' selection test that had been developed by criterion-keying. They were instructed once to answer honestly, and once to answer as a highly motivated job applicant would. "Faking" instructions resulted in significantly higher scores. (Author/GDC)

Presents a brief outline of a program developed by the Canada Employment and Immigration Commission (CEIC) for certifying employment counselors to use tests in Canada Employment Centres (CECs). To ensure that psychometric tests meet acceptable standards, this program provides comprehensive training for counselors and requires demonstrated…

The article provides a table of the 50 most commonly used assessment instruments for use with visually impaired individuals. Cognitive, achievement, reading, mathematics, spelling, language, listening/auding, perceptual motor, early childhood, and career education tests are reviewed. (Author/SBH)

Refers to Title VII of the Civil Rights Act of 1964 and the Supreme Court's disparate impact interpretation of Title VII in Griggs versus Duke Power Company. Contends that attacks on the Griggs decision are legally unsound and that claims made by advocates of validity generalization are scientifically unsupported. (Author/NB)

The West Midlands (England) Police Force and the University of Nottingham collaborated on the development of a remedial course designed to assist ethnic minority applicants who failed the recruitment examination. Issues raised by formative evaluation of the course have implications for police-community relations and lifelong learning. (SK)

Validated aptitude tests used to help make personnel decisions about military recruits against hands-on tests of job performance in radio repairers and automotive mechanics. Data were filled with errors, reducing accuracy of validity coefficients. Discusses how validity coefficients can be made more accurate by exercising quality control during…

A conceptual framework is provided for thinking about measurement invariance (or bias), and conditions are demonstrated under which invariance can occur. Tools are suggested for addressing such issues as fairness in employment testing, salary equity, and cross-sectional developmental change. Strict factorial invariance is required for…

Discusses the benefits of using a preemployment test to help screen job candidates for those qualities that lead to cost-effective long-term employment. Gives an example of how to determine the cost of staff turnover at any child-care facility. (ET)

Contends that use of occupational prestige scale to code occupations when investigating sex differences in occupational aspirations and expectations is not appropriate because of inherent sex biases. Addresses development of early prestige scales, apparent congruence of prestige ratings by men and women, and effect of sex on prestige ratings and…

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Sixteen Personality Factor Questionnaire (16 PF) profiles for 69 occupational groups were analyzed according to Holland's six occupational types: Realistic, Investigative, Artistic, Social, Enterprising, and Convention. Three discriminant functions, labeled Independence, Extraversion, and Anxiety, enabled correct classification of 75 percent of…

The Career Development Inventory was administered to 107 ethnically mixed, inner city school dropouts to examine its suitability for such a population. Also investigated were the interrelationships among sex, age, ethnicity, intelligence, reading achievement, arithmetic achievement, and two of the inventory's scales. Results are discussed. (Author)

Test scores on three pretest forms of a content-validated test were correlated with job performance ratings by social worker supervisors. The correlations predicted the job performance ratings of entry level social workers who were employed in urban settings more accurately than those of workers located in rural settings. (Author/PN)

The Career Maturity Inventory was administered to students in a rural Ontario high school to determine the validity of the relationship of the students' scores to: (1) performance in a cooperative work-study program, (2) overall grade-point average, and (3) level of satisfaction with the work-study program. (Author/PN)

Results for employment tests indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. Similar results were obtained on educational tests. Tests are neither differentially valid for, nor unfair to, Hispanics. (Author)