Psychometric evaluations of the assessment center method of personnel selection have consistently shown positive results. However, this approach ignores certain external parameters (e.g., selection ratio, cost of the procedure) which largely determine the overall utility of a selection device. Moreover, the psychometric evaluation approach ignores…

The most effective principals can conceptualize instructional processes enough to orchestrate, lead, and implement efficient and effective programs. Selection of principals is as important as their training. Principals should not be selected from the best teachers, but from those who are bright, tough, and ambitious enough to ensure that their…

The Electronic Switching System (ESS) Minicourse was designed to serve as a second-stage selection procedure for candidates for the full ESS training program. A criterion-related validity study was undertaken to provide further evidence of validity as well as data helpful in setting a cutting score. (Editor/SJL)

The most important step in recruiting a school technology coordinator is the interview. Examines the candidate interview, concentrating on four areas: technical expertise, understanding technology use in instructional environments, professional development, and Internet knowledge and experience. Provides questions and discussions of possible…

Inference is considered for the marginal distribution of "X" when ("X", "Y") has a truncated bivariate normal distribution. The "Y" variable is truncated, but only the "X" values are observed. A sample of 87 Otis test scores is shown to be well described by this model. (SLD)

Summarizes data concerning personality measurements as predictors of job performance, and offers responses to frequently raised questions about these measurements in the employment process. It is suggested that measures of personality are valid predictors of performance in all occupations, that they do not adversely impact minority group job…

Refutes the claim that top-rated programs in library science tend to maintain and enhance their reputation by hiring their own and each other's graduates and that this pattern of inbreeding was likely to be harmful to the field. Concludes convincing evidence was not provided and the true situation may be other than claimed. (PEN)

This study addresses the screening decisions for a national random sample of high school principals as viewed from the attraction-similarity theory of interpersonal perceptions. Independent variables are the sex of principals, sex of applicants, and the type of focal positions sought by hypothetical job applicants (teacher or counselor). Dependent…

Over the past few decades, the economic prospects for workers possessing relatively few skills have worsened as the demand for skills in the labor market has increased. Even in jobs that might be categorized as low-skilled, workers require a diverse set of skills to succeed. Many of these skills can only be obtained through schooling or job…

General and specific information is offered on integrating community policing and other management philosophies into an organization's selection and promotional testing systems. The concept of community policing is not necessarily a new one for many police organizations, but integrating it fully requires bringing internal support structures into…

This document presents, for local Urban League affiliates and community-based organizations, a framework for developing and conducting locally operated mentor programs. The development of mentoring programs has been an incremental process. Mentoring programs now contain some elements that other programs lack, such as an emphasis on self-esteem,…

Information regarding the Bush Administration's six national education goals as they apply to personnel/human resource staff is presented in this report. Personnel/human resource staff, who are instrumental in providing effective teachers, will play a major role in achieving the nation's educational goals. Each goal statement is followed by a…

The functions and career paths of evaluation research managers, their duties and generic styles, and some indicators of performance quality are outlined. A better way to assess and select them in the future is proposed. (Author/PN)

This study examined (1) the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected without prior job analysis and (2) the fairness of each test for minority and nonminority job applicants. (Editor/SJL)

Two kinds of affirmative action in the recruitment and selection of college faculty are distinguished and discussed: procedural (ensuring judgment of applicants without consideration of race, religion, or national origin) and preferential (characterized by attention to the same criteria that procedural affirmative action eschews). Argues that…