Two techniques for personnel selection are presented. The first is a graphical technique which non-technical personnel can use in deciding the number of minority applicants to admit to an institution. The other is a large scale computer technique which an institution can use to increase personnel diversity including cultural factors. (Author/DEP)

The most commonly-used procedure in selective college admissions involves selecting students on the basis of predicted college grades computed from the regression of college grades on test scores and high school grades. Minority students have usually fared poorly in the selective admissions process and, consequently, the possibility of bias in…

Article discusses performance on tests of black and white employees in selected civil service and private industry jobs. Test results are then contrasted with actual job performance according to specific criteria and supervisors' evaluations. No tests used permitted valid prediction of job performance for both racial groups. (PD)

This bibliography, which lists selected articles, research reports, monographs, books, and reference works related to test bias, is limited to material which deals directly with the question of test bias--such as research reports or commentaries. References listed cover the period from 1945 to the present, and are grouped under two main headings:…