An automated candidate-job matching system called "Jobmatch" has been implemented at Citibank, in New York City, involving job analysis, performance appraisal techniques, clerical employment, and internal mobility. A job task scale is used by supervisor and employee to determine job and candidate matching through a series of computer…

This annual review gives representative coverage of research on personnel practices and issues, work adjustment, organizational behavior, workplace justice (equal opportunities, harassment, etc.), and industrial/occupational measurement issues. The bibliography lists 438 references. (SK)

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…

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…

The purpose of this publication is to recognize the roles and responsibilities of paraprofessionals in education; ways they are used in the classroom; and how they are selected and trained. The philosophical basis for the use of paraprofessionals in education is that they provide educators more time to practice, and to reflect on, their…

The United States Employment Service is now able to expand the General Aptitude Test Battery (GATB) coverage from approximately 400 jobs to all candidates for every job in the Dictionary of Occupational Titles (over 12,000 occupations). In addition, employers can now receive more useful feedback on applicants. Instead of reporting whether a…

This monograph is designed to assist administrative school personnel in selecting, training, and retaining the best qualified instructional aides available. It covers five areas: (1) employment procedures--outlining important points under recruitment, applications, examinations, interviews, and selection; (2) payroll procedures--outlining how to…

This document defines the standards and characteristics of an assessment center. An assessment center consists of a standardized evaluation of behavior based on multiple inputs. Multiple trained observers and techniques are used. Judgments about behavior are made, in part, from specially developed assessment simulations. These judgments are pooled…

As an alternative for or adjunct to paper-and-pencil tests for predicting personnel performance, the United States Air Force studied the use of peer ratings as an evaluative tool. Purpose of this study was to evaluate the psychometric characteristics of peer ratings among Air Force basic trainees. Peer ratings were obtained from more than 27,000…

Describes a procedure developed at the Red River Army Depot, Texarkana, Texas, for selecting and evaluating personnel called AKS ME (Ability, Skill and Knowledge Merit Evaluation), consisting of four basic steps: job analysis, examination plan, candidate evaluation, and validation. (MF)

As the present legal climate makes it necessary for management to be able to validate their personnel selection and promotion systems, the authors offer some methods for making decisions about criteria for finding, training, and assessing personnel. (MF)

A study was conducted to use the SCANS (Secretary's Commission on Achieving Necessary Skills) employability skills to identify the criteria used for hiring and employment retention by companies in Southeastern Pennsylvania. Results were intended to help personnel development and training institutions in the region align their training outcomes and…

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)

Considers the courts' and enforcing agencies' interpretations of the requirements that Title VII imposes on employers and then analyzes the implications for performance appraisal systems. Among the implications are that appraisal systems should be as formal, standard, objective, and job-related as possible. (Author/IRT)

In addition to resume and recommendation checks, writing samples, and interviews, editors hired for college/university public relations and publications should be tested for skills in proofreading, copy editing, writing, reporting, story assigning, and story-idea generation. Applicants may be reluctant to take tests; objections can be defused in…