Twenty-first century is seeing changes in the nature of work, the workforce, and employment practices. These changes, along with increased employer need to select employees who will have the best fit with particular jobs in order to increase return on investment, are leading employers toward greater use of preemployment assessments. The purpose of…

Results of a study correlating work behaviors, performance appraisals and results of civil service promotion examinations suggest that exam scores are not sufficient and should not be the sole determinant of promotions. Work behaviors and job performance are time consuming to assess but should also be considered as civil service promotion…

Analyzes critically and integrates the legal, psychometric, and professional literature on the use and misuse of cutoff scores by managers to help make personnel decisions. Examines alternative methods in relation to legal precedents set by the courts, to psychometric principles, and to the various sets of professional guidelines. (Author/ABL)

Alternate versions of the Western Personnel Test were administered via computer and in the standard paper and pencil format to two groups of adults (N=50). Results suggest that the two forms of administration yield comparable results, and that separate norms for the computer-administered version are not necessary. (TJH)

Discusses options for the hiring, testing, training, and supervision of lifeguards. Stresses the responsibility of camp directors in hiring properly trained lifeguards to ensure camper safety. Includes a precamp screening test of lifeguard knowledge and skills. (LP)

The age decrement model has traditionally been a fairly popular model of the human life span. This model has the basic premise that with increasing age there is a corresponding decrease in a wide range of abilities. Not all research has agreed with the unqualified age decrement model. This study examined the relationship between an…

Describes the interest and concern of the membership of the Personnel Testing Council of Southern California in what may be the most critical issue in personnel testing today--the implications of using or not using g-loaded tests. Describes the events that led to the scheduling of a major conference on the g factor. Also describes audience…

Reviews sources prescribing ethical personnel practices and discusses ethical obligations of psychologists and employers. Suggests research for resolving ethical issues and dealing with conflicting rights. (Author)

Directions are given for scoring typing tests taken on a typewriter or on a computer using special software. The speed score (gross words per minute) is obtained by determining the total number of strokes typed, and dividing by 25. The accuracy score is obtained by comparing the examinee's test paper to the appropriate scoring key and counting the…

Interest in personality in work and organizational psychology has never been stronger. A substantial amount of work exploring the links between personality variables and work behavior and attitudes is now available. Much of this work has been conducted within a selection and assessment context, although relevant work has also been done in other…

The assessment laboratory function is supplementary and subsequent to the usual mass testing procedures. It is designed to elicit information not furnished by older more traditional methods, e.g., assessment of personal attributes, communication skills, etc. The exam involved participation by the candidates in both individual and group exercises.…

A United States Employment Service (USES) General Aptitude Test Battery (GATB) plan was formulated to evaluate and develop additional job-related assessment methods. Eighteen alternative predictors were reviewed, from which biodata was selected for development. The literature indicates that biodata provides increased validity with little or no…

Computer assisted tailored testing was used in a study of 163 Civil Service examinees to assess examinee's affective response to the testing setting. Response was summarized as overwhelmingly positive. (Author/JKS)

Reviews recent developments in the use of commercially available written integrity tests for employee selection. Discusses legal issues related to the use of the polygraph and integrity tests, and reviews empirical research on the reliability, criterion-related validity, construct validity, fakeability, and adverse effects of integrity tests. (TE)

This 96-item annotated bibliography presents annotations of all vocabulary-related work produced by the Johnson O'Connor Resource Foundation since its establishment in 1927. The bibliography also contains source listings for topics other than vocabulary. The bibliography begins with a discussion of Johnson O'Connor (director of electrical…