Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

Current work force trends such as teamwork, empowerment, and quality pose challenges for traditional testing. Tests that can provide diagnostic developmental information for improving job performance are needed. Innovative practices such as video-based testing are emerging. (SK)

The Content Validation Form is presented as a means of proving that occupational tests provide a representative work sample or knowledge, skill, or ability necessary for a job. It is best used during test construction by a panel of subject matter experts. (SK)

This paper describes a process used to assess the technical competency of non-direct line candidates for managerial positions in computer specialties. The Training and Experience (T&E) qualifying test, a multi-method approach combining task-based, computer scorable evaluations of training and experience with multiple-choice batteries, was used as…

This document discusses the proposed "Rights and Responsibilities of Test Takers" from the perspective of a large employer using employment testing to predict future performance in a variety of jobs. It is suggested that the proposed document will impede an employer's ability to use tests for selection purposes in three ways. The existence of the…

The study explored the role of a written selection examination in defining composition of the work force while complying with legislative mandates. Results suggest two general choices exist with regard to personnel selection, (1) raw scores or (2) race and standardized scores. Agencies should consider social and legal implications. (Author/CH)

Significant job-relatedness was found for a posttraining job knowledge test criterion. Content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of job-relatedness. (Author)

Work Keys provides a metric that translates skill requirements for individual jobs into levels of proficiency. It has been developed as a multifunctional program with the interactive components of Job Profiling, Instructional Support, Reporting, and Assessment. The assessment component contains applied mathematics, applied technology, teamwork,…

The construction and norming of Form N of the Air Force Officer Qualifying Test (AFOQT) is described. The new form serves the same purpose as its predecessor and possesses basically the same characteristics. References are made to the research which provided the basis for most of the changes. Other changes were made because of the admission of…

Greater use of employment tests for selecting workers will mean that rewards for developing competencies measured by the tests will rise, increasing the supply of workers with the skills. Greater use of tests to select workers will also change the sorting of workers across jobs. The impact on total output will depend on the extent to which the…

Study finds that written examination can predict job performance fairly for all groups; a good preemployment test score is reflected in good job performance. (MF)

Because many applications of personnel selection and classification technology may require more than 10 assignment categories, a Monte Carlo simulation was conducted to extend the Brogden tables for estimations classifications and selection benefits from 10 to 500. The extended table would have higher utility. (SLD)

This book reports results of a National Research Council study and the validity of generalizing from its studies of about 500 occupations to over 12,000 jobs. The use of the General Aptitude Test Battery for prediction is discussed, and its impact and recommendations for future use are considered. (SLD)

Recent attempts to reduce the adverse impact of examinations have focused on alternatives to written tests. The present report, however, demonstrates how the adverse impact of written tests can be reduced by correcting for the degree to which a job applicant had been educationally and/or economically disadvantaged or deprived. A measure of…

To replace traditional methods of minimum competency testing in personnel selection, a two stage cutting score procedure is proposed. The Angoff procedure is modified so that only a subset of test items, which assess essential job related skills, are used to determine the cutting score and to identify qualifed applicants. As a measure of item…