Adults aged 50 to 88 years completed Holland's Vocational Preference Inventory (VPI). Generally VPI scores and high point codes were consistent with occupational codes but less consistent with the hobby code. This retrospective view presents tentative support for the usefulness of the VPI for vocational classification of older adults. (Author/JAC)

The manual introduces the Work Personality Profile (WPP), an observational work behavior rating instrument for use in situational assessment in work centers, comprehensive facilities, and employment settings. The WPP assesses such abilities as work attitudes, values, habits, and behaviors that are essential to achievement and maintenance of…

The Vocational Performance Sample (VPS), a vocational assessment instrument for the severely retarded, integrates norm referenced technology with current innovations in domain referenced tests and learning potential assessment. The domains are based on a systematic sampling of types of training procedures and types of discriminations and/or…

Validity differences for a "g" (general factor of intelligence) score calculated on the Armed Services Vocational Aptitude Battery (ASVAB) alone versus the ASVAB plus 9 experimental tests were determined for 3,922 military recruits. A validity gain of potential utility was observed for hands-on performance measures. (SLD)

The author reports that the use of tests both for personnel selection and promotion is increasing. Reasons for this phenomenon are explored and various civil rights issues are considered. The author discusses the issue of test validity and various legal challenges to employment testing. (CH)

Blind vocational rehabilitation clients (N=100) were administered the Displacing and Turning tests of the Minnesota Rate of Manipulation Tests after three practice trials. Subjects essentially scored lower than people with normal vision, with their means on both tests being at the first percentile of the norms for sighted persons. (Author/DB)

The relationship between scores on a typical bar exam and the ability to practice law was investigated with 485 applicants who took the bar exam and a 2-day performance test involving basic oral and written legal tasks. These tasks consisted of simulated cases; each participant functioned as the attorney for the plantiff in one case and as the…

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…

Meta-analytic techniques were used to analyze the effects of age, education, and work experience on General Aptitude Test Battery (GATB) validities and test scores. The sample consisted of 30,568 subjects from 143 Specific Aptitude Test Battery (SATB) validation or revalidation studies analyzed since 1972. The effect of these three variables on…

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Interest assessment typically consists of a person indicating whether he or she likes, dislikes, or is indifferent to a task. A more appropriate technology for career interest assessment is needed and one such program is presented. Interest assessment in career counseling has been based on the concept of the "discriminant bridge" developed by…

Test scores on three pretest forms of a content-validated test were correlated with job performance ratings by social worker supervisors. The correlations predicted the job performance ratings of entry level social workers who were employed in urban settings more accurately than those of workers located in rural settings. (Author/PN)

The Work Personality Profile-Self Report (WPP-SR) is a self-report work behavior instrument for use in situational assessment in work centers, comprehensive facilities, and employment settings. The WPP-SR assesses work attitudes, values, habits, and behaviors that are essential to the achievement and maintenance of employment. It consists of 58…

The Employability Maturity Interview (EMI) is a 10-item structured interview developed to assess readiness for the vocational rehabilitation planning process and the need for additional vocational exploration and employability services. The items deal with occupational choice, self-appraisal of abilities, self-appraisal of personality…

The Work Performance Assessment (WPA) is a brief work simulation designed to evaluate job maintenance skills, emphasizing work-related social/interpersonal skills rather than specific vocational skills. The WPA uses three work samples involving sorting of food service items to measure 19 common work demands in four categories: responding to…