One major reason for the problems of test validation is an overemphasis on the need for empirical validity data, and a failure to recognize the primary importance of explicit verbal definitions of what the test is intended to measure and rational arguments in support of the means chosen for obtaining the measurement. (Author/LC)

In response to Ebel (TM 508 146) Gardner argues that neither intrinsic rational validity associated with ability tests nor a validity coefficient relating a test to performance as the sole information about validity is sufficient. All relevant data about a test and its functioning are essential in describing the validity of the test. (Author/LC)

The Florida International Diagnostic-Prescriptive Vocational Competency Profile was administered to 50 secondary level and 50 postsecondary level disabled trainees to establish interrater reliability and concurrent validity. Data analyses demonstrated the Profile has the technical characteristics of interrater reliability and concurrent validity.…

Examines the legal issues concerning (1) cultural bias in educational tests; (2) the validity of employment tests; and (3) the disclosure of test materials. Discusses the legal interpretations of psychometric concepts that have arisen from recent litigation. (Author/GC)

The purpose of licensing and certification tests is to protect the public. This purpose determines test content, difficulty of the items, test format, use of test scores in decision making, and ways of setting standards. Currently being explored are methods to ensure continued competence, and legal considerations related to antidiscrimination…

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)

Argues that occupational tests can exclude racial minorities and that many industrial psychologists have overlooked evidence that many tests are biased and that some claims for validity generalization are based on faulty science. Outlines what plaintiff's counsel looks for in deciding to try a testing case, and provides primer on how to challenge…

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 Certificate in Data Processing (CDP) Examination conducted by the Institute for Certification of Computer Professionals (ICCP) is one of the qualifications for the CDP. The May 1981 administration tested 3,601 candidates at 149 international test sites. Half of the candidates were taking the examination for the first time and were taking all…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Customer-Service Representative is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for training in…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Gambling Dealer is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Job Service staff and employers in selecting individuals for training as Gambling Dealers. Research…

A procedure for estimating the degree to which a subtest uniquely contributes to total test performance is presented and discussed. Uniqueness analysis may be appropriately applied to any composite measurement instrument such as a multipart test or a multitest battery to assess the unique contribution of each component to the total test. The…

The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis for individual jobs in terms of 187 job elements, has been found in previous studies to be useful as the basis for predicting the mean test scores of incumbents on a sample of jobs in terms of the nine tests of the General Aptitude…

Until data is obtained concerning the regression of job-performance on test-performance, the setting of passing scores on professional licensing and certification examinations will contain some degree of arbitrariness. Data from performance domains suggests that some tests have differential validity and an adverse impact on minority groups,…

The author proposes a substitute for demonstrating the validity of employment tests, based on his study of Equal Employment Opportunity Commission and federal executive agency guidelines and of court decisions relating to personnel selection. He states that test validation is still best but may not be necessary if steps are taken to avoid adverse…