Rescoring of Center for Occupational and Professional Assessment objective-referenced tests is decided largely by content experts selected by client organizations. A few of the test items, statistically flagged for review, are not rescored. Some of this incongruence could be due to the use of the biserial correlation (r-biserial) as an…

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)

The test equating accuracy of content-representative anchors (subsets of items in common) versus nonrepresentative, but substantially longer, anchors was compared for a professional certification examination. Through a chain of equatings, it was found that content representation in anchors was critical. (Author/GDC)

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)

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…

Although frequently attacked as invalid, demeaning, biased, illegal, and irrelevant, preemployment testing procedures appear to be increasing in popularity. Many prominent companies and organizations are making extensive use of tests. Part of the resurgence of testing is attributable to clearer definitions of acceptable practice. Legal precedents…

This report was prepared to provide recommendations for testing adult dyslexics for employment purposes. Since the literature on dyslexia does not deal directly with this topic, the recommendations are based primarily on inferences from what is known about the diagnosis, etiology and treatment of dyslexia in children. A summary of the major…

The analyses of J. E. Hunter (1983) were replicated with an expanded data set. The Hunter study, the basis of the Validity Generalization system used by the United States Employment Service, contained 515 General Aptitude Test Battery validation studies. The data set in this study included these and additional studies to bring the data set to 755…

Several standard measures of aptitude, interest, attitude, and personality are briefly described, including the General Aptitude Test Battery, the Clerical Skills Tests, other tests sponsored by the United States Employment Service; and the Strong Campbell Interest Inventory. This volume also reviews special assessment techniques for the severely…

The conference focused upon the users of tests in counseling and guidance. The first session centered on multi-factor ability test batteries, with papers on Use of Multi-Factor Aptitude Tests in School Counseling, by Robert D. North; Use of the General Aptitude Test Battery in the Employment Service, by Pauline K. Anderson; Service Tests of…

In the late 1970s, the Department of Defense requested that the reference population for the Armed Services Vocational Aptitude Battery (ASVAB) be changed and updated to reflect the current youth population. Analyses of new data collected in 1980 indicated that speeded subtest scores of the new sample were atypically low and that the sample might…

Three topics were discussed at this conference: (1) the supply and identification of high level talent; (2) problems of evaluation in general education; and (3) the development of tests for the measurement of non-intellectural functions. Tony Oxtoby and John T. Dailey discussed military and civilian personnel research on talent identification and…

The field testing process for the collection of data on the norms, reliability, and concurrent validity of the Career Decision-Making System (CDM) is described. The CDM is a comprehensive career planning instrument that surveys interests, values, abilities, and training plans and relates them to career information in client-oriented interpretive…

The purpose of this paper, which is drawn from a larger analytic history of the National Teacher Evaluation (NTE) program, is to investigate issues of validity within the context of the program's 50-year history. Three major findings emerge from historical considerations relating to: (1) the continuity of test content and justification over the…