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…

How managers develop following their individual assessment is explored, examining links between steps in the development process, and testing several hypotheses about the relationships between environmental characteristics and individual development. A framework proposed by L. W. Hellervik, J. F. Hazucha, and R. J. Schneider (1992) suggests that…

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…

Occupational norms exist for some tests, and differences in the distributions of test scores by occupation are evident. Sampling error (SE), situationally specific factors (SSFs), and differences in job content (DIJCs) were explored as possible reasons for the observed differences. SE was explored by analyzing 742 validity studies performed by the…

This document presents information, in the form of summary sheets, on 54 teacher evaluation instruments. Each summary contains pertinent information about the instrument regarding publishing company, author, criteria evaluated, subject of observation, category dimension, and coding units. The 19 criteria used in the evaluation tests, which were…

Exams which are periodically updated and revised also require a revision of the cut score to ensure that examinees who take the original form of the test, and those taking the revised form, are scored on an equivalent basis. This paper discusses available standard setting procedures as applied to establishing minimum passing scores for licensing…

Characteristics of the National Teacher Examinations (NTE) of 10 years hence are projected. The NTE-recommended guidelines for the examination are that: the test be used for selection and certification of teachers; it will be suitable for group testing; a single map will be used for the professional component to measure teacher effectiveness; map…

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

The Vocational Preference Inventory and the Edwards Personal Preference Schedule were administered to 372 undergraduates. The two instruments were compared using canonical analysis. The analysis revealed three significant relationships between components of the two instruments. The relationships were viewed as supportive of Holland's theory of…

The practice of not sharing tests results with clients may soon be in conflict with the Ethical Standards for Psychologist (sic). Studies using self-validation of feedback information to study feedback parameters have shown that the form of feedback is less important than the content. To investigate direct feedback of test results by computer, the…

During l978-79, the Dallas Independent School District (DISD) implemented a pilot program to develop a vocational assessment process for handicapped students from secondary special education programs. The evaluation was designed to help students identify their individual interests, skills, and potentials, and thereby plan for realistic careers in…

A study dealt with the use of the Position Analysis Questionnaire (PAQ) within a job component validity framework as the basis for estimating aptitude requirements of jobs represented by scores on commercially available tests as contrasted with scores on General Aptitude Test Battery (GATB) tests. Procedures generally consisted of the use of job…

Component scores for the Basic Interest Scales (BIS) and the Occupational Scales (O-S) of the revised Strong Vocational Interest Blank for Women (TW 398) were separately developed and intercorrelated along with standardized composite scores representing each of the eleven Groups of Occupational scales on the profile. The dimensionality of the BIS…

Male and female enlistee samples were compared for total groups and by enlistment region in terms of their performance on the Airman Qualifying Examination (AQE) and the Armed Services Vocational Aptitude Battery (ASVAB). Women in the Air Force (WAF) test-retest performance was evaluated on the Armed Forces Women's Selection Test (AFWST) which is…

The development and use of the GATB in the United States is presented by a Canadian author. The history of establishing the norms for the GATB is also discussed. The use of the GATB as a counseling and selection tool is outlined while another section of the article points out the advantages and disadvantages of the test battery. There are also…