Those responsible for selection for employment or schooling should use unbiased procedures which predict individual performance, evaluate individuals, and identify the highest ranked individuals. The problem of personnel selection can be viewed as a problem in decision theory in which group membership (race, age, religion) provides a certain…

Validation studies were conducted on nine revised aptitude areas of the Army Classification Battery (ACB) to determine whether ACB scores provided an equitable indication of the qualifications of blacks and whites for training in major groups of Army jobs. The aptitude areas were: combat, field artillery, electronics repair, operators and food,…

Sexual inequality is rooted in systematic male-female differences in employer-employee exchanges of productive resources for employment and pay. In an analysis of the effects of the differential distribution of personnel across the major job classes and hierarchical levels of a large utilities firm, the degree to which the male-female salary gap…

Results and procedures of a job analysis for the position of entry-level health services administrator (HSA) are summarized. Study objectives were as follows: to identify the tasks done by entry-level HSAs; to rate the importance of each task; to classify related tasks into categories, called "job dimensions"; to identify the skills and the…

Results of a job analysis for the position of entry-level health services administrator (HSA) are presented. The following products of the study are presented: a list of 132 tasks grouped into 10 job dimensions (e.g., policy direction, financial management), ratings of the importance of each task at entry-level, a list of 39 qualifications,…

Intensive foreign language courses are discussed in terms of historical background, categorization of types, definition of components of intensive instruction as practiced at present in academic settings, and advantages and special problems of intensive instruction. Practical considerations for the implementation of intensive options cover the…

It is suggested that bias--when associated with a predictor, a test, or a statistical estimator--is not always bad, in spite of the immediate negative response evoked by the word, bias. Four settings are described to illustrate situations in which a procedure should not be summarily rejected due to bias: (1) educational researchers rejected the…

Comparisons are made of the groups of Army officers that were procured through various programs and of various categories within the Army Reserve Officers' Training Program (ROTC). The criterion for these comparisons was the final course grades in the Officer Basic Courses (OBC) of the 13 career branches. Two samples were studied; one sample…

Part 1 of this conference report on employing the hard-core unemployed asserts the urgency of action by business and industry to meet employment problems, and presents examples of more active recruitment and liberalized hiring and placement practices, employer-sponsored education and training, efforts by employers to take action on transportation,…

Written for employers, personnel directors, vocational rehabilitation personnel, placement specialists, and all others involved in helping the mentally handicapped find their rightful place in the world of work, these guidelines discuss significant factors to consider when employing or seeking employment for the mentally handicapped. These factors…

This master's thesis presents a survey of state standards for day care personnel using data gathered from copies of general state day care requirements. Requirements for day care teachers are organized into five categories: health, education, abilities, personality and extraneous variables. Five questions are asked in the survey concerning minimal…

This publication on staffing and staff development is the fifth in a six-part series describing the Management Organization Systems Technique (MOST) developed at Wayne County Community College. The purpose of MOST is to determine the goals and objectives of a college and assist in their attainment and evaluation. The staffing and staff development…

In order to improve on their selection, promotion, and identification decisions regarding high level management personnel, many large corporations, some small ones, and several governmental agencies have resorted to the assessment center approach. Briefly, the assessment center is an intensive multiple-techniques evaluation process. Candidates for…

The potential usefulness of computerized tests for supplementing paper-and-pencil measures for predicting job performance abilities was the objective of a series of studies. This report covers the initial test development and analysis research. Eight computerized tests were constructed to measure five personal attributes identified in previous…

Research which resulted in the development of the United States Employment Service Specific Aptitude Test Battery for use in selecting inexperienced or untrained individuals for training as Maintenance Repairer is described. Occupational norms were established in terms of minimum qualifying scores for each significant aptitude measure, which when…