Seven commercially available work evaluation systems are compared using a standardized outline: development, organization, work evaluation process, administration, scoring and norms, observation of clients, reporting utility, training in the system, technical considerations, reviewer's summary and comments, address, cost, and references. There are…

Four commercially available work evaluation systems are compared using a standardized outline: development, organization, work evaluation process, administration, scoring and norms, observation of clients, reporting utility, training in the system, technical considerations, reviewer's summary and comments, address, cost, and references. There are…

The Ohio State Instructional Preference Scale (OSIPS) was designed to identify persons suited or not suited for teaching. After identifying six areas covered in general secondary methods courses, two researchers independently constructed a series of statements representing attitudes, ideas, and dispositions about each area and jointly constructed…

This study develops a procedure for detecting items which are biased for particular ethnic groups and utilizes this procedure to evaluate the fairness of reading, mathematics, and occupational information test items for several ethnic groups. The population for each ethnic group was chosen from examinees administered the 1973 version of the…

A modified version of Super's Work Values Inventory (WVI) was administered to third and fifth grade students in a medium-size industrial community. The original WVI was administered to 9th and 11th grade students in the same community. Internal consistency coefficients, construct validity and ordering of work values are reported by grade and sex.…

For a heterogeneous sample, the correlation coefficients between the Basic Interest Scales and the Occupational Scales and between the Basic Interest Scales and the Nonoccupational Scales of the Strong Vocational Interest Bland for Women (SVIB-W) are presented. Although the pattern of intercorrelations may be somewhat different for other samples,…

Vocational Preference Inventory (VPI) scores and vocational choice were collected from 6,289 male freshmen at 31 colleges in the spring of 1964. The same data was collected from 12,345 male two-year college freshmen at 66 institutions in 1968. From the correlation matrix of the six VPI scale scores given in Holland, a principal components analysis…

This report was prepared by the Careers and Curricula Program, which is a career development and guidance program sponsored by The Center for Social Organization of Schools. As one of five Center programs which develop scientific knowledge of the schools' effects upon students and utilize this information to improve educational practices, this…

The revised Oregon metro edition of the U.T.E.S. interest check list for intermediate education aims at helping students decide what kinds of work they would like and lists activities that are found in a broad range of industries and occupations in the nation. Specific instructions advise the student that the check list is not a test and that…

The study examined the interrelationships of age, aptitude measures, and training performance scores for 710 men. They ranged in age from 21 to 52 years, but less than 12% were over 40. Most of the men were former military controllers who possessed sufficient prior ATC experience to be selected for training with an exemption from a qualifying…

Two approaches to the validation of occupational interest inventories are considered. The approaches vary according to whether one is interested in predicting students' occupational preferences as opposed to assisting counselors in advisement. One empirical example using female college students is presented. (Author/JKS)

The usefulness of short-term behavioral criteria as a technique for validating vocational needs and interests inventories is investigated. An empirical example demonstrates the usefulness of the technique. (Author/JKS)

Describes a procedure developed at the Red River Army Depot, Texarkana, Texas, for selecting and evaluating personnel called AKS ME (Ability, Skill and Knowledge Merit Evaluation), consisting of four basic steps: job analysis, examination plan, candidate evaluation, and validation. (MF)

The scale scores of Kuder Occupational Interest Survey (KOIS) profiles of 1,084 males and females were converted to intraindividual form by means of a z-score transformation. The results are discussed in terms of their utility for interpretation of high ranking scales. (Author)

As the present legal climate makes it necessary for management to be able to validate their personnel selection and promotion systems, the authors offer some methods for making decisions about criteria for finding, training, and assessing personnel. (MF)