Content validity involves a judgment that all knowledges, skills, abilities, and other worker characteristics (KSAOs) needed for successful job performance (or a specified portion, the job content domain), have been adequately sampled by the tests used for employee selection and promotion decision making. The model outlines the procedure for documenting the content validity of both an individual test per se and the total employee selection program. Major steps are: (1) Job Analysis--identifying KSAOs; determining their importance, level, and ability to differentiate among workers; (2) Selection Plan--determining the appropriate measurement criteria, for example: written test, performance test, physical requirements, interviews, evaluations of background and experience, then combining measurement results; (3) Test Plan--defining the job content domain, test objectives, format, timing, length, and sampling method; (4) Test Construction--item writing and review, test assembly and pretesting; (5) Test Use--administration and scoring, determining technical adequacy and periodically reviewing for currency. A representative panel of subject matter experts must be involved in each step. This model meets content validity standards set by the American Psychological Association and federal regulatory agencies. Bibliographical references, a brief glossary, and sample forms are appended. (CP)