Discusses test validation studies, adverse impact analyses, and job analyses used to validate assessment procedures for screening corrections officer candidates in Pennsylvania. Addresses psychological screening, background investigations, and assessment fairness. (Contains 50 endnotes.) (SK)

This study explores whether the anticipation of a graded (merit, pass, fail) test outcome rather than a binary (pass, fail) form of feedback influenced the motivation of learners taking a vocationally related test. Ninety-four students currently taking a vocationally related qualification were divided into control and experimental groups. Each…

A survey asked newspaper editors how they assess job candidates, particularly whether they use skills testing. A stratified random sample of editors at 350 American daily newspapers was divided into four categories based on circulation. Completed questionnaires were obtained from 154 respondents (44% response rate). Results indicated that over 55%…

To encourage vocational evaluation professionals to think about the importance of providing clients with occupational facts and informaton, rationale and guidelines are presented for incorporating more occupational information into the vocational evaluation process. Following a section defining occupational information and related terms, the need…

As part of a continuing effort to improve existing methodology for development and use of occupational data gathering devices, this report considers the relative validity of two varied item formats for obtaining length of service data; specification in total months versus a combined years and months formulation. The later format was found to have…

To obtain baseline information about the relationship among performances in education programs, certification examinations, and working situations, the 358 cytotechnologists who took the 1965 certification examination in exfoliative cytology were selected for study. Based on questionnaires and other information concerning education and clinical…

This is a presentation of a new method for interpreting the Ohio Vocational Interest Survey (OVIS) using visuals. The OVIS, administered in 43 high schools in San Diego County, California, was intended to complement the existing school guidance and counseling programs by providing the students with their measured and expressed occupational…

Analyzes critically and integrates the legal, psychometric, and professional literature on the use and misuse of cutoff scores by managers to help make personnel decisions. Examines alternative methods in relation to legal precedents set by the courts, to psychometric principles, and to the various sets of professional guidelines. (Author/ABL)

Reviewed court cases to assess implications of latest professional and legal guidelines for court deliberations regarding the criterion-related validity of tests with adverse impact. Among the findings were the heavy reliance placed on test development procedures and the reluctance of judges to accept recent reseach findings, which are…

This collection of reproducible instruments is designed to help trainers evaluate the performance of their students and to evaluate their success of the training itself. Part 1 discusses assessments and their use. Part 2 contains a topic and assessment matrix and includes 50 assessments that measure various job-related attitudes, knowledge, and…

The National Longitudinal Survey of Labor Force Behavior concluded that underprivileged youth lack occupational information. But the Knowledge of the World of Work Test administered to the young people surveyed does not appear to be reliable. (SK)

The components of a system for practical skills assessment or trade testing is discussed. The system, called Progressive Assessment Testing (PAT), is used in the normal workshop situation and enables the employer to identify and correct weaknesses in performance at the appropriate point in the training process. (Author/EC)

The accuracy was assessed of a method for estimating unrestricted univariate predictor means and variances from sample data for three populations in two personnel selection contexts. The first context was characterized by direct non-strict truncation and the second was characterized by direct strict truncation on the predictor. (TJH)

Alternate versions of the Western Personnel Test were administered via computer and in the standard paper and pencil format to two groups of adults (N=50). Results suggest that the two forms of administration yield comparable results, and that separate norms for the computer-administered version are not necessary. (TJH)