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Download full textCalifornia State Employment Service, Sacramento. – 1967
OCCUPATIONAL NORMS IN TERMS OF MINIMUM QUALIFYING SCORES FOR THE APTITUDE MEASURES WHICH PREDICT JOB PERFORMANCE WERE ESTABLISHED. THE GENERAL APTITUDE TEST BATTERY AND TWO CRITERION MEASURES OF SUPERVISORY RATINGS WERE TESTED ON TWO SAMPLES, ONE CONSISTING OF 34 MALE AND 56 FEMALE CAMP COUNSELORS EMPLOYED IN NEW YORK STATE SUMMER CAMPS IN 1965,…
Descriptors: Aptitude Tests, Camping, Employment Qualifications, Occupational Information
Peer reviewedDay, James F. – Journal of Employment Counseling, 1972
The U.S. Supreme Court's decision in Griggs v. Duke Power Company (1971) will have important effects on industrial personnel practices. The decision will do much to make qualification the all important factor in hiring and selection, and will tend to make race, religion, nationality, and sex irrelevant factors. (Author)
Descriptors: Court Litigation, Employment Practices, Employment Qualifications, Job Placement
Manpower Administration (DOL), Washington, DC. – 1974
Research which resulted in the development of the Specific Aptitude Test Battery for use in selecting inexperienced or untrained individuals for training as ward clerks is described. Occupational norms in terms of minimum qualifying scores for the aptitude measures which predict job performance were established. The General Aptitude Test Battery…
Descriptors: Aptitude Tests, Employment Qualifications, Hospital Personnel, Job Analysis
Peer reviewedFeild, Hubert; And Others – Personnel Psychology, 1977
This test validation study examines the validity and determines which combination of employment tests could be potentially useful in selecting job applicants for boxboard container production jobs and determines the fairness of these selected tests with respect to their future use with minority and nonminority job applicants. (Author/RK)
Descriptors: Employment Qualifications, Evaluation Criteria, Job Analysis, Job Applicants
Peer reviewedTenopyr, Mary L. – Personnel Psychology, 1977
The confusion between content validity and construct validity runs rampant in psychology today. Possibly nothing has highlighted this confusion so much as the various efforts to develop guidelines on test validation. Defines content and construct validity and attempts to provide some guidelines to clarify the conten-construct problem. (Author/RK)
Descriptors: Content Analysis, Definitions, Employment Qualifications, Personnel Evaluation
1982
A Specific Aptitude Test Battery (SATB) for Respiratory Therapist was developed by the U.S. Employment Service (USES). The technical adequacy of research, fairness to minorities, and usefulness of the battery to Employment Service staff and employers in selecting individuals for training in respiratory therapist positions were examined. Research…
Descriptors: Aptitude Tests, Employment Qualifications, Inhalation Therapists, Job Analysis
Utah State Dept. of Employment Security, Salt Lake City. Western Test Development Field Center. – 1982
The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Ticket Agent is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for ticket agent positions. Research…
Descriptors: Aptitude Tests, Employment Qualifications, Job Analysis, Occupational Tests
Tractenberg, Paul L. – Phi Delta Kappan, 1976
Discusses written and unwritten tests of teachers and such issues as due process, equal protection, and test validity. (IRT)
Descriptors: Court Litigation, Due Process, Elementary Secondary Education, Employment Qualifications
Oregon State Dept. of Human Resources, Salem. – 1982
The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Waiter/Waitress (Informal) is evaluated from three points of view: (1) technical adequacy of the research, (2) fairness to minorities, and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for training as…
Descriptors: Aptitude Tests, Employment Qualifications, Hospitality Occupations, Job Analysis
1982
The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Refinery Operator is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for training in refinery operator…
Descriptors: Aptitude Tests, Employment Qualifications, Job Analysis, Occupational Tests
Peer reviewedTillema, H. H. – Studies in Educational Evaluation, 1998
The predictive value for the development of competence of a portfolio as compared with instruments that were easier to administer was studied with 27 government management trainees in the Netherlands. Portfolios were found to be better predictors of workplace performance than were self-rating or peer-rating. (SLD)
Descriptors: Competence, Employment Qualifications, Foreign Countries, Government Employees
Grace, Evelyn Southwood – 1994
A study examined the relationships between the skills measured by basic skills assessment tools and the competencies that U.S. employers desire of their hourly employees. The basic skills desired by employers were identified through a literature review. Tools for assessing adult basic/employability skills that are currently available from a total…
Descriptors: Achievement Tests, Adult Basic Education, Basic Skills, Employer Attitudes
Manpower Administration (DOL), Washington, DC. U.S. Employment Service. – 1975
Research which resulted in the development of the United States Employment Service Specific Aptitude Test Battery for use in selecting inexperienced and untrained individuals for training as nurse aids is described. Occupational norms were established in terms of each significant aptitude measure which when combined, predict job performance.…
Descriptors: Aptitude Tests, Cutting Scores, Employment Qualifications, Evaluation Criteria
Manpower Administration (DOL), Washington, DC. U.S. Employment Service. – 1975
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 proof-machine operators is described. Occupational norms were established in terms of each significant aptitude measure which when combined, predict job…
Descriptors: Aptitude Tests, Banking, Cutting Scores, Employment Qualifications
Manpower Administration (DOL), Washington, DC. U.S. Training and Employment Service. – 1975
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…
Descriptors: Aptitude Tests, Cutting Scores, Employment Qualifications, Evaluation Criteria
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