Assessment refers to a broad array of approaches for measuring or evaluating a person's (or group of persons') skills, behaviors, dispositions, or other attributes. Assessments range from standardized tests used in admissions, employee selection, licensure examinations, and domestic and international largescale assessments of cognitive and…

Purpose: The purpose of this paper is to compare two years of results for one state's performance-based assessments for principal licensure Performance Assessment for Leaders (PAL). This includes the field trial (2014-2015) and first year of statewide implementation (2015-2016) when passing score requirements and fees were added. Survey results on…

Study seeks to determine whether verbal and arithmetic skills measures were related to indices of job behavior for a hardcore'' unemployed sample. (Author)

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,…

Many proposed moderators, "explanatory variables," in personnel psychology are probably illusory, having been created solely by belief in the law of small numbers. Race is one such illusory moderator. Also described is a model for validity generalization that questions the traditional doctrine of situational specificity of test…

Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

To verify assumptions concerning content validity and to qualify relationships between tests and criteria, three validation studies of the United States Employment Service Dictation, Spelling, and Typing Tests were carried out in cooperation with 18 State Employment Services. Study I, validation of the Spelling and Dictation Tests, revealed a…

Data are presented on the validity and reliability of a new form of employee honesty testing: "The Integrity Interview." Results indicated that this instrument was a reliable alternative to commonly used written measures, although further study is needed to establish normative data across different employee populations and settings.…

"Content validity" has been widely but unwisely hailed as a solution to many problems in employee selection. The author argues that sampling from content domains cannot logically be substituted for criterion related validity. He suggests that evaluations of scores be based on the principle of construct validation. (Editor/RK)

A United States Employment Service (USES) General Aptitude Test Battery (GATB) plan was formulated to evaluate and develop additional job-related assessment methods. Eighteen alternative predictors were reviewed, from which biodata was selected for development. The literature indicates that biodata provides increased validity with little or no…

Fair, valid, and reliable measurement of dependent variables is a concern in personnel evaluation studies. Performance tests, that is, job or work sample tests, situational tests, and job learning or trainability tests, are being used with increasing frequency as measurement techniques capable of meeting these needs. The three categories of…

Seventy-six insurance company jobs were analyzed by 203 raters in an effort to assess the potential usefulness of the Position Analysis Questionnaire (PAQ) as a job analysis device to be employed in a more extensive, company-wide research program. (Editor/RK)

Analyzes the measurement properties of the personnel audit and the relationship of audit to organizational criteria. Nine dimensions summarize 37 audit measures, including predicting executive perceptions of organizational performance and Personnel Function, employee satisfaction, and profitability per capita. Personnel budget allotment per capita…

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)

Reviews recent developments in the use of commercially available written integrity tests for employee selection. Discusses legal issues related to the use of the polygraph and integrity tests, and reviews empirical research on the reliability, criterion-related validity, construct validity, fakeability, and adverse effects of integrity tests. (TE)