Personnel Testing and Equal Employment Opportunity, Volume 2,Halaman 43

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Halaman vi - ... to give and to act upon the results of any professionally developed ability test provided that such test, its administration or action upon the results is not designed, intended or used to discriminate because of race, color, religion, sex, or national origin.
Halaman viii - Selection techniques other than tests may also be improperly used so as to have the effect of discriminating against minority groups and women.
Halaman vi - Evidence of a test's validity should consist of empirical data demonstrating that the test is predictive of or significantly correlated with important elements of work behavior comprising or relevant to the job(s) for which candidates are being evaluated.
Halaman viii - ... evidence from validity studies conducted in other organizations, such as that reported in test manuals and professional literature, may be considered acceptable when: (a) The studies pertain to jobs which are comparable (ie, have basically the same task elements), and (b) there are no major differences In contextual variables or sample composition which are likely to significantly affect validity.
Halaman vii - Instances where evidence of validity is appropriately obtained from more than one company in the same industry. Both in this Instance and in the use of data collected throughout a multiunit organization, evidence of validity specific to each unit may not be required: Provided, That no significant differences exist between units. Jobs, and applicant populations.
Halaman vii - Where a test is to be used in different units of a multiunit organization and no significant differences exist between units, jobs, and applicant populations, evidence obtained in one unit may suffice for the others. Similarly, where the validation process requires the collection of data throughout...
Halaman vii - For the purpose of satisfying the requirements of this part, empirical evidence in support of a test's validity must be based on studies employing generally accepted procedures for determining criterion-related validity, such as those described in "Standards for Educational and Psychological Tests and Manuals," published by the American Psychological Association, 1200 17th Street NW., Washington, DC 20036.
Halaman viii - In cases where the validity of a test cannot be determined pursuant to 1607.4 and 1607.5 (eg, the number of subjects is less than that required for a technically adequate validation study, or an appropriate criterion measure cannot be developed) , evidence from validity studies conducted in other organizations, such as that reported in test manuals and professional literature, may be considered acceptable when: (a...
Halaman vi - Because the material herein is interpretive in nature, the provisions of the Administrative Procedure Act (5 USC 553) requiring notice of proposed rule making, opportunity for public participation, and delay in effective date are inapplicable. The Guidelines shall be applicable to charges and cases presently pending or hereafter filed with the Commission. Sec. 1607.1 Statement of purpose. 1607.2 "Test
Halaman vii - ... the validation evidence. Such criteria may include measures other than actual work proficiency, such as training time, supervisory ratings, regularity of attendance and tenure. Whatever criteria are used they must represent major or critical work behaviors as revealed by careful job analyses. (4...

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