Many employment situations require workers to be physically “strong” and “fit,” as well as many combinations between each. Many truck driver positions, for example, require drivers to exert substantial feats of strength (e.g., installing heavy tire chains in the snow, strapping and securing a load, etc.) sporadically between hours of low cardiovascular exertion (e.g., driving). Other positions (warehouse “order pickers” for example), may require workers to be both “strong” and “fit” while they maintain constant workloads that demand both strength and fitness for an entire shift. In situations where the physical job demands are rigorous, the best way to insure that applicants are job-ready is to develop a work sample test that replicates and mirrors a “vital snapshot” of the job. In this way, whatever combination of strength and fitness that is required for the actual job is mirrored on the pre-employment test (as much of each that can feasibly be included on a pre-employment test). Research strongly suggests there will be fewer dissatisfied test takers if the content of a test is transparently similar to the content of the job, such that those who fail the test would realize that they would not successfully perform the job. Learn more about the BCG Institute for Workforce Development by going to www. BCGInstitute.org Visit http://bcginstitute.org/?AIBookSeries to learn about the Adverse Impact and Test Validation webinar series based on Dr. Biddle’s book.

1. Steps for Developing a Validated Work
Sample Physical Ability Test (PAT)
Using Content Validity
BCGi: Adverse Impact & Test
Validation Book Series

2. Developing/Validating Work Sample Physical
Ability Tests (PAT) Using Content Validity
• Physical Ability Tests (PATs) are tests that measure an
applicant’s ability to perform the physical parts of the job
– The can be administered in pre- or post-job offer settings
• PATs are highly useful and necessary tools in a wide variety of
employment situations
• Strenuous PATs can sometimes exhibit adverse impact against
women, and must therefore be validated
• Using “Work Sample” style PATs to mimic the actual job are
generally preferable to more abstract types of PATs
• Using a content validation strategy is preferable in most
situations where PATs will be used
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3. Why is this Topic Important to HR/EEO Professionals?
• Why do I need to know about this topic?
– PATs are typically the #1 cause of adverse impact against women
in hiring settings
– PATs that have not been validated but exhibit adverse impact will
quickly lose in litigation
– Physically demanding jobs need to have PAT, or “false positives”
will enter the workplace
• What are the key essentials I need to know about this topic?
– Using a content validation strategy is fairly straight-forward for
validating PATs
– The Uniform Guidelines and the 1990 ADA provide the key
criteria for setting up defensible PATs
• What are the consequences surrounding these issues?
– Qualified workers will be unfairly screened out unless a PAT is
valid
– The “start up” cost of a validation case is between $30k and $80k
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4. Presentation Overview
• Steps for Developing a Validated Work Sample
Physical Ability Test Using Content Validity
• Administering the Test
• Scoring Physical Ability Tests
• The Americans with Disabilities Act and
Physical Ability Testing
• Sample Test Event Description: Ladder
Removal/Carry
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5. Resources
• Adverse Impact and Test Validation: A Practitioner's
Handbook by Daniel A. Biddle, Ph.D.
– Purchase online at www.BCGinstitute.org
• Adverse Impact and Test Validation Book Series Webinars
– Recordings available online for all BCGi Platinum Members
– Webinar slides available online to all BCGi Standard & Platinum
Members
• BCGi Membership
– Free Standard Membership
– Premium Platinum Membership
www.BCGinstitute.org

6. About Our Sponsor: Biddle Consulting Group (BCG)
BCG is an HR firm dedicated to providing the highest products and services related to
Equal Employment Opportunity (EEO), Affirmative Action and Employee Selection.
• BCG’s Consulting Services
― Affirmative Action Plan Outsourcing
― Compensation Analysis
― EEO/AA Litigation Support (Plaintiff and Defendant)
― Job Analysis
― Test Development and Test Validation
• BCG’s Software Products
― Adverse Impact Toolkit™
― AutoAAP® affirmative action plan development software
― AutoGOJA® job analysis software
― C4 call center testing software
― COMPARE™ compensation analysis software
― CritiCall® dispatcher/call-taker personnel selection software
― ENCOUNTER soft skills video situational judgment testing software
― OPAC® office skills testing software
― TVAP™ Test Validation & Analysis Program software
www.Biddle.com