While many types of selection procedures are frequently litigated, none are as vulnerable as the infamous written test. There are at least two reasons for this. First, written tests typically have higher levels of adverse impact against minorities (Sackett,2001; Neisser, 1996) than other types of selection procedures, making them eligible for civil rights litigation. Second, they are sometimes only theoretically related to the job, or not sufficiently related to the job. Despite these drawbacks, written tests are frequently valid predictors of job success and are typically not biased against minorities (SIOP Principles, 2003, p. 32). For these reasons, employers should complete validation studies on written tests. Completing a thorough validation process helps insure that the test used for selection or promotion is sufficiently related to the job (and includes only test items that Job Experts have deemed fair and effective) and generates documentation that can be used as evidence should the test ever be challenged in an arbitration or civil rights litigation setting. 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. Developing, Validating, and
Analyzing Written Tests: Overview
& Background
BCGi: Adverse Impact & Test
Validation Book Series

2. How are Written Tests Developed, Validated,
and Analyzed?
• Written tests vary in type and purpose:
– Job Knowledge
– Ability
– Personality
– Entry-level
– Promotion
– Certifications
• Written tests need to be validated if they exhibit adverse
impact
– Content or criterion-related validity
– Numerous steps are involved…
www.BCGinstitute.org

3. Why is this Topic Important to HR/EEO Professionals?
• Why do I need to know about this topic?
– Written tests are likely to exhibit adverse impact, which means they are
among the selection tools most likely to be litigated
– Strong written tests can be highly effective tools for reducing the
applicant population and selecting qualified workers
• What are the key essentials I need to know about this topic?
– Written tests that measure skills/abilities, job knowledge, and
personality all have different development and validation steps
– Customized, job-specific tests will generally have higher validity than
“one-sized fits all” tests
– Personality tests that are given with cognitive tests can enhance the
validity of your testing process and reduce adverse impact
– If you’re audited and PPTs have AI, FEAs will go through the validity
of your test
– The employer’s responsible—not the test publisher
• What are the consequences surrounding these issues?
– Job-specific tests will maximize job performance of your workforce
– The “start up” cost of a validation case is $30k to $80k
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4. Presentation Overview
• Overview & Background
• Five Typical Steps for Developing Written Tests
• Seven Steps for Developing a Content Valid Job
Knowledge Written Test
• Steps for Developing a Customized Personality Test
Using a Concurrent Criterion-related Validity
Strategy
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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