Developing, Validating, andAnalyzing Written Tests: Overview& BackgroundBCGi: Adverse Impact & TestValidation Book Series
How are Written Tests Developed, Validated,and Analyzed?• Written tests vary in type and purpose:   – Job Knowledge   – Ab...
Why is this Topic Important to HR/EEO Professionals? • Why do I need to know about this topic?   – Written tests are likel...
Presentation Overview• Overview & Background• Five Typical Steps for Developing Written Tests• Seven Steps for Developing ...
Resources• Adverse Impact and Test Validation: A Practitioners  Handbook by Daniel A. Biddle, Ph.D.   – Purchase online at...
About Our Sponsor: Biddle Consulting Group (BCG) BCG is an HR firm dedicated to providing the highest products and service...
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Developing, Validating and Analyzing Written Tests (Overview)

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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.

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Developing, Validating and Analyzing Written Tests (Overview)

  1. 1. Developing, Validating, andAnalyzing Written Tests: Overview& BackgroundBCGi: Adverse Impact & TestValidation Book Series
  2. 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. 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 www.BCGinstitute.org
  4. 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 www.BCGinstitute.org
  5. 5. Resources• Adverse Impact and Test Validation: A Practitioners 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. 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

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