The Uniform Guidelines define criterion-related validity as, “Data showing that a selection procedure is predictive of, or significantly correlated with, important elements of job performance.” Criterion-related validity studies can be conducted in one of two ways: using a predictive model or a concurrent model. A predictive model is conducted when applicant test scores are correlated to subsequent measures of job performance (e.g., six months after the tested applicants are hired). A concurrent model is conducted by giving a selection procedure to incumbents who are currently on the job and then correlating these scores to current measures of job performance (e.g., performance review scores, supervisor ratings, etc.). 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.