Uniform Guidelines on Employee Selection Uniform Framework for

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Uniform Guidelines on Employee Selection • Uniform Framework for employment decisions -- apply only

Uniform Guidelines on Employee Selection • Uniform Framework for employment decisions -- apply only to selection procedures for employment decisions • Discrimination -- use of selection procedure with adverse impact on protected group -- unless procedure validated • Adverse Impact defined -4/5 th’s Rule

Adverse Impact S. 4(D) • 4/5 th’s Rule • Smaller differences may be adverse

Adverse Impact S. 4(D) • 4/5 th’s Rule • Smaller differences may be adverse impact where statistically significant • failure to maintain data on impact may be used to draw inference of adverse impact • “Bottom Line” -- if aspects of selection process have impact, but overall process doesn’t -up to discretion of enforcement agency

Validity Studies - S. 5 • Criterion Related Validity Study: empirical data shows procedure

Validity Studies - S. 5 • Criterion Related Validity Study: empirical data shows procedure is predictive of important elements of job performance • Content Related Validity Study: shows selection procedure is representative sample of important aspects of job performance • Construct Related Validity Study: show procedure measures characteristics important for job performance

Criterion Related Validity Studies S. 14(B) • Demonstration by empirical data showing procedure is

Criterion Related Validity Studies S. 14(B) • Demonstration by empirical data showing procedure is predictive of important elements of job performance • job analysis -- work behavior relevant to job performance • criterion measures represent critical work behavior • show statistical relationship btwn. scores and criterion measures • study sample representative of job candidates • paper & pencil tests

Content Related Validity Studies S. 14(C) • Show content of procedure is representative of

Content Related Validity Studies S. 14(C) • Show content of procedure is representative of important aspects of job performance • is it appropriate for use for job in question -- not for selection based on mental process, or involves knowledge or skills to be learned on job • job analysis -- work behavior for successful job performance • behavior selected must represent behavior for job (operational definition of skills)

Construct Related Validity Studies S. 14(D) • show procedure measures degree to which candidates

Construct Related Validity Studies S. 14(D) • show procedure measures degree to which candidates have identifiable constructs determined to be important for job performance • job analysis -- show work behavior and traits (constructs) underlying success job performance • identify selection process which measures constructs

Documentation of Validity & Impact S. 15 • Maintain information for each job and

Documentation of Validity & Impact S. 15 • Maintain information for each job and impact of selection process • If adverse impact, maintain evidence of validity of selection process (simplified process for <100 employees) • annual determination of impact on groups of 2% or more in laborforce or labor market • maintain evidence of validity studies where adverse impact

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