Fairness in Employment Testing Validity Generalization, Minority Issues, and the General Aptitude Test Battery (1989) / Chapter Skim
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14 Central Recommendations
14 Central Recommendations
Pages 281-290
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From page 281... ...
OPERATIONAL USE OF THE VG-GATB REFERRAL SYSTEM A thorough evaluation of the General Aptitude Test Battery (GATB) leads us to conclude that the test has modest levels of validity for predicting job performance, and that these predictive validities are strong enough to produce some enhancement of worker performance for individual employers who use test information in selecting employees.
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From page 282... ...
To permit only one route into the work force would result in its impoverishment. Giving the sort of primacy envisioned to a single instrument would also unnecessarily burden certain job seekers, for some people are simply not well served by cognitive tests because of test anxiety, certain kinds of handicapping conditions, or language problems.
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From page 283... ...
We endorse the adoption of score adjustments that give approximately equal chances of referral to able minority applicants and able majority applicants: for example, within-group percentile scores, performance-based scores, or other adjustments. Given the modest current levels of GATB validities, such adjustments are necessary to ensure that able black and Hispanic workers will not
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From page 284... ...
SCORE REPORTING The uppermost concern in reporting GATE scores should be to provide the most accurate and informative estimate of future job performance possible. Used in isolation, percentile scores (whether computed for the whole population or by specified subgroups)
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From page 285... ...
In addition, the expectancy score is more informative than other scoring methods because it reflects the predictive accuracy of the test as well as the performance of the applicant. With a test of modest validities like the GATE, this scoring method helps to prevent the incorrect inference that large differences in test scores reflect similarly large differences in performance on the job; employers and applicants are informed that even low scorers on the test have a reasonable chance of being above-average workers.
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From page 286... ...
economy, given the Department of Justice challenge to the legality of within-group scoring and the larger philosophical debates about race-conscious mechanisms ancl the known problems of using a test with severe adverse impact, given the primitive state of knowleclge about the relationship of individual performance and productivity of the firm, we recommend that the claims for the testing program be tempered and that employers as well as job seekers be given a balanced view of the strengths and weaknesses of the GATB and its likely contribution in matching people to jobs.
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From page 287... ...
The Employers' National Job Service Committee can help to identify appropriate employers who are willing to commit the resources necessary to study the effects of VG-GATB referral. SPECIAL POPULATIONS Veterans Like members of protected minority groups, military veterans have been the object of federal law and policy intended to increase their participation in the work force.
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From page 288... ...
Job counselors who serve handicapped applicants, disabled veterans, or other populations with special needs must have regular access to the daily flow of job orders.
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From page 289... ...
19. Because special expertise in assessing the capabilities of people with handicaps is necessary and available, we recommend that the Department of Labor encourage closer coordination between state rehabilitation agencies and the State Employment Service Agencies.
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