[IPAC-List] selection validation question
Blair, Michael D[EQ]
Michael.D.Blair at Embarq.com
Thu May 28 15:54:39 EDT 2009
Sounds to me like you're getting caught in the company's process, not the Uniform Guidelines. Assuming you have a sufficient sample size and good criterion measures, you do not need to do any other validation study. In fact, a local criterion-validity study is going to trump any other validity study 99% of the time. The consultant was correct concerning the job analysis. If the job analysis is out of date, then you need to update it, since it forms the foundation for the validity study. The job analysis will determine appropriate test content, appropriate criterion measures, and can also be useful in determining test weights, test model (e.g., compensatory vs. hurdle), etc. You're clearly concerned enough about the differences in the job then versus now that you want a new validation study. Logically, a new job analysis is also warranted.
Michael D. Blair
Manager, Recruitment, Selection & Assessment
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From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Megan Paul
Sent: Thursday, May 28, 2009 2:04 PM
To: IPAC-List at ipacweb.org
Subject: [IPAC-List] selection validation question
I am currently considering the use of a commercially available selection tool (vendor and tool shall rename nameless). An in-house criterion-related validation study was done on the test many years ago, but the test was never implemented. The job has since changed enough that I would not feel comfortable implementing the test on the basis of the old results.
When I recently spoke with the one of the company's consultants and said that I wanted to do another criterion-related validity study, this time using their assistance with analyses, I was told that the research process needed to start with a job analysis and validity generalization research (both done by said company and requiring a significant amount of time on their part and my client's). The criterion-related validation is apparently considered a "follow-up" to all the other work. When I said I only wanted to do the criterion-related validation portion (a simple and quick concurrent validation), she told me that the company has to do the job analysis and validity generalization first, because "that's what the Uniform Guidelines require."
There's a lot I could say here, but I will just start with a question.
Megan E. Paul, Ph.D.
Research Assistant Professor
University of Nebraska-Lincoln
Center on Children, Families, and the Law
206 S. 13th Street, Suite 1000
Lincoln, NE 68588-0227
(402) 472-9812 Office
(402) 472-8412 Fax
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