[IPAC-List] Pass points for employment tests and the Standards foreducati...

[RPClare at aol.com]

This has always been a thorny issue. In the absence of any  union issues or 
other binding "list use" rules, there is no reason to set a pass  point. If 
1000 folks take a "test" and there are 14 vacancies the last 986 folks  
don't have a chance of getting a job. Other factors such as "rule of...", "life 
 of the list" and unavailability of one or more of the "reachable" folks  
shape what that final "reachable" number is. The issue of a 
non-discriminatory  list (test result) rings hollow if the protected groups are in the bottom 
half  of the list and have no realistic chance of getting a job. Regardless 
of what we  call it, the group who have a reasonable chance of getting a 
position is the  "true" list no matter how it may be identified. There is no 
more "job related"  factor than the number of people having a reasonable 
chance of  appointment.
 
 
In a message dated 7/28/2010 3:41:49 P.M. Eastern Daylight Time,  
Bryan.Baldwin at doj.ca.gov writes:

The key  to your question (or is it the answer) lies with "in the absence
of factors  that would suggest discriminatory effect or intent."  To some
extent  then this is the age-old "if a tree falls in the forest..."
question, but  looking at cases that have been brought against employers
(e.g., SEPTA,  City of Chicago), courts have not looked particularly
fondly upon employers  that have set cut-scores based purely on
administrative  convenience.

Can you set pass points based on number of positions to  fill?  Sure. 
You could also set it based on the fact that 85 is your  favorite number.
Is this a problem?  Probably, from purely a utility  perspective if it
wasn't set in a job-related fashion.  Could it be a  problem legally? 
Absolutely, if it has adverse impact and you can't  provide the related
evidence.


Bryan Baldwin
Staff Services  Manager II
California Department of Justice
Division of Administrative  Support
Personnel Programs
(916) 322-5446


>>>  "Shekerjian, Rene" <Rene.Shekerjian at cs.state.ny.us> 7/28/2010  11:58

AM >>>
The Standards seem to say that pass points can be  set for employment
tests based solely on the number of positions to be  filled (4.19 and
4.20). Based on things I have heard and read, I have the  feeling that
that is not how things have played out over the years.  

Is it really that simple for employment tests? (Gets ready to duck.)  Of
course, I mean in the absence of factors that would  suggest
discriminatory effect or intent.

I would appreciate any  thoughts you would care to share on this  issue.

Thanks,

René

René Shekerjian | Testing Services  Division | NYS Department of Civil
Service  
==============================================================

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