[IPAC-List] Use of integrity assessments in public sector

Jim Kuthy jkuthy at biddle.com
Thu Jan 2 18:27:12 EST 2014

According to the U.S. Department of Labor's publication, "Testing and Assessment: An Employer's Guide to Good Practices," (2000)(see http://www.onetcenter.org/dl_files/empTestAsse.pdf) ...

"All honesty and integrity measures have appreciable prediction errors. To minimize prediction
errors, thoroughly follow up on poor-scoring individuals with retesting, interviews, or reference
checks. In general, integrity measures should not be used as the sole source of information for
making employment decisions about individuals."

I couldn't have said it better.


Jim Kuthy, Ph.D.
Principal Consultant | Biddle Consulting Group, Inc.
193 Blue Ravine Road, Suite 270 | Folsom, CA 95630
(916) 294-4250 ext. 239 | Fax: (916) 294-4255
www.biddle.com | www.criticall911.com | www.opac.com | www.affirmativeaction.com

From: Reid Klion [mailto:RKlion at panpowered.com]
Sent: Thursday, January 02, 2014 2:38 PM
To: ipac-list at ipacweb.org
Subject: [IPAC-List] Use of integrity assessments in public sector

Happy 2014 to all!

I am curious about the group's thoughts about a question that was recently posed by a colleague regarding the use of integrity tests in the public sector. Integrity tests are used fairly broadly in the private sector for individuals applying for "positions of trust." However, neither of us were aware of their usage in the public sector (setting aside the use of psychological assessments for the selection of public safety officers which uses a different set of assessments much broader in scope ). Anyone have any thoughts or anecdata? Thanks-


Reid E. Klion, Ph.D.
Chief Science Officer
pan - Performance Assessment Network, Inc.
11590 North Meridian St.
Suite 200
Carmel, IN 46032 USA
317.814.8808 Office
317.908.4312 Mobile
317.814.8888 Fax
rklion at panpowered.com<mailto:rklion at panpowered.com>

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