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

[Shekerjian, Rene]

But these are in a much more concrete arena. These factors (below) are concrete, discrete, and measurable. I am much more comfortable with those sorts of variables. My experience in the public sector would lead me to believe that we do not use tests of integrity, conscientiousness, etc. because they are harder to defend. It may be a misperception on our part, but that is what I was told some years ago by a staff member who was involved in the psychometric community, and my limited readings since then would lead me to be very cautious with personality assessments, as much as I would like to be able to add them to our tests.

IO psychologists don't seem divided on the validity of cognitive tests. They do seem to be very divided on the validity of personality testing for employment selection. That is a red flag for me. Doesn't mean one side is right and the other is wrong, but the fact that there seems to be such a division is worrying.

René

René Shekerjian | Testing Services Division | NYS Department of Civil Service | 518-402-2660
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From: Harry Brull (OCE) [mailto:Harry.Brull at KornFerry.com]
Sent: Thursday, January 02, 2014 11:07 PM
To: Reid Klion; ipac-list at ipacweb.org
Subject: [IPAC-List] : Use of integrity assessments in public sector


Using the Employment incentory (EI), I have conducted validity studies for bus drivers (using criteria such as chargeable/non-chargeable accidents, workers' comp claims, absenteeism, etc. with excellent results. A similar study for nursing assistants also produced high validities.
I have also used measures of conscientiousness ( a more accurate nomenclature than integrity tests) for a relatively wide group of public sector positions including laborers and fire fighters.

Labelling people as "failing an integrity test" is problematic. Given conscientiousness's status as a big 5 personality characteristic - I prefer "demonstrating higher levels of conscientiousness".

Harry Brull

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From: ipac-list-bounces at ipacweb.org<mailto:ipac-list-bounces at ipacweb.org> [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Reid Klion
Sent: Thursday, January 02, 2014 4:38 PM
To: ipac-list at ipacweb.org<mailto: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


Reid E. Klion, Ph.D.
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