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

[Mark Hammer]

Well that's just it, isn't it?  When the outcomes, and especially the
basis, of selection decisions can be public, the basis for non-selection
cannot appear to be either punitive or derogatory, or else one will be
met with a fair degree (in every sense of the word "fair") of
opposition, particularly when the selection process is internal to the
organization,
 
And if calling it something else that doesn't sting quite so much and
is the spoonful of sugar that helps the medicine go down, so be it.
While I've got you all here, Happy New Year, eh?
 
Mark


>>> <RPClare at aol.com> 2014/01/03 12:18 AM >>>


excellent post making it a whole different perspective...more like a Py
test than "integrity.

 
In a message dated 1/2/2014 11:16:54 P.M. Eastern Standard Time,
Harry.Brull at KornFerry.com writes:



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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