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16 Cards in this Set
- Front
- Back
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Constitutional Law |
-Fifth and Fourteenth Amendments: "no person shall be denied life, liberty, or property without due process of law"
-Rarely used because: 1) language is general (doesn't address specific specific employment practices) 2) higher burden of proof
-'Reverse discrimination claims': unlawful discrimination against majority
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Equal Pay Act |
-Equal pay for equal work (pay men/women same salary for same job)
-Cannot avoid using different titles for same jobs
-Does not cover 'comparable work': equal pay for different but comparable work |
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Civil Rights Act |
Prohibits employers from discriminating based on race, color, sex, religion, or national origin -Enforced by Equal Employment Opportunity Commission (EEOC) -Broader coverage then hiring/promotion -'Adverse impact': Practices that reject higher percentage of protected group |
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Age Discrimination in Employment Act |
Prohibits discrimination against people 40 or older -Creates a protected class while not forcing employers to become age blind |
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Rehabilitation Act/ Americans with Disabilities Act |
Rehabilitation Act: prohibits discrimination based handicaps (applies to federal contractors)
ADA: prohibits discrimination against people with disabilities (both physical/mental) -Not only makes illegal to deny employment but must make reasonable accommodations (does not cause employer undue hardship)
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Professional Standard for Testing and Personnel Selection |
Standards for Educational and Psychological Testing (1999): good practice in development/use of tests for human decision-making -test fairness and selection bias
Principles for the Validation and Use of Personnel Selection Procedure: directly focused on personnel selection -SIOP |
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What are the three primary sources of validity evidence? |
1) Relationships between tests and other measures (i.e. job performance) (criterion validity) 2) Degree of match between test contents/requirements and job's contents/requirements (content validity) 3) Fit of item/scales as suggested by construct (i.e. strong relations between items assessing similar constructs) (construct validity) |
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Criterion-oriented test validation strategy |
Process: 1) Determine job performance measure of interest (criterion) 2) Develop test 3) Relate test measures to criterion measures -Valid tests expected to have ratings associated with job performance -'Valid generalization study' |
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Content-oriented test validation |
Sampling content of test/job: whether constructs/tasks in measure are representative of important job tasks
Evidence: documents relationship between job and test content |
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Internal structure validation strategy (construct validity) |
Interrelationships among test items (components of selection procedures or scales and constructs) |
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What are the "Principles" recommendations for job analyses and testing validation? |
Job analysis result in written description
Validation: -Use job analysis to select criteria -Accurate/thorough understanding of job content -Content domain based on work behaviors, responsibilities, and KSAOs related to effectiveness |
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What are the requirements of federal law? |
No law requires specific job analysis method but some require job information obtained via analyses (i.e. knowing essential job functions) |
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EEOC: Uniform Guidelines of Employee Selection Procedures |
Used to determine if an organization is illegally discriminating -Choice of selection procedure based on understanding of job (job-analysis) -Any job analysis method as long as provides appropriate info |
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What are the 'Guideline' suggestions for establishing validity? |
Criterion-based: review job information to determine criteria -Criteria: focus on tasks/observable behavior,central (no peripheral) tasks Content: evidence consists of data showing content of selection measure representative of aspects of performance (explicit links) -Covers most of job (not sampling tasks) Construct: Construct measures important to job success
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Guidelines for establishing legal defense |
1) Job analysis for job on which selection instrument used 2) Results of job analysis reported in writing 3) Describe job analysis process in detail 4) Collect data from variety of sources 5) When job incumbents used, collect from multiple individuals currently in position 6) Tasks, duties, and activities included in analyses 7) Most important tasks in selection measure 8) Minimum standards for incoming specified 9) KSAOs specified
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Legal guidelines related to content validity |
1) Test content weighted to correspond with importance to job 2) Keep records of content valid tests developed
*Court more interested in quality of information used then specific job analysis method |
