Fairness in Employment Testing -- Copyright -- PREFACE -- CONTENTS -- SUMMARY -- Issues for Study -- Issues in Policy, Equity, and Law (Chapters 1, 2, and 13) -- Findings and Conclusions -- Is the Psychometric Quality of the GATB Adequate? (Chapters 4 and 5) -- Findings and Conclusions -- How Well Does the GATB Predict Job Success? (Chapter 8) -- Findings and Conclusions -- Does the GATB Predict Less Well For Minority Job Seekers? (Chapter 9) -- Findings and Conclusions -- Are There Scientific Justifications for Adjusting Minority Test Scores? (Chapter 13) -- Findings and Conclusions -- Is the GATB Valid for Some, Most, or All Jobs? (Chapters 6 and 7) -- Findings and Conclusions -- Will Increased Use of the GATB Result in Substantial Increases in Productivity? (Chapter 12) -- Findings and Conclusions -- Potential Effects of the VG-GATB Referral System (Chapters 10 and 11) -- Findings and Conclusions -- When Should the GATB Not Be Used? (Chapter 11) -- Findings and Conclusions -- Summary of Central Recommendations -- Operational Use of the VG-GATB Referral System -- Referral Methods -- Score Reporting -- Promotion of the VG-GATB Referral Program -- Pilot Studies -- Special Populations -- Veterans -- People with Handicapping Conditions -- PART I BACKGROUND AND CONTEXT -- 1 The Policy Context -- THE USES EMPLOYMENT TESTING PROGRAM -- Within-Group Scoring of the VG-GATB -- The Justice Department Challenge to Within-Group Scoring -- OTHER POLICY ISSUES -- Validity Generalization and the Reemergence of g -- Early IQ Testing -- The Army Alpha -- Critics of Intelligence Testing -- Relevance to Current Policy -- Should There Be Diverse Routes to Employment? -- THE INTERSECTIONS OF POLICY AND SCIENCE -- 2 Issues in Equity and Law -- PERSPECTIVES ON EQUALITY, FAIRNESS, AND SOCIAL JUSTICE -- Philosophical Foundations -- Economic Liberalism -- Meritocracy.

Meritocracy Revisited -- The Contemporary Impasse on Preferential Treatment -- The Case Against Preferential Treatment -- The Case for Preferential Treatment -- Beyond Philosophy -- FEDERAL POLICY AND PREFERENTIAL TREATMENT -- Individual Rights, Group Effects, and the Law -- Equity and Equal Protection Jurisprudence -- Affirmative Action -- PERSPECTIVES ON WITHIN-GROUP SCORING -- 3 The Public Employment Service -- HOW DO AMERICANS FIND JOBS? -- HISTORICAL DEVELOPMENT OF THE PUBLIC EMPLOYMENT SERVICE -- Beginnings -- The New Federalism -- Funding Levels -- STRUCTURE OF THE SYSTEM -- USES: The Federal Partner -- State-Level Activities -- Local Offices -- OPERATIONS AT THE LOCAL LEVEL -- Activities Common to All Offices -- Profile One: A Traditional Office -- Profile Two: A VG-GATB Office -- Profile Three: The Single-Employer Office -- Implications of Local-Office Procedures -- PART II ANALYSIS OF THE GENERAL APTITUDE TEST BATTERY -- 4 The GATB: Its Character and Psychometric Properties -- DEVELOPMENT OF THE GATB -- THE STRUCTURE OF THE GATB -- Subtest 1: Name Comparison -- Subtest 2: Computation -- Subtest 3: Three-Dimensional Space -- Subtest 4: Vocabulary -- Subtest 5: Tool Matching -- Subtest 6: Arithmetic Reasoning -- Subtest 7: Form Matching -- Subtest 8: Mark Making -- Subtest 9: Place -- Subtest 10: Turn -- Subtest 11: Assemble -- Subtest 12: Disassemble -- HOW GATB SCORES ARE DERIVED -- Obtaining GATB Scores -- GATB Norms -- Norms for Within-Group Scoring -- Equating Alternate Forms of the GATB -- RELIABILITY OF THE GATB APTITUDE SCORES -- CONSTRUCT VALIDITY ISSUES -- COMPARISON WITH THE ASVAB AND OTHER TEST BATTERIES -- ASVAB Test Parts -- Speededness of the ASVAB -- ASVAB Normative Data -- ASVAB Reliabilities -- ASVAB Validities -- CONCLUSIONS -- GATB Properties -- Comparison with Other Test Batteries -- RECOMMENDATIONS.

5 Problematic Features of the GATB: Test Administration, Speededness, and Coachability -- TEST ADMINISTRATION PRACTICES -- Instructions to Examinees -- The National Computer Systems Answer Sheet -- THE INFLUENCE OF SPEED OF WORK -- ITEM-BIAS ANALYSES -- Proportion Attempted -- Proportion Correct -- Point-Biserial Correlations -- PRACTICE EFFECTS AND COACHING EFFECTS -- Effects of Practice on GATB Scores -- Effects of Coaching on GATB Scores -- TEST SECURITY -- CONCLUSIONS -- Test Administration Practices -- Speededness -- Alternate Forms and Test Security -- Item Bias -- Practice Effects and Coaching -- RECOMMENDATIONS -- Test Security -- Test Speededness -- PART III VALIDITY GENERALIZATION AND GATB VALIDITIES -- 6 The Theory of Validity Generalization -- META-ANALYSIS -- VALIDITY GENERALIZATION -- The Theoretical Framework -- Sampling error -- Restriction of range -- Reliability of supervisor ratings -- Connecting the sample to the population -- Sampling Error -- Corrections for Sampling Error -- An Example -- Restriction of Range -- Corrections for Restrictions of Range -- Estimating Restriction Ratios -- Can GATB Restriction Ratios be Estimated? -- Reliability of Supervisor Ratings -- Connecting the Sample to the Population -- THE INTERPRETATION OF SMALL VARIANCES IN VALIDITY GENERALIZATION -- CONCLUSIONS -- Adjustments to Validity Coefficients -- Sampling Error -- Range Restriction -- Criterion Unreliability -- Connecting the Sample to the Population -- 7 Validity Generalization Applied to the GATB -- CRITERION-RELATED VALIDITY RESEARCH AND VALIDITY GENERALIZATION -- REDUCTION OF NINE APTITUDES TO COGNITIVE AND PSYCHOMOTOR FACTORS -- GATB Dimensions -- What Gets Lost in the Simplifying Process? -- THE FIVE JOB FAMILIES -- Constructing the Five Job Families -- Sample Jobs in the Job Families:.

Do the Five Job Families Effectively Increase Predictability? -- CONCLUSIONS -- RECOMMENDATIONS -- 8 GATB Validities -- THE GATB VALIDITY STUDIES -- An Illustration of Test Validities -- Basic Patterns of Validity Findings -- Potential Moderators of Validity -- Sample Size -- Job Family -- Study Type: Predictive Versus Concurrent -- Criterion Type: On-the-Job Performance Versus Training Success -- Age -- Experience -- Education -- Validity Differences by Race -- Validity Differences by Sex -- Date of Study -- Exploration of Explanations for the Change in Validity Over Time -- VALIDITY GENERALIZATION ANALYSES -- Correcting Only for Sampling Error -- Correcting for Criterion Unreliability -- Correcting for Range Restriction -- Optimal Predictors Based on the Recent 264 Studies -- FINDINGS: THE GATB DATA BASE -- Criterion-Related Validity Prior to 1972 -- Criterion-Related Validity Changes Since 1972 -- CONCLUSIONS ON VALIDITY GENERALIZATION FOR THE GATB -- Observed and Adjusted Validities -- Validity Variability -- 9 Differential Validity and Differential Prediction -- GROUP DIFFERENCES IN CORRELATIONS -- DIFFERENTIAL PREDICTION -- Standard Errors of Prediction -- Slopes -- Intercepts -- Predictions Based on the Total Group -- Performance Evaluation and the Issue of Bias -- CONCLUSIONS -- Differential Validity by Race -- Differential Prediction by Race -- Criterion Bias -- PART IV ASSESSMENT OF THE VG-GATB PROGRAM -- 10 The VG-GATB Program: Concept, Promotion, and Implementation -- CONCEPTUAL MODEL OF THE VG-GATB REFERRAL SYSTEM -- Group Orientation and Registration -- GATB Testing -- File Search and Referral -- Office Automation -- Comment on the Conceptual Model -- PROMOTION OF THE VG-GATB REFERRAL SYSTEM -- The Legal Implications -- IMPLEMENTATION OF THE VG-GATB REFERRAL SYSTEM: THE PILOT STUDIES -- North Carolina Study of Office Effectiveness.

North Carolina Employer Survey -- The Philip Morris Study -- The Chrysler Corporation Study -- The Sewing Machine Operator Study -- CONCLUSIONS AND RECOMMENDATIONS -- Promotion of the VG-GATB Referral System -- Conclusions -- Recommendations -- Implementation of the VG-GATB Referral System: The Pilot Studies -- Findings -- Conclusions -- Recommendations -- 11 In Whose Interest: Potential Effects of the VG-GATB Referral System -- EFFECTS ON EMPLOYERS -- An Informal Survey of Employers -- How Respondents Use the VG-GATB Referral System -- Attitudes Toward the VG-GATB Referral System -- Equal Employment Opportunity and Affirmative Action -- Possible Negative Effects -- EFFECTS ON JOB SEEKERS -- Logistics -- Perceptions of Fairness -- Low-Scoring Applicants -- Older Applicants -- EFFECTS ON MINORITY JOB SEEKERS -- Assessing Applicants Who Have Marginal English Skills -- EFFECTS ON PEOPLE WITH HANDICAPS -- Recent Research Findings -- Experience with the GATB -- Should Handicapped Applicants Take the GATB? -- EFFECTS ON VETERANS -- The History of Veterans' Preference -- Civil Service examinations -- Eligibility lists -- Civil Service appointments -- The Public Employment Service and Veterans' Preference -- Veterans' Priority in Referral -- Veterans and Within-Group Score Adjustments -- FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS -- Employers -- Conclusions -- Job Seekers -- Conclusions -- Recommendations -- People with Handicapping Conditions -- Findings -- Conclusions -- Recommendations -- Veterans -- Conclusions -- Recommendations -- 12 Evaluation of Economic Claims -- UTILITY ANALYSIS: GAINS FOR THE INDIVIDUAL FIRM -- Potential Benefits of Employment Service Use of the VG-GATB -- Will VG-GATB Testing Save 80 Billion? -- GAINS TO THE ECONOMY AS A WHOLE ARE FROM JOB MATCHING -- Economic Gains Based on the Hunter and Schmidt Job- Matching Model.

SUPERVISOR RATINGS AND TRUE PRODUCTIVITY.