Performance Assessment for the Workplace -- Copyright -- Preface -- Contents -- Implications of Cognitive Psychology for Measuring Job Performance -- INTRODUCTION -- COGNITIVE COMPONENTS OF SKILL -- Procedural Content -- Goal Structure -- Basic and Prerequisite Abilities (Operators) -- Procedures (Methods) -- Selection Rules -- Conceptual Knowledge -- Task Structure -- Background Knowledge -- Context of Use -- Critical Mental Models -- Knowledge Engineering is One Aspect of Cognitive Task Analysis -- Levels of Acquisition -- Declarative Knowledge -- Skill Automation -- Skill Refinement -- Summary -- METHODS FOR COGNITIVE TASK ANALYSIS MEASUREMENT -- Procedure Ordering Tasks -- Sorting Tasks -- Realistic Troubleshooting Tasks -- Connection Specification Tasks -- What-How-Why Tasks -- AREAS OF THE MILITARY WHERE COGNITIVE TECHNIQUES HAVE PROMISE -- REFERENCES -- Work Samples as Measures of Performance -- INTRODUCTION -- Theoretical Bases for Work Sample Testing -- Previous Reviews of Work Sample Testing -- Meta-analytic Reviews of Validity Studies Involving Work Samples -- WORK SAMPLES AS PREDICTORS -- Assessing Trainability Using Work Samples -- WORK SAMPLES AS CRITERIA -- Physical Ability as a Predictor of Work Sample Performance -- Paper-and-Pencil Tests as Predictors of Work Sample Performance -- Performance Ratings Validated Against Work Samples -- Behavior Modeling Measured by Work Sample Performance -- ASSESSMENT CENTERS -- MEASUREMENT ISSUES -- Reliability -- Response Formats for Work Sample Evaluations -- ADVERSE IMPACT -- CONCLUSION -- REFERENCES -- Measuring Job Competency -- THE RECOMMENDATION TO MEASURE COMPETENCY -- Performance-Based Selection Standards -- Interpreting Performance Scores -- Domain-Referenced Testing -- Advantages of a Domain-Referenced Scale -- Validity -- Entrance Standards -- Allocation -- Quality Needs.

Ancillary Uses of the Job Performance Measures -- OPERATIONALIZING THE COMPETENCY IDEA -- Representing the Job Domain -- Test Scoring Strategies -- Scoring a Task -- Combining Task Scores to Obtain Test Scores -- Interpretive Scale Anchors -- Taking Account of Experience -- Scale Comparability -- CONCLUSIONS -- APPENDIX -- Inferring a Scoring Procedure from Expert Judges -- REFERENCES -- The Evaluation of Alternative Measures of Job Performance -- INTRODUCTION -- The Criterion Problem in Personnel Research -- Evolution of the Criterion Problem -- THE NATURE OF CRITERION EQUIVALENCE -- Five Major Facets of Equivalence -- Validity -- Reliability -- Susceptibility to Compromise -- Financial Cost -- Acceptability to Interested Parties -- Weighting Facets of Nonequivalence by Importance -- MAJOR ISSUES IN THE VALIDATION OF CRITERION MEASURES -- The Nature of Validation for Criterion Measures -- Construct Validity and Relevance -- The Role of Content-Oriented Test Development -- Criterion Bias against Subgroups -- STRATEGIES FOR ASSESSING NONEQUIVALENCIES IN CRITERION VALIDITY -- Assessing Nonequivalencies in Construct Validity: Correlational Methods -- Assessing Nonequivalencies in Construct Validity: Other Methods -- Assessing Nonequivalencies in Criterion Relevance -- The Impact of Measurement Limitations on Validation -- Sampling Error -- Unreliability -- Differential Restriction in Range across Criterion Measures -- Criterion Measures Not All Available in Same Sample -- SUMMARY -- Outline of a Strategy for Assessing Criterion Equivalence -- REFERENCES -- Range Restriction Adjustments in the Prediction of Military Job Performance -- INTRODUCTION -- SELECTION EFFECTS IN CORRELATION AND REGRESSION -- Coping With the Effects of Selection -- Corrections for Sample Selection Bias -- Technical Considerations and the Accuracy of Pearson-Lawley Corrections.

Alternative Adjustment Procedures -- IMPLICATIONS FOR PREDICTIVE VALIDITY IN A JOINT-SERVICE CONTEXT -- Analytical Procedure -- Reference Population -- Selection Variables -- CONCLUDING REMARKS -- REFERENCES -- Alternatives to the Validity Coefficient for Reporting the Test-Criterion Relationship -- Generalizability Theory and Military Performance Measurements: I. Individual Performance -- INTRODUCTION -- APPLICATION OF GENERALIZABILITY THEORY TO THE MEASUREMENT OF MILITARY PERFORMANCE -- Background -- Performance Measurement: Operate and Maintain Caliber .38 Revolver -- Classical Theory Approach -- Generalizability Theory Approach -- Variance Components -- Improvement of Performance Measurement -- Generalizability of the Performance Measurement -- Summary: Revolver Test With Accuracy Scores -- Design of the Revolver Test Using Accuracy Scores -- Variance Components and G Coefficients -- Modifications for Future Decision Studies -- SKETCH OF GENERALIZABILITY THEORY -- Background -- Variance Components -- Generalizability and Decision Studies -- Relative and Absolute Decisions -- Measurement Error for Relative Decisions -- Measurement Error for Absolute Decisions -- Generalizability Coefficients for Relative and Absolute Decisions -- Random and Fixed Facets -- G and D Studies With Crossed and Nested Facets -- Multivariate Generalizability Theory -- Symmetry in Behavioral Measurements -- ILLUSTRATIVE APPLICATIONS OF GENERALIZABILITY THEORY -- Generalizability of General Educational Development Ratings -- G-Study Design -- Univariate G Analysis -- Multivariate G Analysis -- Unbalanced Designs -- Generalizability of Unit-Performance Measurements -- Design of the G Study -- Classical Reliability Approach -- Generalizability Theory Approach -- CONCLUDING COMMENTS ON GENERALIZABILITY THEORY: ISSUES AND LIMITATIONS.

Small Samples and Negative Estimated Variance Components -- Small Samples and Variability of Estimated Variance Components -- Negative Estimates of Variance Components -- Assumption of Constant Universe Scores -- Dichotomous Data -- Concluding Comment -- REFERENCES -- Procedures for Eliciting and Using Judgments of the Value of Observed Behaviors on Military Job Performance Tests -- THE PROBLEMS ADDRESSED -- Establishing Test Standards -- Eliciting and Combining Judgments of the Worth of Job Performance Test Behaviors -- Using Predicted Test Performances and Value Judgments in Personnel Classification -- ESTABLISHING MINIMUM STANDARDS OF PERFORMANCE -- Consequences of Setting Standards -- Conventional Standard-Setting Procedures -- Procedures That Require Judgments About Test Items -- Procedures That Require Judgments About Examinees -- Prospects for Applying Conventional Standard-Setting Procedures -- Procedures That Require Judgments About Test Items -- Procedures That Require Judgments About Examinees -- Operational Questions and Issues -- Types of Judges to be Used -- Numbers of Judges to be Used -- Stimulus Materials to be Used in Setting Standards -- Training of Judges -- Information to be Provided to Judges -- Measurement Error -- DEFINITION AND CONSTRUCTION OF VALUE FUNCTIONS -- Defining Task Value Functions -- Structuring Cluster and Military Occupational Specialty Value Functions -- Eliciting Value Judgments -- Average Value Function Procedure -- Method of Successive Lotteries -- Operational Questions and Issues -- CLASSIFICATION OF NEW ENLISTEES -- Individual Classification Strategies -- An Institutional Classification Strategy -- Example 1 -- Example 2 -- SUMMARY -- REFERENCES -- Exploring Strategies for Clustering Military Occupations -- CLUSTERING MILITARY OCCUPATIONS -- JOB ANALYSIS METHODS: THE CHOICE OF THE JOB DESCRIPTOR.

EXTENDING ASVAB VALIDITY TO THE UNIVERSE OF MOS -- Validity Generalization/Meta-Analysis -- Linking Hands-On Performance Measures and Training Criteria -- Synthetic Validity -- McCormick's Job Component Model -- J-coefficient -- Judgmental Estimates of Validity -- Paired Comparison Judgments of Validity -- Determination of Minimum Standards -- CONCLUSION -- REFERENCES.