Should employers rely on local validation studies or validity generalization (vg) to support the use of employment tests in title vii situations?
Since the landmark U.S. Supreme Court case Griggs v. Duke Power (1971), employers have been subject to challenge by plaintiffs or government enforcement agencies when they use employment tests that have adverse impact. In such situations the 1991 Civil Rights Act requires employers to demonstrate th...
| Publicado en: | Public Personnel Management Vol. 39; no. 4; pp. 307 - 327 |
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| Autor principal: | |
| Formato: | legal case Journal Article |
| Publicado: |
Sage Publications Inc.
Winter2010
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=104973208&site=ehost-live header: @attributes: shortDbName: ccm uiTerm: 104973208 longDbName: CINAHL Complete uiTag: AN controlInfo: bkinfo: dissinfo: jinfo: jid: 00910260 PPM jtl: Public Personnel Management issn: 00910260 maglogo: Y pubinfo: dt: Winter2010 vid: 39 iid: 4 pid: 344 pub: Sage Publications Inc. place: Thousand Oaks, California artinfo: ui: 104973208 57056515 10.1177/009102601003900402 104973208 ppf: 307 ppct: 20 formats: fmt: @attributes: type: P tig: atl: Should employers rely on local validation studies or validity generalization (vg) to support the use of employment tests in title vii situations? aug: au: Biddle DA affil: President, Biddle Consulting Group, Inc.President, Fire & Police Selection, Inc. sug: subj: Validation Studies Personnel Selection Methods Criterion-Related Validity Standards Job Performance Discrimination, Employment Legislation and Jurisprudence United States Criterion-Related Validity Legislation and Jurisprudence ab: Since the landmark U.S. Supreme Court case Griggs v. Duke Power (1971), employers have been subject to challenge by plaintiffs or government enforcement agencies when they use employment tests that have adverse impact. In such situations the 1991 Civil Rights Act requires employers to demonstrate that the test is "...job related for the position in question and consistent with business necessity." Employers typically rally such a defense by addressing the Uniform Guidelines on Employee Selection Procedures-the federal treatise framed in 1978 for the express purpose of Title VII enforcement-along with relevant professional standards (Joint Standards, 1999; SIOP Principles, 2003). To address such requirements, employers are faced with several viable validation alternatives, ranging from conducting a local criterion-related validation study to relying on validity evidence from other studies for similar positions, employers, and tests (i.e., Validity Generalization). The strengths and limitations of both of these strategies in a Title VII context are reviewed, and employers are ultimately encouraged to select the local validation strategy whenever technically feasible for a variety of reasons discussed. pubtype: Academic Journal doctype: legal case Journal Article ougenre: Article language: English refInfo: holdings: @attributes: islocal: N |
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