NCJ Number
59253
Date Published
1976
Length
38 pages
Annotation
ONE OF THE TRENDS EVIDENT IN CIVIL RIGHTS LEGISLATION SINCE THE CIVIL RIGHTS ACT OF 1964 HAS BEEN THE EXTENSION OF TECHNICAL REQUIREMENTS FOR VALIDATION OF EMPLOYMENT PRACTICES.
Abstract
THIS PAPER DEALS WITH VALIDATION OF EMPLOYMENT PROCEDURES AND SPECIFICALLY WITH THE FIRST STEP IN THE TOTAL VALIDATION PROCESS--THE JOB ANALYSIS. AFTER OUTLINING THE KEY PHASES IN A VALIDATION PROCESS, IT PRESENTS STEP-BY-STEP SUMMARIES OF SOME OF THE PRACTICES AND INNOVATIONS THAT HAVE BEEN INTRODUCED AT THE INDUSTRIAL RELATIONS CENTER OF THE UNIVERSITY OF CHICAGO, ILL., TO CONFORM TO VALIDATION GUIDELINES. THE REVIEW OF STUDIES SHOWS THAT THERE IS INCREASED ACCEPTANCE OF CONTENT AND CONSTRUCT VALIDITY IN JOB ANALYSIS WHERE A COMPREHENSIVE DESCRIPTION OF PERFORMANCE DOMAIN IS PRESENT. A TREND TOWARDS MULTIUNIT OR CONSORTIUM VALIDITY IS OCCURRING IN WHICH A DEMONSTRATION OF THE 'TRANSPORTABILITY' OF THE VALIDITY'S TEST BATTERY WOULD BE A REQUIREMENT FOR IMPLEMENTATION. UNDER THIS TYPE OF SITUATION, AN ORGANIZATION WHICH HAS NOT PARTICIPATED IN VALIDATION WOULD HAVE TO PROVE THAT ITS APPLICANT POPULATION AND ITS REQUIREMENTS FOR SUCCESSFUL JOB PERFORMANCE ARE SIMILAR TO THOSE FOR CORRESPONDING JOBS IN PARTICIPATING ORGANIZATIONS. A STANDARDIZED AND QUANTIFIED JOB ANALYSIS INSTRUMENT HAS BEEN DEVELOPED TO REPLACE THOSE THAT COULD NOT BE IMPLEMENTED BY ORGANIZATIONAL PERSONNEL. DURING TESTS, THE INSTRUMENT HAS BEEN ABLE TO DIFFERENTIATE BETWEEN VARIOUS JOBS AND HAS PRODUCED INFORMATION MAKING INTERPRETATION ABOUT JOB DEMANDS POSSIBLE. THE INSTRUMENT APPLIES THE SKILLS AND ATTRIBUTES INVENTORY AND THE FORCED-NORMAL-DISTRIBUTION CARD SORT FORM, TO DETERMINE THE DEGREE OF IMPORTANCE OF EACH JOB SKILL OR ATTRIBUTE TO PERFORMANCE ON THE JOB. TABULAR DATA, GRAPHS, AND REFERENCES ARE INCLUDED.