Test Validation

ioPredict has unique expertise in conducting job analysis and test validation studies for high stakes hiring and certification examinations to ensure they are in compliance with all relevant federal laws, regulations, and guidelines as well as relevant professional standards, which provides peace of mind for our clients.  While legal compliance is critical, we also believe that tests and assessments should be valid predictors of an applicant’s future success on the job (i.e., they are predictive and provide utility) or else they are of little use in the selection process.

ioPredict has unique expertise in conducting job analysis and test validation studies for high stakes hiring and certification examinations to ensure they are in compliance with all relevant federal laws, regulations, and guidelines as well as relevant professional standards, which provides peace of mind for our clients.  While legal compliance is critical, we also believe that tests and assessments should be valid predictors of an applicant’s future success on the job (i.e., they are predictive and provide utility) or else they are of little use in the selection process.

General Information About Test Validation

Employers using selection procedures whether created in-house or purchased from a vendor must show local evidence of validity when the tests result in an adverse impact. For the purposes of satisfying these legal requirements, users may rely upon criterion-related validity studies, content validity studies or construct validity studies, in accordance with the standards set forth in the federal Uniform Guidelines on Employee Selection Procedures (UGESP).

 

ioPredict conducts job analysis and validation studies on the following types of selection procedures, and regularly acts as a neutral third party to validate vendor provided tests:

 

  • Code challenge tests to evaluate programming skills

  • Off-the-shelf tests

  • Custom written tests

  • Work sample tests

  • Physical ability tests

  • Structured oral interviews

  • Personality based assessments

  • Assessment centers

  • Biodata examinations

Test Validation Information for Federal Contractors

The U.S. Department of Labor recently updated its FAQs to provide clarifying and educational information about what constitutes a selection procedure that is subject to the Uniform Guidelines on Employee Selection Procedures (UGESP) at 41 CFR part 60-3, how OFCCP identifies selection disparities, and how OFCCP investigates and reviews matters related to adverse impact caused by employee selection procedures. (FAQ Question #3 is Presented Below):

 

3. How are employee selection procedures validated?

When a selection procedure has adverse impact on a protected group, the UGESP require evidence of validity from validity studies. There are three main approaches to validation: content validation, criterion-related validation, and construct validation. Evidence of the validity of a selection procedure by a content validity study consists of data showing that the content of the selection procedure is representative of important aspects of performance on the job for which candidates are to be evaluated. Criterion-related validation of a selection procedure consists of empirical data demonstrating that the selection procedure is predictive of or significantly correlated with important elements of job performance (criteria). Construct validation of a selection procedure consists of data showing that the procedure measures the degree to which candidates have identifiable characteristics which have been determined to be important in successful performance in the job for which the candidates are to be evaluated.

 

The UGESP require local validation at the organization’s facilities, with the exception that criterion-related validity evidence can be "borrowed" (validity transportability) from other organizations provided that job similarity is demonstrated and the validation studies conducted elsewhere are provided for OFCCP review and are found to meet UGESP requirements. Aside from this exception, contractors that use off-the-shelf tests that have adverse impact will not be able to defend their use of the tests unless they validate them at their own facilities. Claims by test sellers that their tests are "validated" or "EEO compliant" are not considered acceptable evidence of test validity.”

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