Uniform Guidelines on Employee Selection

1
Uniform Guidelines on Employee Selection

• Uniform Framework for employment decisions --
  apply only to selection procedures for employment
  decisions
• Discrimination -- use of selection procedure with
  adverse impact on protected group -- unless
  procedure validated
• Adverse Impact defined -- 4/5ths Rule

2
Adverse Impact - S. 4(D)

• 4/5ths Rule
• Smaller differences may be adverse impact where
  statistically significant
• failure to maintain data on impact may be used to
  draw inference of adverse impact
• Bottom Line -- if aspects of selection process
  have impact, but overall process doesnt -- up to
  discretion of enforcement agency

3
Validity Studies - S. 5

• Criterion Related Validity Study empirical data
  shows procedure is predictive of important
  elements of job performance
• Content Related Validity Study shows selection
  procedure is representative sample of important
  aspects of job performance
• Construct Related Validity Study show procedure
  measures characteristics important for job
  performance

4
Criterion Related Validity Studies - S. 14(B)

• Demonstration by empirical data showing procedure
  is predictive of important elements of job
  performance
• job analysis -- work behavior relevant to job
  performance
• criterion measures represent critical work
  behavior
• show statistical relationship btwn. scores and
  criterion measures
• study sample representative of job candidates
• paper pencil tests

5
Content Related Validity Studies - S. 14(C)

• Show content of procedure is representative of
  important aspects of job performance
• is it appropriate for use for job in question --
  not for selection based on mental process, or
  involves knowledge or skills to be learned on
  job
• job analysis -- work behavior for successful job
  performance
• behavior selected must represent behavior for job
  (operational definition of skills)

6
Construct Related Validity Studies -S. 14(D)

• show procedure measures degree to which
  candidates have identifiable constructs
  determined to be important for job performance
• job analysis -- show work behavior and traits
  (constructs) underlying success job performance
• identify selection process which measures
  constructs

7
Documentation of Validity Impact -S. 15

• Maintain information for each job and impact of
  selection process
• If adverse impact, maintain evidence of validity
  of selection process (simplified process for
  lt100 employees)
• annual determination of impact on groups of 2 or
  more in laborforce or labor market
• maintain evidence of validity studies where
  adverse impact