{"id":194,"date":"2015-03-11T19:24:11","date_gmt":"2015-03-11T19:24:11","guid":{"rendered":"https:\/\/pjcihon.expressions.syr.edu\/?page_id=194"},"modified":"2015-03-11T19:24:11","modified_gmt":"2015-03-11T19:24:11","slug":"notes-on-albemarle-paper-v-moody-and-washington-v-davis-and-uniform-guidelines","status":"publish","type":"page","link":"https:\/\/pjcihon.expressions.syr.edu\/?page_id=194","title":{"rendered":"Notes on Albemarle Paper v. Moody and Washington v. Davis and Uniform Guidelines"},"content":{"rendered":"

A.\u00a0 Abemarle Paper v Moody<\/span><\/b> and Guidelines:<\/span><\/span><\/p>\n

(1) 2 general ability tests – 100 on Beta and 18\/17 on Wonderlic<\/span><\/span>
\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (a)\u00a0 criterion- related validity study<\/span><\/span><\/p>\n

(b)\u00a0 S.5(B) –\u00a0 empirical data showing correlation between selection procedure and important\u00a0 elements of job performance<\/span><\/span><\/p><\/blockquote>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (c) S. 5(H) – cutoff scores must be consistent with normal proficiency of workforce<\/span><\/span><\/p>\n

(2)\u00a0 looked at 10 job groupings – near tops of 9 lines of progression; grouped for proximity in line, no job\u00a0\u00a0 analysis for skills needed<\/span><\/span><\/p>\n

(a) S.14(B)2, 14(A) – start with job analysis;\u00a0 must show no significant differences if use same validity study for other, different jobs<\/span><\/span>(b) S. 7(B)2 – if use same validity study for several jobs, must show substantially similar job\u00a0\u00a0\u00a0 behaviors required<\/span><\/span><\/p><\/blockquote>\n

(3)\u00a0 looked at top jobs, not entry level\u00a0 — S. 5(I)<\/span><\/span><\/p>\n

(4)\u00a0 used experienced white workers for sample, not new hires, mostly black — S.14(B) – sample must\u00a0\u00a0\u00a0\u00a0 represent candidates for job<\/span><\/span><\/p>\n

(5)\u00a0 used subjective supervisor rankings to compare with test scores of employees; only 3 of 8 showed correlation<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (a) S. 14(B)2 – avoid subjective bias<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (b) S. 14(B)5- must correlate at 0.05<\/span><\/span><\/p>\n

B.\u00a0\u00a0 Uniform Guidelines and Washington v. Davis<\/span><\/span><\/span><\/p>\n

(1) validity of qualifying test – S. 5(B) requires that test predict important elements of job performance<\/span><\/span><\/p>\n

(a) S.14(B)2 – job analysis required to determine important job duties, work behaviors, or work outcomes<\/span><\/span>(b) S.14(B)3 – when performance in training is used as criterion, must properly measure success in training and need to show content of training reflects job performance<\/span><\/span><\/p>\n

(c) S.14(B)3 – criterion measures consisting of pencil and paper tests will be closely reviewed for job relevance<\/span><\/span><\/p><\/blockquote>\n

(2)\u00a0 Test 21 score of 40 to be admitted to training<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (a) S.5(H)- use of cutoff score must be validated<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (b) 4x as many blacks fail test as whites<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (c) no showing of relationship of exam to training, and of training to job<\/span><\/span><\/p>\n

(3)\u00a0 trial – Test 21 measures success in training [didn’t consider success in job]<\/span><\/span><\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (a)\u00a0\u00a0 no relationship btwn training averages and job performance for blacks<\/span><\/span><\/p>\n

(b)\u00a0 Civil Service Commission guidelines require showing that Test 21 measures performance or qualifications requirements relevant to the jobs for which candidates are being evaluated<\/span><\/span><\/p><\/blockquote>\n


\n<\/dir><\/dir><\/dir><\/dir><\/dir><\/dir><\/dir><\/dir><\/dir><\/dir><\/p>\n","protected":false},"excerpt":{"rendered":"

A.\u00a0 Abemarle Paper v Moody and Guidelines: (1) 2 general ability tests – 100 on Beta and 18\/17 on Wonderlic \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (a)\u00a0 criterion- related validity study (b)\u00a0 S.5(B) –\u00a0 empirical data showing correlation between selection procedure and important\u00a0 elements of job performance \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (c) S. 5(H) – cutoff scores must be consistent with normal proficiency … Continue reading Notes on Albemarle Paper v. Moody and Washington v. Davis and Uniform Guidelines<\/span><\/a><\/p>\n","protected":false},"author":4,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=\/wp\/v2\/pages\/194"}],"collection":[{"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=194"}],"version-history":[{"count":1,"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=\/wp\/v2\/pages\/194\/revisions"}],"predecessor-version":[{"id":195,"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=\/wp\/v2\/pages\/194\/revisions\/195"}],"wp:attachment":[{"href":"https:\/\/pjcihon.expressions.syr.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=194"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}