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OCR for page 335
Index
A
Ability tests/testing
accuracy in predicting job
performance, 18
biases against minorities, 5-6, 259
cognitive, 18, 19, 44
comparability issue, 222, 232
constitutionality of, 39, 44
for employment screening, rationale,
9, 17, 18
fairness perspectives, 19, 135, 149,
199, 253-261, 277-278
generalization of validity, 19; see also
Validity generalization; VG-GATB
Referral System
of handicapped people, 22~221, 232
item selection strategy, 268-270
modification for handicapped people,
22~221, 232
predictive power of, 19
racially disproportional results as
discriminatory, 44
research by Employment Service on,
65
value of, 216
see also Armed Services Vocational
Aptitude Battery; General
Aptitude Test Battery; Intelligence
testing
335
Affirmative action programs
arguments against, 34
arguments for, 35
components of, 46
court-ordered remedies, 45~6
enforcement authority for, 46
by federal contractors, 46
in federal departments and agencies,
42, 46
and general consensus on equality, 30
legality of, 46~7, 49-50, 58
preferential treatment in, 37-38, 45-48
pressure on employers to adopt, 45
purpose of, 58
quota systems, 47-48
reverse discrimination in, 47
score adjustments in ability tests, 21,
51, 213
voluntary private-sector, 46-47, 49
see also Preferential treatment by
race, ethnicity, or gender
American College Testing Program, 114
American Legion, 225, 226, 229-230
Armed Forces Qualification Test
combat composite, 92
test parts, 92, 95
training aptitude, 94-95, 98
uses, 92
validities, 94-96, 98, 146
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336 INDEX
Armed Services Vocational Aptitude
Battery (ASVAB)
coaching for, 110
compared to GATB, 4, 91-96
new forms production, 4, 91-92, 115
predictive validity, 4, 93-96
normative data, 4, 93
reliabilities, 4, 93
speededness, 92, 95
subtests, 92-96, 146
temporal stability of validities, 163
test security, 4, 91-92, 98, 114
uses, 91
see also Armed Forces Qualification
Test
Army Alpha, 23, 2~25
Army General Classification Test, 91
Australian Army General Classification
Test, 89, 305
B
Bias
in GATB administration practices, 99,
100
against minorities, 5-6, 259
in supervisor ratings, 6, 185-187, 188
systematic, 107
in test speededness, 104-106, 115
see also Errors; Item-bias analyses
Billet intelligence scale, 23, 24
Blacks
adjustment of GATB scores for, 9,
11, 20-21
bias in supervisor ratings of, 6,
185-187, 188
correlations between test score and
supervisor ratings for, 6, 17~177
distributions of standardized
differences in predicted scores,
183-184
GATB validities for, 6, 157, 162,
17~177, 188
normative data for, 85
overprediction of performance, 6,
186, 188
performance as a group, 42
performance bias against, 259
prediction equation for performance,
6; see also Differential prediction
analysis
standard error of prediction for, 179
test score differences of, 20, 27, 187,
253
Brigham, Carl, 24, 25-26
Brown v. Board, 37, 39, 45
C
Civil Rights Act of 1964
ambiguities in, 3~43
class action suits under, 34; see also
specific cases
and investigations of GATB fairness,
134
1972 amendments to, 42~3, 46
preferential treatment under, 3~39,
46
purpose and effectiveness of, 40
resistance to, 40
see also Title VII of the Civil Rights
Act
Civil rights policies
and equal protection clause of
Constitution, 44
equity and, 39~43
and general consensus on fairness and
justice, 29-30
sources of debate over, 3~33
Civil service, 32, 38, 225, 226, 229
Clerical perception (Q)
in cognitive composite, 142
convergent validity coefficients for,
89-90, 97, 306-309
defined, 74
practice effects on, 111-112
subtest for, 75, 90, 91, 100, 309
speededness, 74, 100
see also Perceptual composite
Coaching
and chance scores for power tests,
101
effects on GATB scores, 113-114
random answers, 4, 100-101, 109
for Scholastic Aptitude Test, 110
speededness and, 11, 73
study with mentally retarded adults,
113-114
vulnerability of GATB to, 101,
109~110, 115
see also Practice effects
Cognitive composite
alternate-form reliabilities for, 93, 96
correlations with perceptual and
psychomotor composites, 137-138,
145, 168
convergent validity coefficients for,
89-90, 97, 309
OCR for page 337
INDEX 337
defined, 142
effect sizes with same-form retesting,
325
effect sizes with alternate-form
retesting, 326
equivalent forms reliabilities, 317
estimated effect size of practice on
scores, 11~113
Hunter-Schmidt composite, 22-23,
13~138
measures of, 5, 142
score conversion for, 83
stability coefficients by age and
test-retest interval, 87, 312-315
weighting of, 136, 138, 144, 146, 168
scores for handicapped people, 223
Cognitive composite validities
across job families, 15~155, 15~159,
161, 164-165, 168, 169, 17~171
age of job seeker correlated with,
156, 218
for clerical work, 244
education correlated with, 157
by experience of job seeker, 15~157
for job performance, 22-23, 136-138,
141-142, 147, 155, 161, 164 165,
168, 169, 169, 17~171
restriction of range in, 145, 167, 168
for skilled trades, 244
sampling error corrections in, 164
by sex, 158
by study type, 155
and training success, 155, 161, 164,
168, 169
by year of study, 159
Combined Rules Referral Plan
computation of score adjustment
factor, 273-274
norm groups for within-group scoring,
273-274
operationalization of, 271-273
recommended use of, 12, 271
Constitution, Fourteenth Amendment
antisubjugation principle, 36
equal protection clause, intent of, 34,
3~37, 43 44
violation of, 37; see also specific
cases
Construct validity
answer sheet design and, 99, 102,
106, 115
artificial factors affecting, 19
ASVAB, 91-96
for cognitive aptitudes, 89
evidence supporting, 303-304
for GATB subtests, 8~91, 98,
304 310; see also Convergent
validity coefficients
and item selection strategy, 269-270
of modified tests for handicapped
people, 220
for perceptual aptitudes, 89
psychometric theory of, 17-19
for psychomotor aptitudes, 89
and school grades, 9~95
sources of evidence, 88 89
speededness and, 95, 102-106, 115,
308
Convergent validity coefficients
clerical perception, 89~90, 97,
30~309
cognitive aptitude, 89-90, 97,
305-307, 309
finger dexterity, 89, 30~307, 309
form perception, 89-90, 30~309
intelligence, 89-90
military training, 93-96
manual dexterity, 89, 30~307, 309
motor coordination, 89, 306-307, 309
numerical aptitude, 89, 306, 307-308,
3099
perceptual aptitude, 89-90, 97
psychomotor aptitude, 89, 97
spatial aptitude, 89-90, 97, 306-309
verbal aptitude, 89, 306, 307, 309
Correlation coefficients (r)
for age of job seekers and composite
validity, 156
diagrams of linear relationships, 151
education and composite validity, 157
experience and age of job seeker, 156
experience and composite validity,
15~157
of GATB-based predictors with
supervisor ratings, 5, 6, 150, 151
interpretation of, 15~151
by job family, 164
minority group differences in, 17~178
sampling error corrections in, 164
of spatial and perceptual abilities, 244
of test score and job performance,
126, 15(~151
of test score and productivity, 237, 244
weighting for sample size, 175
year of study and composite validity,
159
see also Predictive validities
Counseling, see Vocational counseling
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338 INDEX
Criterion measures, see Job performance;
Training success; Supervisor ratings
of job incumbents
Criterion unreliability correction
computation, 165-166
effect of, 129, 169-170
empirical support for, 170
in Hunter-Schmidt analyses, 5, 129,
133, 141, 165-168
inappropriate, 140, 141
for supervisor ratings, 145, 165-166,
168, 170
for training success, 168
D
DeFunis v. Odegoard, 35
Department of Defense
Directorate for Accession Policy, 114
Student Testing Program, 91
see also Armed Services Vocational
Aptitude Battery
Department of Justice
challenges to within-group scoring,
21-22, 200
enforcement powers under Title VII.
39, 40
policy on use of race-conscious
employment practices, 29
Dictionary of Occupational Titles (DOT)
data-people-things scale, 136,
143-144, 145-146, 147
jobs included in GATE validity
studies, 130, 133, 135, 143
maintenance of, 61, 65
number of jobs in, 135
purpose of, 60, 63, 64, 66, 68, 196, 198
Differential Aptitude Test Battery (DAT),
89, 91, 305
Differential prediction analysis
application, 178
defined, 6, 178
distributions of standardized
differences in predicted scores,
183-184
equations for, 173
group membership variable, 179, 254
intercepts, 181-182, 264 265
of referral rules, 264-266
sampling variability and, 181, 184, 263
and selection bias, 178
slopes of regression of criterion
scores, 18~181, 182, 184-185
standard errors of prediction, 179
and test bias, 255
total-group regression equations,
182-185, 188, 253
t-ratios, 180
Differential validity
forms of studies, 172
across job families, 174-178
by race, 157, 172, 174-178, 188,
253
and sampling error, 176
and setting, 172
by sex, 157-158, 172, 173, 177-178
uses of studies, 172
Discrimination
conceptualization by Supreme Court,
41
constitutional justification for
structural remedies, 38, 44
constitutional safeguards against,
43~4
EEOC interpretation of, 41
exclusionary, 37
inclusionary, 37, 42
against individuals versus groups,
36-37
"perpetrator perspective" of, 44
pervasiveness of, 36
reverse, 3, 34, 35, 47, 200, 252
showing necessary in constitutional
cases, 44
social sanction of, 38
Title VII definition, 38, 40, 41
underrepresentation of minorities as,
42
use of race-conscious mechanisms to
overcome, 3, 21, 5~51; see also
Score adjustments
within-group scoring mechanisms as,
2~22
Disabled American Veterans, 225, 226
Disabled Veterans' Outreach Program,
228
E
Economic claims for VG-GATB system
aggregate economic gains, 241-245,
248
committee estimate of, 241
critique of, ~9, 199, 235-248
OCR for page 339
INDEX 339
dollar amounts, 1~20, 237, 238, 240,
247
gains for individual firms, 235-241,
248
Hunter-Schmidt job matching model,
242-245
promotion of, 13, 235
time-to-standard measure of, 205-206
utility analysis, 235-241, 242
Economic liberalism, 31-32
Education
composite validities correlated with,
157
equal opportunity programs, 33
preferential admission policies at
universities, 35
Educational Testing Service, 221, 232,
268
Emergency Veterans' Job Training Act
of 1983, 228
Employee Aptitude Survey, 91
Employee selection
economic effects of, 13
employer criteria for, 212
fairness in, 255-257
race-conscious mechanisms in, 3, 12,
21, 49-51; see also Affirmative
action programs
top-down strategy and work-force
efficiency, 21, 198, 211
see also Referral rules; Selection
error
Employers
benefits from VG-GATB system, 9,
203, 21~211, 212-213, 231, 247
candidates selected per job opening,
212
listing of job openings with
Employment Service, 66
payroll taxes, 56
recruiting sources and methods, 52-54
responsibility for work-force
composition, 13
role in evaluating VG-GATB system,
13, 130, 208
selection criteria of, 212
subject to Title VII, 213
uses of VG-GATB system, 212
vulnerability on preferential treatment
issue, 39, 47, 200
Employers' National Job Service
Committee (ENJSC), 57, 199, 208,
211
Employment and Training
Administration, 60, 61
Employment security system
ENJSC role with, 57
legislation affecting, 58
Employment Service, see Job Service;
Public Employment Service; U.S.
Employment Service
Enhanced National Data System
(ENDS), 198
Equal employment opportunity
basis for federal policies, 19, 38-43
through race-conscious employment
practices, 29
reduction of legal vulnerability to
suits under, 27
USES promotion of, with score
adjustments, 21
see also Affirmative action programs;
Civil Rights Act of 1964
Equal Employment Opportunity
Commission (EEOC)
compliance reviews, 45
interpretation of Title VII
discrimination, 41
policy on employee selection
procedures, 40
powers of, 42, 43
purpose of, 41
Uniform Guidelines on Employee
Selection Procedures, 6, 19, 43, 51
Equality
under law, 34, 35
of life chances, 33, 34, 37
and nondiscrimination principle, 34
of opportunity, 33, 37
structural changes needed to achieve,
36
Equity
and color-blind law, 34, 38
economic, constitutional remedies
for, 44
economic liberalism and, 31-32
and equal protection jurisprudence,
43-45
federal policy and, 38-48
meritocracy and, 32-33, 35, 38
perspectives on, 29-38, 48-51
philosophical foundations in U.S.,
3~33
preferential treatment and, 33-48
see also Fairness
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340 INDEX
Error, see Measurement error; Prediction
error; Sampling error; Selection
error
Eugenics and mental measurement
movements, 2~24
Expectancy scores, reporting of, 12, 14,
234, 276, 277
F
Fair Labor Standards Act, 59
Fairness
in allocation of social resources, 35
economic liberalism and, 32
in employee selection, 255-260
example comparing concepts of,
258-260
in GATB use, 19, 135, 149, 199,
25~261, 277-278
meritocracy and, 32-33
models, 253-258
perspectives on test, 253-258
philosophical foundations in U.S.,
34}33
in predicting job performance from
test score, 254-255
of race-conscious mechanisms to
overcome discrimination, 3
test security and, 11
of VG-GATB system, job seekers'
perceptions of, 215-217, 231
see also Equity
Federal contracting, 30, 47, 46
Federal Unemployment Insurance
Compensation Act, 59
Federal Unemployment Tax Act
(FUTA), 56, 58, 59
Finger dexterity (F)
convergent validity coefficients for,
89, 30~307, 309
practice effects on, 111-112
reliability of subtest, 96
speededness, 74
subtests for, 8~82, 96
see also Psychomotor composite
Firefighters v. City of Cleveland, 39, 43,
47
Form perception (P)
convergent validity coefficients for,
8~90, 306-309
defined, 74
practice effects on, 111-112
subtests for, 77-78, 90, 308, 309
see also Perceptual composite
G
General Aptitude Test Battery (GATB)
administration protocols, 4, 9~102,
114, 115, 196,221,223-224
age of, 3-4, 73
applications, 1, 18, 68, 73, 97, 114,
115
attributes measured by, 3, 74; see
also GATB aptitudes and aptitude
composites
changes in, and effects on existing
validity studies, 102
data base on, see USES validity
studies of GATB
coaching for, 101, 109~110, 113-114,
116
compared to ASVAB, 4, 91-96, 97-98
development of, 1, ~4, 60 61, 74
differential predictions by race, 6, 254
economic benefits of, 2, 8-9, 19, 200,
235-248
equating alternate forms of, 83,
85-86, 97, 98, 317-322
equivalent forms reliabilities, 315-317
fair use of, 25~261, 277-278
flaws in, 4, 11, 73, 84, 98, 99-116
gatekeeping function, 97, 98
guessing, vulnerability to, 100
guidelines for use of, 10, 223
IBM answer sheet, 100
inappropriate use of, 10, 68~9
incentives for increased use of, 1
instructions to examiners, 99-102,
115
item bias in, 107, 108-109, 115
legality of, 200
length of, 214, 222-223
minority average scores on, 7
NCS answer sheet, 99, 102, 103, 106,
114
normative data, 4, 83, 84~5, 97, 98
number of items on, 80
practice effects on scores, 11~113,
116
promotion to employers, 67, 198-201,
286
psychometric properties/quality of,
3 - , 73-98, 206, 303-322
random answers to, 4, 100
reasons given by applicants for not
taking, 68-69
reliability, 4, 8~88, 31~317, 325-328
OCR for page 341
INDEX 341
reporting of scores, 12, 27~277, 279,
28~286
research needs, 98, 116, 207-208, 282,
284, 287
research ongoing, 5, 61; see also
Validity studies
role of, 5, 10, 17-18
scope of committee assessment of,
73, 87, 88, 97, 107-108
score computation, 2, 75, 80 86, 103;
see also Score adjustments; Test
scores; Within-group scoring
security flaws, 4, 11, 73, 98, 114, 115
selection error in, 6-7, 255-260
sign language administration of, 221,
223-224
speededness of, 4, 11, 73, 74,
103-105, 108, 110, 115, 116, 224
structure of, 75~0; see also GATB
subtests
validities, 149-171; see also Construct
validity; Convergent validity
coefficients; Predictive validities
validity generalization applied to,
134-148
versions of, 3 - , 1 1, 74, 85~6, 97,
98, 114, 115
see also Aptitude testsItesting;
Intelligence testing; VG-GATB
Referral System
GATB aptitudes and aptitude composites
alternate-form reliabilities for, 93, 96
composites useful for predictions of
job performance, 141-142
convergent validity coefficients for,
89-90, 97
correlations with other test batteries,
305
cutoff scores, 134, 136, 219, 224
defined, 74
differential predictions, 17~187; see
also Differential prediction
analysis
differential validity, 174-179; see also
Differential validity
frequency distributions of validity
coefficients for, 152
intercorrelation of, 137-138, 140, 168
and job performance, 84, 181
mean and standard deviation, 84~5
Specific Aptitude Test Batteries on,
13~135, 137
stability coefficients of, 87~8,
311-314
weighting of, 83, 141, 142, 143, 144,
147, 168, 174, 177
see also Cognitive composite;
Perceptual composite;
Psychomotor composite; and
specific aptitudes
GATB subtests
arithmetic reasoning (6), 77, 98, 101,
103, 105, 108, 307
assemble (11), 80, 81
computation (2), 75, 101, 108
construct validity, 8~91, 98
conversion tables for, 83
convergent validity of, 304-310
disassemble (12), 80, 82
form matching (7), 77-78, 106, 108
intercorrelations of, 86, 97
mark making (8), 75, 78
name comparison (1), 75, 91, 100-101,
102, 108, 109, 309, 310
place (9), 78
scoring, 75, 80, 83, 99-101
three-dimensional space (3), 76, 90,
101, 108, 307, 309-310
turn (10), 78, 79~0
tool matching (5), 77, 103, 104, 108
vocabulary (4), 76, 101, 108, 307
Genetic determinism, 22
Golden Rule procedure, 26~270
Goode, William, 173, 176
Graduate Record Examination, 222
Griggs v. Duke Power Co., 41, 44, 47
H
Hammon v. Barry, 50
Handicapped, see People with
handicapping conditions
Hispanics
effects of score adjustment on
employment opportunities, 9
normative data for, 85
score adjustments for, 11
test score differences of, 2~21, 27
see also Minorities
Hunter, John, see Hunter-Schmidt
analyses
Hunter-Schmidt analyses
average validities compared with
committee-derived validities, 5,
14~152, 16~170
corrections for criterion unreliability,
5, 129, 133, 165-166, 170
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342 INDEX
corrections for restriction of range, 5,
132, 166-168, 170, 238
corrections for sampling error, 123,
124, 135
correlation between aptitudes across
jobs, 139-140
correlation between test score and
productivity, ~9, 237, 238
data base used for, 14~150, 160
dimension reduction, 137-143, 147
Dimensiorzality of General Aptitude
Test Battery, 19, 23, 84, 121,
135-138, 140, 149, 170, 199
Economic Benef is of Personnel
Selection Using Ability Tests, 19,
128, 12~130, 135, 199, 235,
237-238, 244, 247
economic claims for GATB use, 9,
19, 199, 235, 237-238, 240, 247
Fairness of the General Aptitude Test
Battery, 19, 135, 149, 199,
25~261, 277-278
interpretation of small variances in
validities, 131
job classification scheme, 136, 137,
143-145; see also Job families
job-matching model, 242-245, 247-248
means and standard deviations of
validity coefficients, 151
models of economic gains from job
matching, 242
with performance criterion, 161,
165-166
performance factors used by, 22-23,
136-143
referral ratio, 237
regression equations for predicting
job performance, 144 145
reliability correction, 140, 141,
165-168, 170
sample sizes, 139
selection ratio, 23~241
75 percent rule, 131
standard deviation of worker
productivity, 237, 239
supervisor training correlation with
job family, 169
Test Validation for 12,000 Jobs, 19,
121, 128, 135, 136, 143-145, 149
top-down selection scheme, 19, 20
with training success criterion, 155,
161, 166
utility analysis, 235-241
Intelligence (g)
and genetic determinism, 22, 26
as a measure of performance, 3, 19,
146
and validity generalization, 22-27
Intelligence aptitude (G)
convergent validity coefficients for,
8~90, 305-307, 309
defined, 74, 138, 139, 141, 142
and job performance, 137
practice effects on, 111-112
subtests for, 76, 77, 90, 305, 307
temporal stability coefficient for,
87-88
Intelligence testing
Army Alpha, 23, 2~25
Binet scale, 23, 24
claims for, 23, 27
critics of, 25-26
dangers of, 3, 25, 27
and eugenics, 23-24
of groups, 23, 24-26
history of IQ testing, 23-24
misuse of data from, 3, 23-24, 25-27
need for, 24
oral (Army Beta), 24
relevance to current policy, 26-27
Item-bias analyses
detection of irrelevant difficulty, 107
differential item functioning, 107
Mantel-Haenszel procedure, 108
measures of internal bias, 107
point-biserial correlations, 107-110
proportion attempted, 107-108
proportion correct, 107, 108-109
purpose, 107
J
Job counselors, see Vocational
counseling
Job families
construction of, 136, 143-145, 147
complexity groupings, 114 145
credibility values for best predictors
by, 165
criterion measures appropriate for,
158
distribution of USES validity studies
over, 16~161
multivariate matching with, 245
optimal predictors by, 16~169
OCR for page 343
INDEX 343
normative data for IV and V, 12, 85
predictive power of, 143-147
sample jobs in, 144
sample sizes of USES studies by,
16~161
representativeness of normative data
for, 85
temporal changes in, 162
test standard deviations within, 167
validity variation across, 143-147,
154-155, 15~161, 164-165, 168,
170, 174-175, 177-178, 206
weighting of abilities for, 143,
145-146, 174, 177-178
Job matching
aggregate economic gains, 241-245
economy-wide models, 245
efficiency of VG-GATB system, 8
Hunter-Schmidt model, 242-245
methods in United States, 52-54
multivariate model, 243-244, 247-248
and productivity, ~9
subjective judgments of counselors in,
215
univariate model, 243, 247-248
see also Dictionary of Occupational
Titles
Job performance
cognitive abilities and, 22-23,
136-138, 141-142, 168
composite scores and, 84
data on typical applicants, 125
improvements claimed for VG-GATB
system, 201, 203-204, 210, 213
external factors influencing, 155
general ability theory of, 137, 139
intelligence (g) and, 146
measures, 5, 201, 204, 205; see also
Supervisor ratings of job
incumbents
multiple regression techniques for
predicting, 137
optimal predictors of, 16~169
psychomotor ability and, 23
sex of job seeker and, 158
specific aptitude theory of, 137
test score and, 9, 18, 121, 125, 173,
182, 204, 210, 217, 254-255, 263
validities for USES studies by, 155,
158, 16~161, 164-165, 168
by workers referred under VG-GATB
system, 201, 203-205, 207, 210,
213, 231
Job seekers
attitudes about VG-GATB system,
215
effects of VG-GATB system on,
214-218, 231-232
job search methods, 54
registration at Employment Service
offices, 66
see also Employee selection
Job Service
administration of, 61
benefits of use of VG-GATB system,
237-241
clientele, 216, 219, 224
computer automation of, 62, 66, 198
data on operations, 209
employer relations promotion, 67
Employers Committees, 57, 67
federal role in, 57-58
functions, 63-69, 193
funding levels, 60, 66
historical background, 57
information and data services, 65
intake process, 68
interviews, 64, 67
introduction of VG-GATB Referral
System, 20; see also Pilot
programs
legislation affecting, 57-59
local-office characteristics, 62-66
local-office operations, 66-69
number of registrants, 55
placements, number of, 55, 237
pools for filling job orders, 63~4
program cost, 55
recruiting, 64 65
referral process, 68, 193
referrals, number of, 55, 66
research programs, 65
single-employer-office profile, 69
specialized services provided by,
64-65
structure of, 61-62
testing, 64
traditional-office profile, 67~8
veterans preference by, 58, 67, 225,
228
see also State Employment
Security/Service Agencies; U.S.
Employment Service
Johnson, Lyndon, 37 (quote), 42
Johnson v. Transportation Agency,
Santa Clara County, California,
46, 49
OCR for page 344
344 INDEX
K
Kerner Commission, 31
Kevles, Daniel, 23-25
Kirkland v. New York State Department
of Correctional Services, 50
L
Labor Exchange Administration, 59
Labor market (U.S.), job-matching
methods, 52-54
Lawyers' Committee for Civil Rights
Under Law, opinion on
race-conscious selection
procedures, 49, 50, 257
Lippmann, Walter, 2~26
Local 28, Sheet Metal Workers'
International Associatiorl v.
EEOC, 48
Local Veteran Employment
Representatives, 67, 227, 228
M
Madigan, Richard M., 205-206
Manual dexterity (M)
convergent validity coefficients for,
89, 30~307, 309
defined, 74
practice effects on, 111-113
reliability of subtests for, 96
speededness, 74
subtests for, 78, 79~0, 96
see also Psychomotor aptitude
Marshall, Burke, 3~37, 42
McKinney, M. W., 202-203
Measurement error
sources of, 100, 129, 140, 278, 310
and test reliability, 87, 310
Merit hiring, 32
Meritocracy, and equality, 32-33, 35, 38
Meta-analysis, 18
defined, 18, 119
procedure, 120
of race effects in performance
measures, 18~187
robustness of evidence from, 120
uses in scientific research, 119~120,
135
see also Validity generalization
Minorities
biases against, in ability tests, 5 - ,
259
effect of rank-ordered test scores on,
2,3,7,9, 11,20,220
effect of VG-GATB system on,
21~220, 231-232
effects of score adjustments on, 9,
21~219, 231-232
federal commitment to well-being of,
30, 47, 261
GATB predictive validities for, 5-7,
9, 103-105
job performance, 7, 9
normative data for, 85
perceptions of fairness of VG-GATB
system, 217
pooling of samples from USES
studies, 162
referral and placement rates, 21~219
scientific justification for adjustment
of test scores of, 6 8
test performance, 7, 11, 105-106,
172-173, 187, 219
see also Blacks; Hispanics; Native
Americans; Non-English-speaking
people
Motor coordination (K)
convergent validity coefficients for,
89, 30~307, 309
defined, 74
practice effects on, 111-112
reliability of subtest for, 96
speededness, 74
subtest for, 78, 96
see also Psychomotor composite
N
National Computer Systems (NCS)
answer sheet, construct validity
threat from, 99, 102, 106
National Longitudinal Survey of Youth
Labor Force, 93
Native Americans
effects of score adjustment on
employment opportunities, 9
normative data for, 85, 280
performance on ability tests, 27
Nondiscrimination principle, 34
Non-English-speaking people
assessment of, 21~220
suitability of GATE for, 10, 232
handling through VG-GATB system,
192
Nonreading Aptitude Test Battery, 223
Normative data
OCR for page 345
INDEX 345
ASVAB, 93
GATB, 83, 84-85, 97, 98
General Working Population Sample,
84 85, 97, 98, 100
1980 Profile of American Youth
Population, 93, 94
purpose of, 84
representativeness of, 85, 93, 97
in restriction-of-range corrections, 94
in statistical analysis of referral rules,
263-264
strength of, in GATB compared with
ASVAB, 4
for within-group scoring, 85, 97,
27~274
North Carolina, pilot programs for
VG-GATB Referral System, 20,
202-203
Numerical aptitude (N)
convergent validity coefficients for,
89, 306, 307-308, 309
defined, 74
as a predictor of job performance, 137
practice effects on, 111-112
subtests for, 75, 77
o
Observed validities
decline in, 170
effect of unreliability in supervisor
ratings on, 122, 169
estimation of true validities from,
121-124, 126
for job complexity categories, 144,
158, 169
by performance criterion, 158, 169
range of coefficients over USES
studies, 152
restriction-of-range corrections,
126-127
sampling error of, 122, 132, 164
by training criterion, 158
variability of, 123
Occupational Analysis Field Centers
legislation establishing, 59
purpose, location, and programmatic
direction of, 61
Occupational Analysis Pattern, predictive
validity of, 143, 147
Office of Federal Contract Compliance,
46
Office of Personnel Management, 221,
229
On-line Data Display System (ODDS)
p
Pegues v. Mississippi State Employment
Service, 200
People with handicapping conditions
ability testing of, 22~223, 232-233
cognitive measures for, 221
effects of rank-ordering on, 224
effects of VG-CiATB system on,
22~225, 232-233
GATB use on, 10, 223-22S, 232
Job Service intake process for, 68
legislation affecting USES
involvement with, 59
referral mechanisms for, 10, 14, 192,
196, 22~225, 232
research findings on testing of,
221-223
test scores, 220
veterans, 14
Perceptual composite
alternate-form reliabilities for, 93
cognitive and psychomotor abilities
correlated with, 22-23, 137-138,
168
convergent validity coefficients for,
89-90, 97, 309
effect sizes with alternate-form
retesting, 327
effect sizes with same-form retesting,
326
estimated effect size of practice on
scores,11~113
exclusion of, from Hunter-Schmidt
analyses, 137-139, 141-143, 147
prediction from cognitive and
psychomotor composites, 139, 141
score computation for, 83
spatial ability correlated with,
141-142, 244
stability coefficients by age and
test-retest interval, 88, 96, 312-315
weighting of, 144, 168
Perceptual composite validities
age of job seeker and, 156, 218
for clerical work, 244
criterion unreliability corrections in,
168
differential by sex, 158
and education of job seeker, 157
and experience of job seeker, 156-157
frequency distributions of, 152
OCR for page 346
346 INDEX
across job families, 15~155, 158-159,
161, 164, 168, 169, 171
for job performance, 155, 161, 164,
168, 169
means and standard deviations, 151
for predictive versus concurrent
studies, 155
restriction-of-range corrections and,
168
sampling error corrections in, 164
by sex, 158
for training success, 155, 161, 164,
168, 169
by year of study, 159
Performance-based score adjustments,
7-8, 11, 255-258, 262, 267, 278,
279, 283
Pilot studies of VG-GATB Referral
System
Chrysler Corporation study, 204 205
community resistance to, 10, 210
cooperative effort required for, 13,
208
design flaws, 202, 208
discontinuation of, because of
community resistance, 10
employer role in, 13
evidence available from, 209
features of, 1-2
job performance effects in, 201
information available from, 9
Madigan, Richard M., 205-206
needs, 13
North Carolina employer survey,
202-203
North Carolina study of office
effectiveness, 20, 201, 202
office automation in, 197
Philip Morris study, 203-204
Roanoke, Virginia, survey, 215,
21~217
sewing matching operator study,
205-206, 210
states participating in, 13, 20, 197,
201
Position Analysis Questionnaire, 143
Power tests, 103, 108
Practice effects
and alternate-form retesting, 110,
112-113
effects on GATB scores, 11~113
and same-form retesting, i 1~111, 113
see also Coaching
Predictive validities (GATB)
for all jobs in U.S. economy, 3, 8, 12,
19, 130, 133, 170, 200, 206, 214;
see also Validity generalization
average, of aptitude composites, 5,
169-170
committee estimates of, 5, 15~152,
168, 253
compared to ASVAB, 4, 93-96, 98
corrected for sampling error, 164
criterion unreliability corrections and,
5, 168, 169-170
date of study and, 158-163, 170
frequency distributions for GATB
composites, 152
across job families, 15~155, 158-161,
170
means and standard deviations,
15~151
for minority job seekers, 5-7, 9,
103-105
overestimates of, 9, 170
in predictive versus concurrent
studies, 15~155
psychomotor composite exclusion
and, 139
by race, see Differential prediction
analysis; Differential validity
research support for, 5; see also
Hunter-Schmidt studies; Validity
studies
restriction-of-range corrections and,
5, 94, 162, 206
sample size and, 140, 151, 16~161
by sex, see Differential prediction
analysis; Differential validity
for supervisor ratings, 7, 8, 94, 155,
16~161, 169
temporal stability of, 161-163, 169
for training criteria, =5, 94, 97-98,
155, 16~161, 169
weighting of specific aptitudes and,
141, 142
see also Correlation coefficients;
Differential validity
Preferential treatment by race, ethnicity,
or gender
admissions policies at universities, 35
in affirmative action programs, 37-38,
45-48
arguments against, 33-35
arguments for, 33, 35-37
as compensation for past injustices,
36, 37
as discrimination, 22
OCR for page 347
INDEX 347
and equality of life chances, 37
and equality under law, 34, 35
federal policy and, 38-48
and individualism, 34, 35, 36, 37
social precedents for, 37-38
under Title VII of Civil Rights Act,
38-39, 41~3
vulnerability of employers on, 39, 47
see also Affirmative action programs;
Veterans' preference
Private Industry Councils, 57, 66
Productivity
and economic liberalism, 31
GATB use and, 8-9, 235-248
job matching and, 8-9, 247
and meritocracy, 32
supervisor ratings and, 246
test score and, 8-9, 237, 246
U.S. vs. Japanese, 17
variability in, 9
Professional and Administrative Career
Examination (PACE), 221
Psychometric theory, on factors affecting
test validity, 17-19
Psychomotor composite
and answer sheet design, 102, 115
coaching study with mentally retarded
adults,113-114
convergent validity coefficients for,
89, 97
equivalent forms reliabilities, 317
estimated effect size of practice on
scores,ll~113
Hunter-Schmidt composite, 136-139
perceptual and cognitive composites
correlated with, 137-138, 143, 168
reliabilities for, 96
research needs on, 98
score computation for, 83
stability coefficients for, 88
weighting of, 136, 138, 144, 145-146,
168
Psychomotor composite validities
age of job seeker and, 156, 218
criterion unreliability corrections and,
168
decline in, 163
education correlated with, 157
effect sizes with alternate-form
retesting, 328
effect sizes with same-form retesting,
327
experience of job seeker correlated
with, 156-157
across job families, 154-155, 158-159,
161, 164 165, 168, 171
for job performance, 23, 141-142,
147, 15~151, 155, 161, 164-165,
168, 169
restriction of range and, 145, 168
sampling error corrections in, 164
by sex, 158
stability by age and test-retest
interval, 312-315
by study type, 155
for training success, 155, 161,
164 165, 168
by year of study, 159
Public Employment Service
administration of, 56, 60
characteristics of applicants, 53, 55
federal involvement in, 55, 58, 6~61;
see also U.S. Employment
Service
functions of, 55-57, 60
historical development, 55 60
job-matching role, 52-53
legislative basis, 56
local offices, 57, 60, 62-66
operations at local level, 66~9
state-level activities, 55-57, 61-62:
see also Job Service; State
Employment Security Agencies
structure, 6~66
use patterns, 53-54
veterans' benefits under, 225, 227-228
R
Race/ethnic it y
bias in speededness of tests, 10~106,
115
bias in supervisor ratings on basis on,
6, 185-187, 188
differential predictability of GATB
by, 6, 157, 162
preferential treatment based on, 33-38
temporal stability of GATB for, 87,
162
Racial classifications
benign, 37, 252
constitutionality of, 34, 37, 38
Rawls, John, 33, 35
Recommendations
GATB use, 282-283
handicapped people, 14, 224, 233,
288-289
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348 INDEX
operational use of VG-GATB system,
11, 281-283
pilot studies, 13, 208, 287
promotion of VG-GATB program,
12-13, 207, 248, 286-287
referral methods, 11-12, 232, 279-280,
282-284
referral rules, 12, 279-280, 283-284
score adjustments, 11-12, 279,
283-284
score reporting, 12, 276-277, 280,
284-286
test security, 11, 116, 282
veterans' preference, 13-14, 234,
287-288
vocational counseling, 224, 233, 234
Recommendations for research
bias in supervisor ratings, 187
effects of VG-GATB system, 208, 287
forms development for GATB, 98,
116
job classification scheme, 148
normative data, 98, 280, 284
psychomotor aptitude measures, 98
reducing speededness, 11, 116, 282
referral rules, 280, 284
scoring system for GATB, 98
test equating, 86, 98, 116
Referral rules
adverse impact of, 261
analysis of, 262-266
committee recommendation, 277-280,
283-284; see Combined Rules
Referral Plan
effects of, 266-268, 279
equity and efficiency in, 261-274
minimum competency, 262, 268, 279
performance-based score, top-down,
262, 268, 278-279
raw-score, top-down, 261, 266, 267,
268, 270, 278
top-down, 21, 198, 210, 211, 214,
22~229, 233
within-group percentile score,
top-down, 261-262, 266-267, 268,
278
and work-force efficiency, 21, 198,
211
see also Employee selection;
Performance-based score
adjustments; Score adjustments;
Vocational counseling;
Within-group percentile scores
Referral ratio policy, 22
Regents of the University of California
Bakke, 35, 46
Regression equations/analyses
and correlations between aptitudes,
137
development of, 142
for predicting job performance, 137,
139, 142, 144-145
for relating composite scores to job
performance, 84, 139
for training success, 144
weighting of aptitudes in, 139
see also Differential prediction
analysis
Rehabilitation Act of 1973, 59, 220
Reliability
alternate forms, 93, 317-322
ASVAB, 93
coefficients, 31~311
data availability on, 165
defined, 86, 310
equivalent forms, 31~317
of GATB aptitude scores, 86~8, 138,
307, 308, 31~317
GATB compared with ASVAB, 4, 93,
97-98
internal consistency estimates of,
109-110, 317; see also Item-bias
analysis
interrater, 165-166
and item selection strategy, 270
measurement error and, 87
of measurements, defined, 139 n. l
measures of, 129, 139, 165
methods for estimating, 87, 311
overestimates of, 165
of supervisor ratings, 122, 128-129,
132-133, 145, 162-163, 165-166
temporal stability, 87, 311-314
see also Criterion unreliability
corrections
Restriction-of-range correction
for ASVAB validities, 94
committee basis for, 170
computation of, 94, 126-127
effect on GATB validities, 5, 132, 145
effect on observed validities, 127
Hunter-Schmidt, 5, 128, 132, 145,
166-167, 170
in predictive versus concurrent
studies, 154
problem in determining, 125, 132
purpose of, 132
OCR for page 349
INDEX 349
restriction ratio estimation for, 125,
127-128, 167
year of study add, 162
Reynolds, Wm. Bradford, 21, 34 (quote),
48-49, 252
Rhoades, Dennis, 229
S
Sampling error
computation of, 122-123, 163-164
corrections for, 123-124, 132, 16~165
defined, 122
in differential validity studies, 176
effects of, 153, 16~165
reliability measure based on, 139~140
size of sample and, 153, 163-164
San Francisco Police Officers'
Association v. San Francisco, 50
Schmidt, Frank, see Hunter-Schmidt
analyses
Scholastic Aptitude Test, 110, 114,
221-222, 232
School desegregation, 39, 44
Score adjustments
for affirmative action purposes, 51,
213, 230
for aptitude composites, 83-84
complexity in VG-GATB system, 84,
97
conversion tables for, 20
drawbacks of, 270
for error, 80, 83, 99
for guessing, 75
item elimination, 50
for job families, 83-84
legality of, 3, 10, 48~9, 50, 200, 218,
230
for NCS answer sheet, 103
purpose of, 2, 21, 84
recommendations, 11-12, 252,
279~280, 283-286
reporting to employers, 12, 14,
27~277, 279, 280, 28~286
reverse discrimination in, 3, 252
scientific justification for, 6~,
255-258, 266-267, 278-279
theoretical comparisons of, 253
for veterans, see Veterans' preference
see also Fairness; Performance-based
score adjustments; Test scores;
Within-group percentile scores
Security, see Test security
Selection error
differential prediction and, 178
false-acceptance rates, 6, 7, 255-258
false-rejection rates, 6, 7, 255-258
impact on minorities, 6-7, 178,
261-268
Servicemen's Readjustment Act of 1944,
227
Seymour, Richard T., 257-258
Skill Qualification Tests, 95-96
Slavery, 31, 34
Social justice, philosophical foundations
in U.S., 30-33
Social Security Act of 1935, 56, 58, 59
Spatial aptitude (S)
convergent validity coefficient for,
89~90, 97, 306-309
correlated with perceptual ability, 244
defined, 74
practice effects on, 111-112
predictive power of, 142, 171, 244
subtest for, 76, 9~91, 309
validity for skilled trades, 244
Spea~,~an, Charles, 102-103
Specific Aptitude Test Batteries,
13~135, 136, 174, 177
Speededness of tests
and coachability, 4, 11, 73, 115, 116
and construct validities, 95, 102-105,
115
and content of test questions, 104
defined, 103
and difficulty of items, 108-109
GATB subtests, 7~78, 80
index of, 108
and NCS answer sheet design, 102,
115
omit rates and, 92
percentages attempting and number of
items correct, 10~105
and point-biserial correlations, 109
psychological effects of, 106
and quality of work, 103
raciaVethnic correlates of, 104-106
and random answers, 4, 100-101
research needs on, 11, 105-106, 116,
282
Standards for Educational and
Psychological Testing, 85, 100,
178,303-304,310,317
State Employment Security/Service
Agencies
characteristics, 61
computer automation of, 62, 66
OCR for page 350
350 INDEX
coordination with state rehabilitation
agencies, 14
federal support for, 60
historical background, 56
names, by state, 62~3
role in evaluating VG-GATB system,
13, 208
with pilot programs, 13, 20
relationship of unemployment
insurance and employment referral
functions in, 61
resource allocation to, 62
service delivery approaches, 61
State Test Research Units, 59
State Veterans' Employment
Representative, 227
Studies of GATB validity, see USES
studies of GATB validity
Supervisor ratings of job incumbents
accuracy in estimating job
performance, 6
aspects of performance considered in.
187
bias in, 6, 185-187, 188
GATB validities for, 7, 8, 94, 155,
158, 169, 170
and job family, 169, 170
and productivity, 246
reliability of, 122, 12~129, 132-133,
145, 165-166
and sex of job seeker, 158
by Standard Descriptive Rating Scale,
174, 175, 178, 185
true distinguished from observed,
128-129
Swarthout, David, 173, 174, 176, 178,
274
Synk, David J., 173, 174, 176, 178, 274
T
Teamsters v. United States, 42
Terman, Lewis, 24
Test Development Field Centers, 59, 61,
163, 175, 178, 199, 204, 221
Test equating
and comparability of constructs
measured, 31~321
of GATB subtests, 85~6, 97, 98
goalsof,317
and sampling errors, 321-322
standard errors of, 86
techniques for, 317-318
test difficulty differences and, 85~6
Test performance
item difficulty and, 107; see also
Item-bias analyses
familiarity with test and, 106
by minorities, 7, 11, 105-106,
172-173, 187, 219
point-biserial correlations of, 109
practice effects on, 106, 11~113; see
also Coaching
random answers and, 4, 10~101, 109
speed of test and, 103-106; see also
Speededness of tests
Test scores
age of job seekers and, 156, 218
and alternate-form retesting, 110,
112-113
benefits of rank-ordering by, 20
chance scores and coaching for power
subtests, 10~101
comparability for handicapped
people, 222
correction for error, 80, 99
correction/penalty for guessing, 75,
102
and differential validity, 173-174
effects of rank-ordering on low
scorers, 217-218
effects of rank-ordering on minorities,
2, 3, 20, 218-219, 266-268
expectancy scores, 12, 14, 276, 277
Golden Rule procedure for reducing
group differences in, 268-270
of handicapped people, 220
impacts on job prospects, 196
and imperfect prediction, 256-257
and job performance, 9, 18, 121, 125,
173, 182,204,210,217,262
practice effects on, 11~113
and productivity, ~9, 237, 246
reporting of, 12, 251-252, 274-277,
279
and same-form retesting, 11~111, 113
and supervisor ratings, 7, 121, 174
and work experience of employees,
206
see also Score adjustments;
Total-group percentile scores;
Within-group percentile scores
Test security
ASVAB, 4, 91-92, 98, 114
availability of forms outside
government, 4
and administration protocols, 4
fairness and, 11
OCR for page 351
INDEX 35 1
flaws in GATB, 4, 11, 73, 98, 114, 115
and number of forms, 4, 11, 73
recommendations, 11, 116, 282
Tests, see Ability tests
Thorndike, E.L., 23 (quote), 146
Title VII of the Civil Rights Act
and ability testing, 39
ambiguity in, 39~3
congressional intent of, 39, 43
definition of discrimination, 38, 40
enforcement of, 39, 40
implications for state Employment
Service system, 58
individual rights and group effects
under, 39-43
1972 amendments to, 42~3
pattern or practice suits under, 40
and preferential treatment, 3~39,
41~3
and score conversions, 49
section 703(a)(2), 41
section 703(j), 3~39, 49
section 706(g), 45
unlawful employment practices under,
40, 41
USES programs under, 59
see also Equal Employment
Opportunity
Total-group percentile scores
expectancy scores from, 12, 276
reporting of, 275-276
Trainability, measures of, 92, 98
Training programs
criterion-referenced assessment for,
96
for disadvantaged job applicants, 56,
58, 59
race-conscious admission policies, 49
for test administrators, 114
for veterans, 59, 64
Training success
credibility values for, 165
external factors influencing, 155
measure of, 155
regression equations for, 144
reliability value, 165-166
and sex of job seeker, 158
validities for, 155, 158, 160 161,
16~165, 168, 169
Tribe, Laurence, 36, 44, 45, 47
True validities
correlations between, 141
defined, 121
effect of reliability correction on, 129
effects of sampling error corrections
on, 164-165
estimation from observed validities,
121-124
joint distribution of, 142
population basis, 122, 124
underestimation of, 166
variance over studies, 139-140
U
Unemployment insurance
administrative responsibilities for, 61
legislative basis, 56, 58, 59
number of claimants, 55
registration for, 68
relationship to employment referral
functions, 61
work test, 64
Uniform Guidelines on Employee
Selection Procedures, 6, 19, 43, 51
United States Code, Title 38
USES programs under, 59
veterans programs under, 58, 64, 67,
227
United Steel Workers of America v.
Weber, 46, 49
U.S. Employment Service (USES)
administration, 59
economic pressures on, 60, 200 201,
218
employment testing program, 17-22;
see also General Aptitude Test
Battery; VG-GATB Referral
System
funding for, 56, 60
historical background, 55-57
legislation affecting, 59
placement activity, 56-57
policy emphasis shifts, 56-57
programs, 59
public image, 57, 191
research functions, 6~61, 65
role of, 56
staffing, 60
structure, 6~61
policy goals of, 21, 191
see also Job Service; Public
Employment Service; Validity
studies
USES technical reports, see
Hunter-Schmidt analyses
USES validity studies of GATB
OCR for page 352
352 INDEX
committee analysis of, 5, 88 89, 97,
149-171
criteria used in, 134, 160
difficulties/problems, 135, 136,
16~163, 165
of differential validities, 157-158,
173-178
distribution overjob families, 160 161
frequency distribution of validity
coefficients by composite, 152
generalizability of jobs studied to jobs
not studied, 136, 163-168, 169-171
1945-1980 (515), 135, 136-137,
13~140, 149-151, 154, 160-161,
166; see also Hunter-Schmidt
analyses
1970s to 1980s (264), 136, 150-152,
154, 160-161, 164 165, 167-169
number of jobs covered by, 137
predictive versus concurrent, 152,
154-155
quality and comparability of, 150
by race, 157
reliability data in, 165
sample sizes and characteristics,
134-138, 145, 151-152, 153, 157,
160, 162, 174, 175, 179
by sex, 157
temporal stability problem, 15~163,
169
Specific Aptitude Test Battery
development, 134-135, 136, 174,
177, 179
Utility analysis, see Hunter-Schmidt
analyses; Economic claims for
VG-GATB system
V
Validities
criterion-related, defined, 121 n.1,
150; see also Job performance;
Supervisor ratings; Training System
success Validity studies
GATB, summarized, 151
moderators of, 152-160
omnibus statistical test for difference
among, 131
by race, see Differential validity
restriction ratios, 125, 127-128
by sex, see Differential validity
situational aspects of, 135
see also Convergent validity
coefficients; Construct validity;
General Aptitude Test Battery;
Observed validities; Predictive
validity; True validities
Validity generalization
age of job seekers and, 156
applicability to all jobs, 8, 19, 129,
133, 170
applied to GATB, 13~148
approach, 121
conceptual basis, 22, 132
connecting sample and population,
122, 129-130, 133
criterion-related validity research and,
13~136, 171; see also
Hunter-Schmidt analyses
and cognitive and psychomotor
factors, 136-143
criterion reliability in, 122, 12~129,
130, 132-133, 165-166
definition, 1 n.1
experience of job seeker and,
15~157, 206, 216
and intelligence (g), 22-27
interpretation of small variances in,
13~131
and job families, 143-147, 154
regression equations relating
composite scores to job
performance, 84
restriction of range in, 122, 12~128,
130, 132, 154-155, 162, 166-168
sample size and, 135, 152, 153,
160-161
and sampling error, 122-124, 130,
132, 135, 152, 153, 163-165
and study type, 154-155
test score variance and, 128
theoretical framework, 22-23,
121-133, 169
and year of study, 158-163
see also Meta-analysis; Predictive
validities; VG-GATB Referral
of ASVAB, 93-96
costs of, 43
definition of applicant groups for jobs
in, 127
file drawer problem, 130
flaws in, 9, 127
form changes and, 102
of GATB, 149-171
of GATB construct, 8~91, 97
of handicapped groups, 223-224
OCR for page 353
INDEX 353
sample sizes and compositions, 89
technical requirements for, 43
see also Hunter-Schmidt analyses;
USES validity studies of GATB
Verbal aptitude (V)
convergent validity coefficients for,
89, 306, 307, 309
defined, 74
practice effects on, 111-112
as a predictor of job performance, 137
subtest for, 76
see also Cognitive composite
Veterans
employment offices for, 56
employment opportunity legislation
and programs for, 59, 64, 225,
227-228
intake for employment registration, 68
need/desire to be tested, 216, 225
number using Employment Service,
55
qualified, defined, 228, 233
responsibility for employment and
training services, 227
score adjustments for, 230-231, 234
VG-GATB system file search for, 192
Veterans Employment, Training and
Counseling Act of 1987, 59
Veterans' Job Training Act, 64
Veterans of Foreign Wars, 225, 226, 230
Veterans Placement Offices, 56
Veterans' preference
in civil service, 38, 225, 227, 229
defined, 226, 228
eligibility lists, 227
history of, 225-227
incorporation in VG-GATB system,
10, 13-14, 197, 22~229, 233-234
by Job Service, 67, 225
legal basis for, 10, 58, 59, 64, 67, 227,
229
point system, 226, 227
Public Employment Service and,
227-228
referral priority by USES, 38
reporting to employers, 14, 234
and within-group scoring, 229-231
Veterans' Preference Act of 1944,
22~227
VG-GATB Referral System
aggregate economic effects, 247
applicants' attitudes about, 215-217,
231
benefits of, 8, 9, 27, 193, 210-211,
213, 247; see also Economic
claims for VG-GATB system
candidates selected per job opening,
212
community resistance to, 10, 210
computerization, 2, 68, 192, 197-198,
214
conceptual model of, 2, 192-198, 215,
218
concerns about, 8, 2~27, 97, 199; see
also specific population groups
constitutionality/legality of, 48~9, 51
counseling services, 193, 196
effects on employers, 9, 203, 21~211,
212-213, 231, 247
effects on job seekers, 21~218,
231-232
effects on low scorers, 8, 9, 217-218,
231
effects on minority job seekers,
21~220, 231-232
effects on older applicants, 156, 218,
231
effects on people with handicapping
conditions, 22~225, 232-233
effects on veterans, 228-231, 233-234
efficiency of, 8, 193, 198
employee selection basis, 2, 11-12,
88, 19~197, 198
employer attitudes about, 203,
210-211, 212-213, 231
exclusive use, 27-28, 216, 218, 225,
231
file searches, 192, 193, 195-198
full-service office, 192, 19~195
GATB testing, 192, 194, 196, 214
implementation of, 201-206, 207-208;
see also Pilot studies
job classifications used in, 144, 147;
see also Job families
job order processing, 193
job seekers excluded from, 192, 196
legality of, 200, 206
local-office profile, 68-69
logistics, 210-211, 21 ~215
market penetration, 201, 202, 207
office effectiveness, 201, 202, 207
operational use of, 11, 97, 281-283
orientation, 193, 196
negative effects of, 214, 217-218
performance of referred workers, 201,
203-205, 207, 210, 213, 231, 246
Representative terms from entire chapter:
validity coefficients
