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EEOC
REQUIREMENTS
In the highly competitive world
markets, managers must make every effort to:
- reduce the time involved in
locating a good employee and
- reduce
the loss to the company when an employee quits or is
terminated and the money invested in
training is lost.
The use of screening instruments, psychological testing,
personality assessments, and such has become very popular in an
attempt to help the manager make better hiring decisions.
In an effort to protect the rights of the citizens, the EEOC
has established three requirements for any testing instrument
used as part of the hiring decision process:
- The instrument must measure
what it says it measures.
- The instrument cannot
discriminate according to age, race, or sex.
- Whatever the instrument
measures must have a direct application to the position
being applied for.
The third requirement is the responsibility of the
hiring organization to monitor. The other two are conditions of
the instrument itself.
EEOC REQUIREMENT #1
The instrument must measure what it says it measures.
The industry standard used for validating instruments for
effectiveness and accuracy is the Minnesota Multi-Phasic
Personality Inventory (MMPI). A 100% statistical concurrency
between the MMPI and Hartman Value Profile, entitled "Concurrent
Validity Study of Hartman's Valumetrics and Value Science
Assumptions as a Revolutionary New Basis for Modern Behavior
Science Applications" was published in the VA practitioner by
Dr. Leon Pomeroy and Dr. John Davis.
Another study performed by Dr. John Austin and Barbara
Garwood, entitled "the Relationship of the Hartman Value
Profile, Rokeach Value survey, Allpot-Vernon-Lindzey Study of
Values and Kohlberg's Theory of Moral Development" was presented
to the National Association of School Psychologists in March,
1977. This study of the most prominent value measurement
instruments validates the Hartman Value Profile in the
measurement of value structures.
EEOC REQUIREMENT #2
The instrument cannot discriminate according to age, race, or
sex.
AGE:
The mean and standard deviation
analysis of a random sampling of six (6)- one hundred (100)
profile groups from a population of 22,000 profiles produced a
mean standard error of 1.38 with a standard deviation of 1.56.
An analysis of a 25-35 year old group yielded a mean standard
error of 1.41 with a standard deviation of 1.63. An analysis of
a 45-55 year old group yielded a mean standard error of 1.34 and
a mean standard deviation of 1.40. These statistics produce a
significant difference of zero in the groups examined.
RACE: The mean and standard deviation
analysis of a random sampling of six (6) one hundred (100)
profile groups from a population of 22,000 profiles produced a
mean standard error of 1.35 with a standard deviation of 1.58.
An analysis of a white group yielded a mean standard error of
1.26 with a standard deviation of 1.43. An analysis of a
Hispanic group yielded a mean standard error of 1.44 with a
standard deviation of 1.89. These statistics produce a
significant difference of zero in the groups examined.
SEX: The mean and standard deviation
analysis of a random sampling of six (6) one hundred (100)
profile groups from a population of 22,000 profiles produced a
mean standard error of 1.36 with a standard deviation of 1.49.
An analysis of a male group yielded a mean standard error of
1.45 with a standard deviation of 1.62. These statistics produce
a significant difference of zero in the groups examined.
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