Scoring and Evaluation Flashcards

Under the Uniform Guidelines on Employee Selection Procedures (UGESP), employers using CBST scores for hiring must be able to demonstrate what?

Answer: That the test scores are job-related and valid for the specific position

UGESP requires that any selection procedure, including cognitive tests, be demonstrably job-related and valid for the role in question.

What is 'adverse impact' in the context of CBST score use?

Answer: When a selection rate for a protected group is less than 80% of the highest-scoring group's rate

Adverse impact occurs when a protected group's pass rate is below the 80% (four-fifths) rule compared to the highest-scoring group.

If an employer's CBST cutoff produces adverse impact, what is the recommended next step?

Answer: Conduct a validity study to confirm the cutoff is job-related and consider whether a lower cutoff still meets business needs

Employers should validate that the cutoff is necessary for job performance and explore alternatives that reduce adverse impact while maintaining validity.

A candidate requests their CBST score under a company's data access policy. What information are they typically entitled to receive?

Answer: Their own score results as governed by applicable privacy laws and company policy

Candidates are generally entitled to their own score data under privacy frameworks, though test item confidentiality is usually maintained.

What does 'predictive validity' mean in the context of CBST evaluation?

Answer: The degree to which CBST scores correlate with future job performance

Predictive validity measures how well CBST scores forecast on-the-job performance outcomes like productivity and training success.

Which type of CBST validity evidence examines whether the test content mirrors the skills actually required on the job?

Answer: Content validity

Content validity ensures the test items representatively sample the knowledge and skills needed to perform the job.

When comparing CBST scores across two candidates, one of whom had accommodations (extended time), how should scores be interpreted?

Answer: Scores should be interpreted in context, noting accommodations, since timing changes may affect norms

Accommodations can affect how scores compare to standard norms, so employers should interpret them with context rather than dismissing them.