CBST Scoring and Evaluation 4

Question 1

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

Accepted Answer

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

Answer

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

Question 2

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

Accepted Answer

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

Answer

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

Question 3

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

Accepted Answer

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

Answer

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

Question 4

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

Accepted Answer

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

Answer

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

Question 5

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

Accepted Answer

The degree to which CBST scores correlate with future job performance

Answer

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

(CBST) Criteria Basic Skills Test Practice Test

(CBST) Criteria Basic Skills Test Practice Test

CBST Scoring and Evaluation 4