Legal Compliance & Ethical Assessment Practices Flashcards

The Standards for Educational and Psychological Testing (2014) are jointly published by which organizations?

Answer: APA, AERA, and NCME

The Standards are a joint publication of the American Psychological Association (APA), American Educational Research Association (AERA), and National Council on Measurement in Education (NCME).

An assessor uses a physical ability test that screens out significantly more female applicants. To justify continued use, the employer must demonstrate:

Answer: Criterion-related validity linking test scores to job performance

When a selection test has adverse impact, the employer must establish its validity—particularly criterion-related validity showing scores predict actual job performance.

Which federal law specifically prohibits discrimination in employment based on genetic information, including family medical history?

Answer: GINA

The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits using genetic information—including family medical history—in employment decisions.

When a KSA assessment is used for both selection and promotion decisions, ethical guidelines require that:

Answer: Separate validation studies should be conducted for each use

Assessment validity is context-specific; using the same tool for different purposes requires separate validation evidence because the criterion and population may differ.

A hiring manager asks an assessor to 'adjust' a candidate's KSA score because the manager 'knows' the person will succeed. The assessor should:

Answer: Decline and explain that score manipulation violates professional and legal standards

Altering scores based on subjective preferences undermines test validity, violates professional ethics codes, and may expose the organization to legal liability.

The Uniform Guidelines on Employee Selection Procedures (UGESP) define the '4/5ths rule' as a threshold for:

Answer: Identifying potential adverse impact requiring further review

The 4/5ths (80%) rule states that if the selection rate for a protected group is less than 4/5ths of the highest-selecting group's rate, adverse impact is indicated.

Which type of validity evidence is MOST directly relevant when defending a KSA assessment against a disparate impact claim in court?

Answer: Criterion-related validity

Criterion-related validity—showing test scores statistically predict job performance—is the strongest legal defense against disparate impact claims under UGESP standards.