The Uniform Guidelines define criterion-related validity as, “Data showing that a selection procedure is predictive of, or significantly correlated with, important elements of job performance.”
Criterion-related validity studies can be conducted in one of two ways: using a predictive model or a concurrent model. A predictive model is conducted when applicant test scores are correlated to subsequent measures of job performance (e.g., six months after the tested applicants are hired). A concurrent model is conducted by
giving a selection procedure to incumbents who are currently on the job and then correlating these scores to current measures of job performance (e.g., performance review scores, supervisor ratings, etc.).
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Visit http://bcginstitute.org/?AIBookSeries to learn about the Adverse Impact and Test Validation webinar series based on Dr. Biddle's book.
2. Overview: What is Validation?
• Traditionally, it is making sure a selection procedure (i.e.,
test) measures what it is designed to measure
• In a legal realm, a selection procedure is valid if it can be
proven by an employer that it is “…job related for the
position in question and consistent with business
necessity.”
• Conducting a criterion-related validation study is one
way to establish job relatedness for a test
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3. Criterion Validity Overview
Criterion-Related Study
Performance Measure
70
60
50
40
30
20
10
0
0 20 40 60 80 100
Test Score
Job Performance Metric Test Score
(rating, days missed work, etc.)
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4. Criterion Validity Overview
Criterion-Related Study
Performance Measure
70
60
50
40
30
20
10
0
0 20 40 60 80 100
Test Score
Test Score = 22 Test Score = 85
Performance = 31 Performance = 55
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5. Why is this Topic Important to HR/EEO Professionals?
• Why do I need to know about this topic?
– Validating your company’s tests will lead to a more qualified workforce
and will help defend against lawsuits
– Conducting a CRV study will prove—empirically at your specific
employer and for the specific at-issue job—if and to what extent the test
is “working”
• What are the key essentials I need to know about this topic?
– Certain types of tests can only be validated using CRV
– Both professional and federal validation guidelines exist and are
important to the process
– CRV can be used for “calibrating” your workforce
– CRV studies can reveal if your test is “fair” or “biased”
• What are the consequences surrounding these issues?
– CRV can generate “expectancy tables” that can directly show the
monetary value of testing
– The “start up” cost of a validation case is $30k to $80k
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6. Criterion-related Validity (CRV)
Presentation Outline
• Statistical power
• Criterion and test reliability
• Steps for conducting a predictive CRV study
• Steps for completing a concurrent CRV study
• Guidelines for Interpreting Correlations
• Advanced criterion-related validity topics:
– Expectancy tables and charts
– Cross validation
– Corrections
– Bias
• Challenges to Using a Validity Generalization Defense in
Title VII Enforcement
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7. Resources
• Adverse Impact and Test Validation: A Practitioner's
Handbook by Daniel A. Biddle, Ph.D.
– Purchase online at www.BCGinstitute.org
• Adverse Impact and Test Validation Book Series Webinars
– Recordings available online for all BCGi Platinum Members
– Webinar slides available online to all BCGi Standard & Platinum
Members
• BCGi Membership
– Free Standard Membership
– Premium Platinum Membership
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8. About Our Sponsor: Biddle Consulting Group (BCG)
BCG is an HR firm dedicated to providing the highest products and services related to
Equal Employment Opportunity (EEO), Affirmative Action and Employee Selection.
• BCG’s Consulting Services
― Affirmative Action Plan Outsourcing
― Compensation Analysis
― EEO/AA Litigation Support (Plaintiff and Defendant)
― Job Analysis
― Test Development and Test Validation
• BCG’s Software Products
― Adverse Impact Toolkit™
― AutoAAP® affirmative action plan development software
― AutoGOJA® job analysis software
― C4 call center testing software
― COMPARE™ compensation analysis software
― CritiCall® dispatcher/call-taker personnel selection software
― ENCOUNTER soft skills video situational judgment testing software
― OPAC® office skills testing software
― TVAP™ Test Validation & Analysis Program software
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