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.). Learn more about the BCG Institute for Workforce Development by going to www. BCGInstitute.org Visit http://bcginstitute.org/?AIBookSeries to learn about the Adverse Impact and Test Validation webinar series based on Dr. Biddle's book.

1. Criterion-related Validity
BCGi: Adverse Impact & Test
Validation Book Series

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
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40
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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
www.BCGinstitute.org

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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