Differential Predictive Validity of Specified Selection Techniques Within Designated Subgroups of Applicants For Civil Service Positions: Phases I and II. Non-Technical Report.

Autor/in	Neidt, Charles O.
Institution	Dayton Public Secondary Schools, OH. Vocational Rehabilitation of the Mentally Retarded.; Colorado Civil Rights Commission, Denver.
Titel	Differential Predictive Validity of Specified Selection Techniques Within Designated Subgroups of Applicants For Civil Service Positions: Phases I and II. Non-Technical Report.
Quelle	(1969), (19 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Anglo Americans; Blacks; Competitive Selection; Employment Qualifications; Employment Services; Government Employees; Longitudinal Studies; Racial Discrimination; Spanish Americans; Success; Testing Programs; Colorado + Suchen Sie Ihr Suchwort? Black person; Schwarzer; Employment qualification; Vocational qualification; Vocational qualifications; Berufliche Qualifikation; Employment service; Arbeitsvermittlung; Longitudinal study; Longitudinal method; Longitudinal methods; Längsschnittuntersuchung; Racial bias; Rassismus; Erfolg
Abstract	A general discussion is presented of 2 phases of a study designed to determine the relationship between selection techniques (used by the State of Colorado Civil Service Commission and the Career Service Authority of the city and county of Denver) and on-the-job performance in specified job classifications for personnel classified as Negro, Spanish-surname, or white. Jobs included in the longitudinal analysis were (1) Hospital Attendant at Denver General Hospital, (2) Intermediate Clerk Typist, (3) Clerk Stenographer, Intermediate Clerk Stenographer, and Senior Clerk Stenographer, (4) Clerk Typist, Senior Clerk Typist, and Dictation Machine Operator (all in various State office settings), and (5) Resident Supervisor Trainee at Lookout Mountain School for Boys. Two questions were asked: (1) Is there evidence of unfair discrimination practices in employment selection? and (2) How accurate is the probability of success on the job as assigned to individuals in the applicant population at the time of application? No evidence of unfair discrimination in terms of ethnic group membership was found, but it was noted that it should be possible to improve selection accuracy by refining the process by which the "probability-of-success-on-the-job-if-hired" is determined. A related document is RC 004 240. (DK)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC