Professional and Administrative Career Examination: Hearing Before the Subcommittee on the Civil Service of the Committee on Post Office and Civil Service, House of Representatives, Ninety-sixth Congress, First Session, May 15, 1979 |
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Page 4
... statistical sample gath- ered from 1976 test data . GAO was unable to gather figures on Hispanics although they did show that whites were 80 times more likely to score in the certifiable range than were blacks . The right part of the ...
... statistical sample gath- ered from 1976 test data . GAO was unable to gather figures on Hispanics although they did show that whites were 80 times more likely to score in the certifiable range than were blacks . The right part of the ...
Page 9
... statistics and also higher than the percentage of minorities in comparable occupa- tions in the private sector . Therefore , in OPM's opinion , there is no bottom line adverse impact on minorities in PACE occupations . While we agree ...
... statistics and also higher than the percentage of minorities in comparable occupa- tions in the private sector . Therefore , in OPM's opinion , there is no bottom line adverse impact on minorities in PACE occupations . While we agree ...
Page 20
... statistical questions because I am a little unclear . You make reference to the fact that 152,000 people were hired in 1978. What percentage of that 152,000 were actually minority ? Mr. GOULD . Can you tell me where you are ? How many ...
... statistical questions because I am a little unclear . You make reference to the fact that 152,000 people were hired in 1978. What percentage of that 152,000 were actually minority ? Mr. GOULD . Can you tell me where you are ? How many ...
Page 21
... statistics is because there was very little difference between male and female scoring on the test . We found a much more pervasive problem ; that veterans ' preference screened out most women , regardless of how well they did on the ...
... statistics is because there was very little difference between male and female scoring on the test . We found a much more pervasive problem ; that veterans ' preference screened out most women , regardless of how well they did on the ...
Page 23
... statistical difference in what the test shows in relation to job performance . It is not a perfect predictor of job performance . Mr. LEACH . May I ask in this regard , when you are saying that the test indicated , based on corrected ...
... statistical difference in what the test shows in relation to job performance . It is not a perfect predictor of job performance . Mr. LEACH . May I ask in this regard , when you are saying that the test indicated , based on corrected ...
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Common terms and phrases
ability Administrative Career Examination affirmative action analysis applicants appointment April 19 Asian American basis blacks CAMPBELL candidates Career Service Carnegie Council co-op construct validity content validity Cooperative Education Program Department developed Educational Testing Service eligibles employees hired Equal Employment Opportunity ethnic origin evaluation experience Federal Government female filled FSEE Group Race hiring authority Hispanics Honorable Patricia Schroeder individuals internal promotion job analysis job performance large numbers measures ment merit methods minorities and women Native Americans Office of Personnel outstanding scholar PACE exam PACE occupations PACE register PACE test PACE-type positions percentage Personnel Management problem Professional and Administrative qualified quality of employees questions racial random number ratings recruitment selection system Social Security Administration specific standards statistics Subcommittee on Civil test scores test takers tion Uniform Guidelines Uniform Selection Guidelines Upward Mobility validity studies veteran preference Washington
Popular passages
Page 66 - Bakke, who had been denied admission to the medical school of the University of California at Davis because of its quota system, contended that he was a victim of reverse discrimination and that his right to equal protection under the law had been violated.
Page 195 - Honorable Patricia Schroeder Chairwoman, Subcommittee on Civil Service Committee on Post Office and Civil Service House of Representatives Washington, DC 20515 Dear Ms.
Page 124 - A substantially different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group.
Page 30 - Such examinations shall be practical in their character, and so far as may be shall relate to those matters which will fairly test the relative capacity and fitness of the persons examined to discharge the duties of the service into which they seek to be appointed.
Page 87 - It is in these and other areas where discrimination is institutional, rather than merely a matter of bad faith, that corrective measures appear to be urgently required. For example, the Committee expects the Civil Service Commission to undertake a thorough re-examination of its entire testing and qualification program to ensure that the standards enunciated in the Griggs case are fully met,
Page 87 - Civil Service selection and promotion requirements are replete with artificial selection and promotion requirements that place a premium on 'paper* credentials which frequently prove of questionable value as a means of predicting actual job performance. The problem is further aggravated by the agency's use of general ability tests which are not aimed at any direct relationship to specific jobs.
Page 88 - Appropriateness of construct validity studies. Construct validity is a more complex strategy than either criterion-related or content validity. Construct validation is a relatively new and developing procedure in the employment field, and there is at present a lack of substantial literature extending the concept to employment practices.
Page 88 - ... practices. The user should be aware that the effort to obtain sufficient empirical support for construct validity is both an extensive and arduous effort involving a series of research studies, which include criterion related validity studies and which may include content validity studies. Users choosing to justify use of a selection procedure by this strategy should therefore take particular care to assure that the validity study meets the standards set forth below.
Page 102 - President may prescribe rules which shall provide, as nearly as conditions of good administration warrant, for — (1) open, competitive examinations for testing applicants for appointment in the competitive service which are practical in character and as far as possible relate to matters that fairly test the relative capacity and fitness of the applicants for the appointment sought...
Page 140 - A disadvantaged individual for manpower program purposes, "is a poor person who does not have suitable employment and who is either ( 1 ) a school dropout, ( 2 ) a member of a minority, ( 3 ) under 22 years of age, (4) 45 years of age or over, or (5) handicapped.