Application 3 Legal Issues: Analyzing Staffing Practices for Discrimination

Current selection system for Facilities/Maintenance (F/M) Associates:

• Qualifications Review: Once interested individuals have completed an application, the PIP Human Resources Director reviews the information and notes whether minimum qualifications are met. If so, the applicant is invited to complete a work sample.
• Work Sample: Candidates demonstrate checking for a leak in the ceiling, using the appropriate tools, how the leak would be repaired, and how it would be repainted. One of the Facilities/Maintenance (F/M) Managers administers the work sample and determines if the candidate passes or fails. No rubric exists for scoring the work sample; it depends on how discriminating the Manager wishes to be. Applicants who pass the work sample then are invited to an interview with one of the F/M Managers.
• Unstructured Interview: The interview is unstructured and questions are organic (they go different directions based on the feel of the interview). After all interviews have been completed, the F/M Manager makes the final decision on which candidates should receive job offers and in which order. Note that there are F/M Managers for each building, so the F/M Manager that conducts the interview may or may not be the one supervising the new employee.

The Resort Managers feel strongly about hiring people who fit with the organization. They would like to keep a method of determining fit in the selection system. Because business is growing, the company is open to investing money into the staffing systems (within reason). However, the most limited resource is time. The resort stays busy and everyone, including managers, has very little time to devote to extra activities like testing and interviewing.

Below are the selection data for the past year for this job. Note that not all qualified applicants completed each step of the selection system. Some applicants chose to withdraw from the selection process (which is why you see a column showing the number who completed each step); others did not pass the selection test and did not advance to the next step in the selection process.

Selection Data Used for AI Analysis - PIP Resort Management (Pleasure Island I-IV) - 12 months
Facilities/Maintenance (FM) Associates
Group	Qualified Applicants	Completed Work Sample	Passed Work Sample	Completed Interview	Passed Interview	Hired
Non-Minority	124	123	118	99	78	75
Minority	79	74	57	57	42	36
Male	142	141	139	126	104	100
Female	61	56	36	30	16	11

Facilities/Maintenance (FM) Associate Statistics Compared to the Relevant Population

Job Category: Front Desk/Guest Relations Associates
	Current FM (%)	Availability of FM Associates in Relevant Population (%)
Male	82	65
Female	18	35
Minority	20	32

Assume that you are a consultant to PIP Resort Management. You need to evaluate the current selection practices used for this job. In later parts of the project, you will be making recommendations for changes. Statistics are important, but your interpretation of the statistics and use of them in decision-making is critical. Thus, you will need to justify/explain the rationale for your responses.

Answer each question by number. Show all work. Be sure to fully support/justify your responses. You may use outside sources; however, you must cite these outside sources using MLA, APA, or other accepted style.

1. Use the selection data (flow statistics) to calculate adverse impact for sex and minority status. Interpret each of the statistics Please show all work (e.g., formulas from Excel).
   1. Overall minority vs. non-minority
   2. Work sample minority vs. non-minority
   3. Interview minority vs. non-minority
   4. Overall male vs. female
   5. Work sample male vs. female
   6. Interview male vs. female
2. Use the stock statistics to discuss whether or not there is underutilization of females and minorities. Show all work. Please make sure to interpret your findings.
3. Review the current selection process. Identify three potential problems (in terms of legal issues) that you see with the current selection system (e.g., interviews, tests, etc.). Briefly explain why these are concerns.