Part A:

Case: Engineering tech is trying to determine if there is a link between GPA and job performance. The following data from current employees and their performance is provided:

$\backslash$table$[[$GPA$,$Supervisor$],[$Performance Rating,$],[4\mathrm{.}0,5],[3\mathrm{.}6,6],[3\mathrm{.}3,6],[3\mathrm{.}0,5],[3\mathrm{.}2,4],[2\mathrm{.}8,4],[2\mathrm{.}6,5],[2\mathrm{.}5,3],[2\mathrm{.}3,3],[2\mathrm{.}3,4],[2\mathrm{.}2,3],[2\mathrm{.}1,2],[2\mathrm{.}0,3],[2\mathrm{.}0,2],[2\mathrm{.}0,4]]$

The reliability was measure via test$-$retest and was $.98.$

Calculate the correlation coefficient $($show your work$)$:

What kind of validation procedure did they use?

Can you use it for screening candidates? Why or Why not?

Any comments$/$criticisms or suggestions would you like to make with regard to validity or reliability?