Project Title: Development of pre-employment selection testing for entry-level Retail Salespersons in retail clothing stores.

Scope of Project: The entry-level Retail Salesperson position is responsible for selling the popular Big Turtle clothing and merchandise at their retail stores. There are approximately 50 retail stores located throughout the Southeast region, employing over 600 Retail Salespersons. Currently, turnover for this title is averaging 50% annually. Big Turtle Clothiers, Inc. also anticipates opening 10 new stores per year for the next 5 years. The starting pay scale for Retail Salespersons ranges from $8.50 to $10.00 per hour, depending on the location, with health benefits provided after 6 months of employment. Retail Salespersons also receive a 15% discount on all Big Turtle clothing and merchandise.

At present, there is no formal pre-employment selection testing for this job title. Candidates are screened using application forms developed by the individual stores, with preference given to candidates with prior retail or customer-service work experience. It is desirable that the same testing process for Retail Salespersons be used throughout all of our current and future stores. It is also very important that the selection system be legally defensible against charges of discrimination. Big Turtle Clothiers is also concerned about problems with shrinkage in their retail stores.

Information Requested: Please prepare a( 4 page written proposal )with the following information, along with rationales for each decision:

Initial task-KSA linkage, based on O*NET job analysis information [note: this is part of a job analysis] Job analysis process proposedmethod(s) of job analysis chosen, number and job titles of SMEs required, and geographic locations of SMEs Preliminary recommendations of selection tests (e.g., paper-and-pencil ability or personality tests, interviews, simulations, etc.) for use in this job title, linked to O*NET tasks/KSAs, and evidence of reliability/validity Validation strategy recommended for each testcriterion-related (predictive or concurrent) and/or content validation, with number of individuals required for the study Job performance criteria, if a criterion-related strategy is chosen (e.g., absenteeism, performance ratings, etc.) How the tests assess the job-relevant KSAs Test administration order and method for combining test information (e.g., multiple hurdle, multiple regression, etc.) Important Content: Professionalism (headings, page numbers) SEM Definitions Tasks Job Analysis Named Technical Details Defined Rationale Rationalized Link back to O*Net KSAs (WRCs) Test Combination Named Provided Defined Described Linked to Tasks Rationale Performance Measures Validation Strategy Named Validity estimates Company translated to individual Reliability Provided Defined Reliability Discussed Rationalized Correct type of strategy for each test Shrinkage problem addressed Adverse Impact Tests Mentioned in passing Named Described/Deeply Considered Linked to KSAs/WRCs