The Validation Process Validity is an indicator of how effectively a selection tool or device does its job. Validity of tests and other selection tools, such as interviews, should be established before they are used operationally. Three major types of validity are described in our textbook but only two of them are commonly used in employment situations, namely: 1. Content validity 2. Criterion-related validity a. Concurrent b. Predictive In this exercise, you will have an opportunity to reinforce what you have learned about them by identifying their use in several practical situations. Begin by reviewing the discussion of validity in your text and notes. Then for each of the following situations, assume that each statement is a description of a validation process. Indicate which type of validation method is being used. Use a number 1 for content validity or 2 for criterion- related validity. For criterion-related validity, also use an "a" for concurrent or a "b" for predictive (e.g. 2b). The first answer is given as an example. 1. A group of accountants is asked to develop an outline and construct items about accounting practices for a test to be used in selecting accountants for agencies of the state government 2. A battery of tests is administered to a group of air-traffic controllers on whom duta in the form of performance ratings have just been obtained 3. Several applicants for the job of word processor are tested with a battery of clerical skill and clerical perception tests. Six months after they have been on the job, their test scores are correlated with supervisor evaluations. 4. A multiple-choice test is being designed for selecting police officers. It will include questions designed to measure knowledge and understanding of all important aspects of the job. It is based on an outline prepared by a group of police officers - 3. An aptitude test is administered to a group of apprentices at the beginning of their training. Their performance at the conclusion of the training period is evaluated. A correlation is then run between their aptitude test scores and their performance at the end of the training period. 6. Personality and interest inventories are administered to a group of life insurance salespersons. Responses to the inventory items are correlated with the average amount of life insurance sold by each individual in the past three years. The Validation Process Validity is an indicator of how effectively a selection tool or device does its job. Validity of tests and other selection tools, such as interviews, should be established before they are used operationally. Three major types of validity are described in our textbook but only two of them are commonly used in employment situations, namely: 1. Content validity 2. Criterion-related validity a. Concurrent b. Predictive In this exercise, you will have an opportunity to reinforce what you have learned about them by identifying their use in several practical situations. Begin by reviewing the discussion of validity in your text and notes. Then for each of the following situations, assume that each statement is a description of a validation process. Indicate which type of validation method is being used. Use a number 1 for content validity or 2 for criterion- related validity. For criterion-related validity, also use an "a" for concurrent or a "b" for predictive (e.g. 2b). The first answer is given as an example. 1. A group of accountants is asked to develop an outline and construct items about accounting practices for a test to be used in selecting accountants for agencies of the state government 2. A battery of tests is administered to a group of air-traffic controllers on whom duta in the form of performance ratings have just been obtained 3. Several applicants for the job of word processor are tested with a battery of clerical skill and clerical perception tests. Six months after they have been on the job, their test scores are correlated with supervisor evaluations. 4. A multiple-choice test is being designed for selecting police officers. It will include questions designed to measure knowledge and understanding of all important aspects of the job. It is based on an outline prepared by a group of police officers - 3. An aptitude test is administered to a group of apprentices at the beginning of their training. Their performance at the conclusion of the training period is evaluated. A correlation is then run between their aptitude test scores and their performance at the end of the training period. 6. Personality and interest inventories are administered to a group of life insurance salespersons. Responses to the inventory items are correlated with the average amount of life insurance sold by each individual in the past three years