It is highly probable that some applicants for apprenticeships are unfairly excluded from consideration because of the less than accurate information provided by some psychological tests. (Author)

This book reports results of a National Research Council study and the validity of generalizing from its studies of about 500 occupations to over 12,000 jobs. The use of the General Aptitude Test Battery for prediction is discussed, and its impact and recommendations for future use are considered. (SLD)

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17-month period. In comparison to paper and pencil tests, performance tests were more cost-effective, more face valid, and more acceptable to applicants in this situation. (Author/KC)

A review of court cases, involving the use of various standardized tests, highlights the kinds of test validity and the interpretation by the courts of test fairness in setting personnel selection standards. Guidelines established by the Equal Employment Opportunity Commission (EEOC) are shown to support the use of predictive validity in…

Issues related to ability testing and affirmative action are discussed, including the fair use of tests in academic and occupational selection, the effects of testing upon the tested individual, and implications of the issues for the major participants. Types and functions of ability tests, both aptitude and achievement, are described. Studies of…