Testing practices have come under considerable scrutiny and criticism in recent years. Testing practices in the Federal government have certainly not been immune from this movement as the use of standardized written tests for selection purposes has been increasingly under attack. The most recent attacks have focused on implications or findings of adverse impact in broadband examinations. Broadband examinations are used in many hiring situations where persons may apply for up to 100 occupations in a single examination. The elimination of all such tests has been advocated on many fronts with a movement towards the use of alternative selection procedures designed to reduce or eliminate adverse impact. Adverse impact is a key term in the selection area and a term that has and will continue to have serious repercussions for the Federal government as well as the private sector. This report discusses issues relevant to the adverse impact concept including definitions of terms, Uniform Guidelines on Employee Selection Procedures (1978), regulations, methods of assessing adverse impact, and the Equal Employment Opportunity Commission Affirmative Action regulations. The implications of these movements for the educational sector are also briefly discussed. (Author/RL)