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Subject:Administering Tests From:Kelly Burhenne <burhennk -at- SMTPGW -dot- LIEBERT -dot- COM> Date:Thu, 2 Mar 1995 11:17:13 EST
Text item: Text_1
gmarnell asks:
> What would you include in such a test to help you select the perfect
> writer?
The December issue of _The Editorial Eye_ has an article written by
Andrea J. Sutcliffe about this subject. It says, in part, that there
are legal aspects involved and you should check with personnel or HR
because discrimination complaints can arise from unfair tests. The
Equal Employment Opportunity Commission warns employers to be sure
that their tests do not discriminate against minority groups. It goes
on to say that if someone files a complaint, you must be able to prove
your test was fair and job-related, and lists characteristics of a
good test:
-"The test must be a fair reflection of the skills required for
successful job performance." (test must represent the type of work
that will be required). "...administer new..tests to current employees
first, to determine that the content is sound and to establish
pass/fail scores."
-"The test must be given consistently over time, and it must be graded
consistently."
-"The test should be as objective as possible." "Stick to errors that
have undeniably right and wrong answers." Stay away from personal
style choices and personal preferences on usage.
-"The test should be given in a controlled setting." (she also
recommend having a time limit.)
-"Finally, you should keep records, including the actual tests, of all
applicants tested for at least five years in case you are ever
challenged".
This is a very interesting article and should be read (IMHO) in whole
by anyone contemplating giving tests.
The phone number for _The Editorial Eye_ is (800)683-8380. This
message refers to the December 1994 (Volume 17, No. 12) issue.
***I have no connection whatsoever with _The Editorial Eye_***
