Federal Hiring Guidelines

Adoption Of The Uniform Guidelines On Employee Selection Procedures

Scheig Solutions fully complies with the Federal Uniform Guidelines

On august 22, 1978, the Uniform Guidelines on Employee Selection Procedures (Federal Hiring Guidelines) were adopted by the Equal Employment Opportunity Commission, the Office of Personnel Management, and the Department of Labor and Justice.

The Uniform Guidelines on Employee Selection contain the requirements to establish validity (business necessity/job relatedness). A business necessity exists in a selection standard if it improves an employer’s ability to deliver their products or services by increasing the efficiency and effectiveness of their workers.

According to the Civil Rights Act of 1964, if a selection procedure can be shown to improve the job performance of selected workers, it is a legal “test”.

The Guidelines also established three equally acceptable validity strategies.

Content Validity

Content validity is obtained by demonstrating a logical or rational relationship between the content of the selection process and the content of the job. In other words, documentation must show everything in the selection process is job related. Content validity is established by performing and documenting a job analysis and directly relating all aspects of the test or other selection process to the results of the job analysis.

Does the Scheig’s SelectRight™ Advantage Hiring & Performance Solution™ meet this standard of validity?

YES

Criterion Validity

Criterion validity is established by showing a statistically significant (.05 or better) relationship between the scores in a selection process and a measure of job performance.

Does the Scheig’s SelectRight™ Advantage Hiring & Performance Solution™ meet this standard of validity?

YES

Construct Validity

Construct Validity is based on an inference about the test scores as a measure of a construct of intellectual, perceptual, or psychomotor ability, motivation, or personality. As with criterion validity, a statically significant relationship must be demonstrated to show validity. It is important to understand that the validity requirement applies not just to testing but to any and all parts of the selection process.

Does the Scheig’s SelectRight™ Advantage Hiring & Performance Solution™ meet this standard of validity?

YES

Scheig’s SelectRight™ Advantage Hiring & Performance Solution™ fully complies with the Federal Uniform Guidelines on Employee Selection Procedures (1978).

Legality & The Federal Hiring Guidelines

The issue here is whether or not we comply with the testing requirements as outlined by the federal hiring guidelines (1978). The civil rights act of 1964 had significant implications for the kinds of “tests” that employers used in the selection and promotion process. The implications were spelled out in the guidelines and two agencies were established to monitor employers with regard to hiring and discrimination.