A:
Yes. There are actually five types of validity studies possible on a system such as this. They are... Face. Concurrent. Statistical. Correlational. Adverse Impact. All five types have been completed.
Validation and Approvals
2003: Reviewed and approved, Chief HR Office, Chief Nursing Officer, CEO, Hospital Corporation of America. (Still in use today – January 2006)
2000: Reviewed and approved, Graduate school of Education, Georgetown University, Marshal Saskin.
1996: Reviewed and approved, legal commission, Ernst and Young.
1996: Reviewed and approved through peer review of Academic Psychometricians from Harvard, Princeton and Yale.
1996: Reviewed and approved, psychometrics, Arthur Andersen Consulting, Ann Mueller, psychometrician and adjunct faculty, University of Chicago.
1996: Reviewed and approved, KPMG, for leadership.
1991: Reviewed and approved, legal and psychometric, USPS, Lamon Mosely, Asst. Postmaster General.
1990: Reviewed and approved, psychometrics, AT&T.
1985: Reviewed and approved, legal department, MUNY Mutual, used for all
employees until 1996 when the company was bought.
1988: Reviewed and approved, GTE Legal and Psychometric-used until Training Center closed in Norwich, CT. (10 years later)
1991: Reviewed and approved, Drake Beam Morin.
1990: Reviewed and approved by legal department, AIB.
1988: Validity study, Chuck McDonald and Bill Murphy with Vanderbilt psychometrician.
1988: Criterion validity.
1980's: Construct validity based on random samples of 40,000. Dollar General EEOC validity items, clinical variables, retest every 5 years.