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Is the assessment validated, how do I know it’s accurate? [Proven]

 

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.