It appears that the Department of Justice will approve Pearson's acquisition of Harcourt Assessment contingent upon the divestiture of parts of its combined test catalog. Specifically, Harcourt's Adaptive Behavior Assessment System, Harcourt's Emotional Assessment System (currently in development) and either Pearson’s Comprehensive Assessment of Spoken Language and the Oral and Written Language Scales or Harcourt’s Clinical Evaluation of Language Fundamentals must be sold to a buyer approved by DOJ.
Read more!
Pearson Acquisition of Harcourt Assessment to be Approved
eBay and Sales of Restricted Test Materials
The sale of restricted test materials on eBay has become the focus of increasing concern in the testing community for both publishers as well as clinicians. This is particularly acute in the case of clinically-oriented assessments because they often use printed materials (such as Rorschach plates and TAT cards) and physical stimuli (in the case of IQ kits) which can be sold easily. eBay has expressed recent resistance to prohibiting the sale of restricted test materials and will now only remove them from auction if it can be shown that their sale is harmful to the public. Aurelio Prifitera, Ph.D., President of The Psychological Corporation, posts his concerns and reactions to this.
Read more!
Outlook on Assessments for 2008
Charles Handler, an I-O psychologist and student of the employee selection arena, has posted his annual observations of industry trends. Amongst his observations are continued interest in the use of assessments and the integration of testing into the hiring process. A review of the comments which follow the article provide an interesting perspective on the objections that are often heard from individuals who reject the use of pre-employment assessments as well as some thoughtful observations and suggestions from David Arnold, ATP General Counsel.
Read more!
Using Personality Tests for Personnel Selection
Based upon a presentation at the SIOP Conference in 2004, Personnel Psychology (Autumn 2007 and Winter 2007) published a provocative series of articles on use of the personality assessments for personnel selection. As an initial salvo, Fred Morgeson and colleagues wrote an article quite critical of using personality-based assessments for selection, citing concerns with the impact of faking on self-report inventories and the low criterion-related validity estimates that are often found. As might be expected, this proved to be quite provocative and was picked up by a number of media outlets. Both this critique and the press reaction have also been of significant interest to ATP members.
The following issue of Personnel Psychology (Winter 2007) contained two replies disputing a number of assertions made in the paper (one by Robert Tett & Neil Christensen and another by Deniz Ones and others) plus a rejoinder from the original authors. This series of articles is a “must read” for anyone interested in the use of personality testing for selection purposes and is likely to be discussed and cited for many years to come.
Read more!
Previsor Acquires British Test Publisher
It was announced today that Previsor has acquired ASE, leading UK-based business test publisher.
Read more!
EEOC Announces Settlement with Ford
Ford Motor Co., along with two related companies and a national union, will pay $1.6 million and provide other remedial relief to a class of nearly 700 African Americans to settle a race discrimination lawsuit brought by the EEOC. The EEOC had charged that the written test used by Ford, Visteon and Automotive Components Holdings (ACH) to select employees an apprenticeship program had a disproportionately negative impact on African Americans.
Read more!
EEOC Posts Fact Sheet on Assessment and Selection
The EEOC recently posted a handy fact sheet that covers some of the common issues related to the federal anti-discrimination laws and the use of tests and other selection procedures in the employment process.
Read more!
Subscribe to:
Posts (Atom)