The informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination. it 2: Workforce Planning and Employment Conciliation
Jan 13, 2016
The informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of
discrimination.
Unit 2: Workforce Planning and Employment
Conciliation
A selection procedure is said to have this if the selection rates for any minority or
gender groups are less than four-fifths of the selection rate for the highest group.
Unit 2: Workforce Planning and Employment
Adverse impact
A method of long-term forecasting in which probabilities of movement among job categories in one period are used to forecast movement in a later period.
Unit 2: Workforce Planning and Employment
Markov analysis
This government agency in the Department of Labor that reviews the affirmative action programs of government contractors and
monitors their compliance.
Unit 2: Workforce Planning and Employment
Office of Federal Contract Compliance Programs (OFCCP)
A comparison of the percentages of minorities and women in each job group with their respective availability in the
surrounding labor force.
Unit 2: Workforce Planning and Employment
Underutilization analysis
A long-term forecasting method that uses probabilities of future events to estimate
future employment levels.
Unit 2: Workforce Planning and Employment
Probabilistic model
A method of testing the validity of a selection procedure, also called the follow-
up method, in which the predictor information on a group of applicants is
statistically correlated with performance data that are collected after the applicants
have been hired and trained.
Unit 2: Workforce Planning and Employment
Predictive validity
A method of testing the reliability of an instrument by using two equivalent forms
of that instrument.
Unit 2: Workforce Planning and Employment
Alternative-forms reliaiblity
A method of interviewing in which the interviewee is subject to intentionally
created stress to observe how well he or she performs in that situation.
Unit 2: Workforce Planning and Employment
Stress interview
A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the
job.
Unit 2: Workforce Planning and Employment
Content validity
A legal foundation for charges of illegal discrimination that is available when
employment actions are improperly based on disability, age, race, religion, sex, or
national origin. Evidence of a discriminatory motive must be shown.
Unit 2: Workforce Planning and Employment
Disparate treatment
Employees are allowed to discriminate on the basis of religion, sex, or national origin only when these attributes are necessary
for the operation of their businesses.
Unit 2: Workforce Planning and Employment
Bona fide occupational qualification (BFOQ)
The development of a sequential series of career activities that an individual might
pursue during his or her career.
Unit 2: Workforce Planning and Employment
Career pathing
A method of testing the validity of a selection procedure, sometimes called the present-employee method, in which the predicator and criteria data are collected simultaneously from a group of present
employees.
Unit 2: Workforce Planning and Employment
Concurrent validity
A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants
obtain similar scores on both halves.
Unit 2: Workforce Planning and Employment
Split-halves reliability
A group decision-making process in which the group members do not interact face-to-
face. Information from each individual is collected separately, integrated, and sent back to the group members who are then
asked if they would like to revise their opinions.
Unit 2: Workforce Planning and Employment
Delphi technique
An interview in which the interviewer determines the major questions
beforehand, but allows sufficient flexibility to probe into other areas as needed to
evaluate an applicant’s personality.
Unit 2: Workforce Planning and Employment
Semistructured interview
Defense available when an employer has criterion for selection that creates an adverse impact but is job-related and
consistent with business necessity.
Unit 2: Workforce Planning and Employment
Business necessity
An organizational chart showing that employees who hold various positions and
their most likely substitutes.
Unit 2: Workforce Planning and Employment
Replacement charts
Part of an application containing valid information that can be used to form a
composite score, and then used for making a selection decision.
Unit 2: Workforce Planning and Employment
Weighted application blank
The degree of agreement between two evaluators.
Unit 2: Workforce Planning and Employment
Conspect reliability
The percentage of individuals hired relative to the total number of applicants.
Unit 2: Workforce Planning and Employment
Selection ratio
A diagram showing the probability that an individual will be a successful performer
given different predictor scores.
Unit 2: Workforce Planning and Employment
Individual expectancy chart
A method of assessing the reliability of a measuring instrument by administering it twice to the same population with a brief
interval of time between the two administrations and then correlating each
individual’s first and second scores.
Unit 2: Workforce Planning and Employment
Test-retest reliability
The percentage of employees to leave the organization during a given period of time.
Unit 2: Workforce Planning and Employment
Turnover rate
An interview format in which one applicant is interviewed by a group of interviewers at
one time.
Unit 2: Workforce Planning and Employment
Board interview/ Panel interview
A visa classification that provides employers with the ability to hire workers with specialized training from the global labor market to meet critical, but usually
temporary, business needs.
Unit 2: Workforce Planning and Employment
H1-B visa
The extent to which a predictor variable is correlated with a criterion variable.
Unit 2: Workforce Planning and Employment
Validity
The process of developing and projecting an image that defines a company as an
outstanding employer.
Unit 2: Workforce Planning and Employment
Employment branding
A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of
performance.
Unit 2: Workforce Planning and Employment
Criterion-related validity
A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.
Unit 2: Workforce Planning and Employment
Constructive discharge
The total cost for hiring an individual, including all recruiting, testing,
interviewing, and other expenses.
Unit 2: Workforce Planning and Employment
Cost-per-hire
Ratios that show the number of applicants at one stage of the recruiting process who
move to the next stage.
Unit 2: Workforce Planning and Employment
Yield ratio
Bar charts showing the probability of being a successful performer for various
categories of predictor scores.
Unit 2: Workforce Planning and Employment
Expectancy charts
A method of conducting interviews in which one person interviews a collection of
applicants at one time.
Unit 2: Workforce Planning and Employment
Group interview
A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the
job.
Unit 2: Workforce Planning and Employment
Face validity/ Content validity
A statement that describes what a company has to offer its employees
relative to the rewards offered by other places of employment.
Unit 2: Workforce Planning and Employment
Employment value proposition
The percentage of employees who would normally be considered successful without
the use of a given selection procedure.
Unit 2: Workforce Planning and Employment
Base rate of success.
A method of short-term forecasting in which the number of employees is identified by computing how many
employee hours will be needed to produce the output that the organization expects to
achieve.
Unit 2: Workforce Planning and Employment
Work-load analysis
A statement, usually in an employee handbook, that creates the expectation that an employee will not be terminated
except for good cause.
Unit 2: Workforce Planning and Employment
Implied contract
A type of validity that accesses whether a measuring instrument actually measures
the psychological construct or trait it purports to measure.
Unit 2: Workforce Planning and Employment
Construct validity
The degree of agreement between two evaluators who have evaluated the same
employee or job applicant.
Unit 2: Workforce Planning and Employment
Inter-rater reliability
The analysis of jobs within a company that produces a job description or a job
specification.
Unit 2: Workforce Planning and Employment
Job analysis
A legal theory that makes employers liable for the abusive acts of employees if the
employer knew or should have know about the employees’ propensity for such
conduct.
Unit 2: Workforce Planning and Employment
Negligent hiring
A label or occupational code number associated with each job.
Unit 2: Workforce Planning and Employment
Job identification
The common name for Executive Order 11246, which requires government
contractors to develop affirmative action plans.
Unit 2: Workforce Planning and Employment
Order Number 4
Workers who are hired by a multinational company to work in their own country.
Unit 2: Workforce Planning and Employment
Local nationals/ Host country nationals
A method of testing the validity of a selection procedure by combining jobs that require similar abilities and by separately validating the specific predictors intended
to measure those abilities.
Unit 2: Workforce Planning and Employment
Synthetic validity
Repeatability or consistency of measurement.
Unit 2: Workforce Planning and Employment
Reliability
A structures interview in which the interviewer asks a series of predetermined
questions.
Unit 2: Workforce Planning and Employment
Patterned interview
The correlation coefficient showing the relationship between a predictor and a
criterion.
Unit 2: Workforce Planning and Employment
Validity coefficient
A statistical technique for predicating the value of one dependent variable by a
weighted combination of other independent variables.
Unit 2: Workforce Planning and Employment
Regression analysis
The guideline used by the EEOC to determine whether a selection procedure
has an adverse impact on selection.
Unit 2: Workforce Planning and Employment
Four-fifths rule
To have the effect of discriminating.
Unit 2: Workforce Planning and Employment
Disparate impact
A determination of the number of minorities and women in the external labor market who are qualifies for employment in
the company’s job groups.
Unit 2: Workforce Planning and Employment
Availability analysis
Orders issued by the president of the United States.
Unit 2: Workforce Planning and Employment
Executive orders
A method of long-range forecasting in which employment levels are associated
with levels of business activity.
Unit 2: Workforce Planning and Employment
Trend projections
Allows past employers to share relevant job-related personal information about an
applicant with future employers.
Unit 2: Workforce Planning and Employment
Qualified privilege doctrine
Written plans for recruiting and hiring minorities and females. These plans, which
are required of government contractors and subcontractors, must contain goals
and timetables for achieving them.
Unit 2: Workforce Planning and Employment
Affirmative action plans (AAP)
A simple test that requires applicants to perform a defined segment of the actual
job to assess their potential.
Unit 2: Workforce Planning and Employment
Job sample test