[wiaattorneys] FW: Testing and Job Referral
- From: "Pomerantz, Jane C. (GC-LI)" <jpomerantz@xxxxxxxxxxx>
- To: <wiaattorneys@xxxxxxxxxxxxx>
- Date: Thu, 23 Mar 2006 10:12:07 -0500
Paul sent a reply from NY from someone who obviously know the issue of
assessment testing. JP
-----Original Message-----
From: Mason, Paul (LABOR) [mailto:Paul.Mason@xxxxxxxxxxxxxxxxx]
Sent: Thursday, March 23, 2006 9:18 AM
To: Pomerantz, Jane C. (GC-LI)
Subject: FW: [wiaattorneys] Testing and Job Referral
Jane - Please see the response below. Hope it's helpful.
Paul
_____
From: Sewell, Valerie R (LABOR)
Sent: Wednesday, March 22, 2006 11:32 AM
To: Mason, Paul (LABOR)
Subject: RE: [wiaattorneys] Testing and Job Referral
There was a lawsuit with GATB - something to do with validity
generalization (clustering scores within racial groups). I believe
there was also an effort to use GATB scores as predictive scores for
different occupations that came under fire as well. Early 80s sounds
about right.
There are a variety of Work Keys assessments, some more occupationally
specific than others.
TEGL 17-05 permits the following Work Keys assessments to be used as
pre- and post-testing instruments for the youth literacy and numeracy
performance measure:
* Reading for information
* Writing
* Applied mathematics
For the "Low Intermediate Basic Education, " "Low Adult Secondary
Education," and "High Adult Secondary Education" literacy levels.
Work Keys assessments have also been developed and are associated with
job profiles (they were validated against entry level workers in a host
of occupations). The company maintains a bank of profiled occupations.
In addition, it will train staff to go out to employer establishments to
conduct occupational profiling to "customize" an assessment for that
particular employer and occupation (check out the website at
www.act.org/workkeys). But this aspect of Work Keys should not be
confused with what USDOL has approved in its TEGL (which is specifically
related to measuring literacy and numeracy gains for youth - i.e.,
development of basic skills). Work Keys has also promoted the use of its
assessments for work readiness credentials in some states (e.g.,
Kentucky has adopted).
USDOL did publish an extremely useful guide for employers on the use of
testing in the hiring and selection process (attached). I think it
provides an excellent overview of the pluses and minuses of testing. It
also emphasizes the need for a well-rounded and comprehensive assessment
process. The employer should never rely on a test as his/her sole
criterion for selection. Education, previous experience, interviewing,
references, etc. as well as information from formal testing instruments
should be taken into consideration.
We do get involved in testing with some of the apprenticeship programs -
but we don't give specific test results to employer (just pass/fail).
Old guidance on GATB advised to not give scores to employers. We also
require apprenticeship sponsors to have well-rounded selection criteria
(can't just use test scores).
In this "fee-for-service" environment, no reason why an employer
couldn't hire a One-Stop to administer tests, but recommend be set up in
such a way that the employer is maintaining responsibility for selection
(and ultimately the validity of using the test in the selection
process). It would also seem logical to use if supporting a State's
work readiness credential (although TEGL 17-05 no longer recognizes work
readiness credentials under its new "certificate" definition).
I have some background material on Work Keys (hard copy) if you'd like
to review it.
Hope this helps.
_____
From: Mason, Paul (LABOR)
Sent: Tuesday, March 21, 2006 4:57 PM
To: Sewell, Valerie R (LABOR)
Subject: FW: [wiaattorneys] Testing and Job Referral
Does any of this sound familiar to you? I seem to recall seeing an old
case - 1980's maybe.
_____
From: wiaattorneys-bounce@xxxxxxxxxxxxx
[mailto:wiaattorneys-bounce@xxxxxxxxxxxxx] On Behalf Of Pomerantz, Jane
C. (GC-LI)
Sent: Tuesday, March 21, 2006 4:04 PM
To: wiaattorneys@xxxxxxxxxxxxx
Subject: [wiaattorneys] Testing and Job Referral
Has anyone dealt with the issue of using a test score for job referral?
Years ago, when dealing with GATB, I told my folks not to base referrals
solely on the test scores for job referrals. An employer would say don't
send me anyone with a score lower than --whatever. Then when the GATB
came into disrepute we were sued for discriminating
against--whomever--for not sending them to a job interview. The employer
in the case defended by saying "we had nothing to do with the test or
giving it." Thus my edict.
Now there is a new test called WorkKeys which also does assessments.
And has been given some validity (pardon my use of that word) as one of
the assessment tools approved by US DOL under TEGL 17-05. The test, from
what I understand, is also used for specific jobs based on a profile
done at the employer's facility to ensure that the levels of skills
matches the actual job. We have been told that other states, especially
Virginia, SC and NC, are using the test for referrals in addition to
skills assessment.
Has anyone dealt with this issue? Has anyone dealt with this particular
test?
Thanks JP
Jane C. Pomerantz
Deputy Chief Counsel
Department of Labor & Industry
Phone: 717-787-4186
Fax: 717-787-1303
Wisdom is knowing the right road to take.
Integrity is taking it.
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