An EEO-AA program that exceeds quotas - it targets biases
Article Abstract:
In an effort to stop the trend of employing marginally qualified employees to fulfill the demands of Equal Employment Opportunity and Affirmative Action (EEO-AA) programs, The PQ Corporation in Valley Forge, Pennsylvania adopted an alternative EEO-AA program that incorporates EEO goals into corporate performance expectations for excellence. This was accomplished by incorporating societal concerns (for employee and environmental safety and EEO) into the company's Management by Results program. Under this program, managerial performance is measured against the goal of hiring and promoting the most qualified employees (including females and minorities) without discrimination. The staffing procedure used at PQ is briefly described.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
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Archival data must be accurate
Article Abstract:
Employers should keep excellent archival records because of the growing willingness to challenge activities perceived as being discriminatory. Federal guidelines on employee selection indicate adverse impact when one sex, race, or ethnic group's selection rate is less than 80% of the rate of the of the group with the highest selection rate. Every individual placement announcement does not have to be impact-free, but the complete selection process must meet 'no adverse impact' standards. Archival data should be recorded and collected with utmost care, because placing a candidate in the wrong category could change the company's selection rate for that demographic group.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1988
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How to evaluate a selection test
Article Abstract:
Pre-employment tests should comply with the guidelines for fairness established by the Equal Employment Opportunity Commission. Whether the test is developed in-house or by an outside service, the personnel responsible for administering the test should analyze the job being applied for to ensure that the test accurately reflects the skills and knowledge needed to perform the job, and the examination itself should be tested and revised for difficulty and validity. The test and answers should be secured against theft or cheating. The test chosen to screen job applicants should have a demonstrable financial value to the company.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
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