Selection (Chapter 1 page 40
The choice of a job candidate from a previously generated applicant pool in a way that will meet management goal and objectives as well as current legal requirement.
Ethics (Chapter 1 page 10)
Determination of right and wrong; the standards of appropriate conduct or behavior for members of a profession: what those members may or may not do
Validity (Chapter 2 page 25)
The degree to which accumulated evidence and theory support specific interpretation of test codes in the context of the test proposed to use.
Construct (Chapter 2 page 29)
The idea of concept constructed or invoked to explain relationships bentween observations e.g. the construct extraversion has been invoked the relationship between “social forthrightness” and sales; “learning” is a construct used to explain change in behavior that results from experience. Constructs are abstractions that we infer from observations that we cannot directly observe. In natural sciences “gravity” is perhaps the most famous construct.
Employment equity (Chapter 2 page 39)
A term coined in 1986 Federal Employment Equity Act, referring to policies and initiatives to promote employment opportunities for member of designated minority groups.
Reliability (Chapter 2 page 35)
The degree to which observed scores are free from random measurable errors. Reliability is an indication of the stability or dependability of a set of measurement over repeated application of the measurement procedure.
True score (Chapter 2, page 36)
The average score that an individual would earn on infinite number of administrations of the same test or parallel versions of the same test.
Error score (Ch.2, pg.36)
The hypothetical difference between an observed score and true score.
Validity generalization (Ch2, pg.48)
The application of validity evidence, obtained through meta-analysis of data obtained from many situations, to other situations that are similar to those on which the meta-analysis is based.
Bias (Ch.2, pg.50)
Refers to systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race.
Discrimination (Ch.3, pg.68)
In employment, discrimination refers to any refusal to employ or to continue to employ any person, or to adversely affect any current employee, on the basis of the individual’s membership in a protected group. All Canadian jurisdictions prohibit discrimination at least on the basis of race or colour, religion or creed, age, sex, marital status, and physical or mental disability.
Employment equity (Ch.3, pg.75)
Refers to elimination of discriminatory practices that prevent the entry or retention of members from designated groups in the workplace, and to the elimination of unequal treatment in the workplace related to membership in a designated group.
Adverse effect discrimination (Ch.3, pg.87)
Refers to a situation where an employer, in good faith, adopts a policy or practice that has an unintended, negative impact on members of a protected group.
Adverse impact (Ch.3, pg.88)
Occurs when the selection rate for a protected group is lower than for relavant comparison group.
Bona fide occupational requirement (BFOR) (Ch.3, pg.91)
A procedure used to defend a discriminatory employment practice or policy on the grounds that the policy or practice was adopted in an honest and good-faith belief that it was reasonably necessary to assure the efficient and economical performance of the job without endangering employees or the general public.
Refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure. As part of a BFOR defence, an employer must demonstrate that such accommodation...