IPMAAC Document/File Library
This area contains a collection of files that IPMAAC members have made available for downloading. If you have a document, software program, or other electronic resource that would be useful to other IPMAAC members, .
IPMAAC Conference Presentations
- 2008 (Oakland, CA)
- 2007 (St. Louis, MO)
- 2006 (Las Vegas, NV)
- 2005 (Orlando, FL)
- 2004 (Seattle, WA)
- 2003 (Baltimore, MD)
- 2002 (New Orleans, LA)
- 2001 (Newport Beach, CA)
- 2000 (Washington, DC)
- 1999 (St. Petersburg Beach, FL)
- 1998 (Chicago, IL)
- 1997 (Newport Beach, CA)
Selection & Assessment
- SPECIAL SECTION: Nassau County Police Study
- Aamodt, M. G. (2004). Law enforcement selection: Research summaries. Washington, D.C., Police Executive Research Forum (ISBN 1-87873-485-7). This (free) book contains statistical summaries of over 300 theses, dissertations, journal articles, and conference presentations that have investigated the validity of methods used to select law enforcement personnel. This is a large but extremely useful resource! (2.32M; hosted at author's site)
- American Psychological Association. (2004). Psychological Testing on the Internet: New Problems, Old Issues. The full report of the APA Task Force on Testing on the Internet. (232K)
- American Psychological Association. (2004). Psychological Research Online: Opportunities and Challenges. A condensed report from APA Board of Scientific Affairs. The full report was published in February/March 2004 issue of the American Psychologist. (202K)
- U.S. Department of Labor (1999) Testing and Assessment: An Employer's Guide to Good Practices. This document is published by the National O*Net Consortium, and is designed to help managers and HR professionals properly use assessment practices. It conveys the essential concepts of employment testing in easy-to-understand terms. You might find it useful in communicating with non-specialists. (211K)
- Morris, Scott B. & Lobsenz, Russell (1998). Significance Tests and Confidence Intervals for the Adverse Impact Ratio. Poster presented at the 13th annual Society for Industrial and Organizational Psychology Conference (April 1998, Dallas). (44K)
- Brull, Harry (1997). Psychological Testing, Psychological Examinations, and ADA. The impact of ADA on what is permissible in employee selection is, in many areas, unclear. Nowhere is this lack of clarity more apparent than in the area of psychological testing and psychological examinations. This article is meant as an aid to employers considering the use of psychological instruments, procedures, or inquiries with reference to candidates. (367K)
- Test-Taker Rights and Responsibilities Working Group of the Joint Committee on Testing Practices (1997). Rights and Responsibilities of Test Takers. This is the draft statement prepared following the JCTP meeting at the 1997 APA Conference. (95K)
- Bersoff, Donald M. (1996). Rights and Responsibilities of Test-Takers: Legal Issues Raised by the Joint Committee on Testing Practices Conference Draft. Commentary from an invitational forum held in October 1996; thus commenting on an earlier draft of the statement than presented above. (24K)
- Green, Bert F. (1996). Rights and Responsibilities of Test Takers: Employment Testing Issues.. Commentary from an invitational forum held in October 1996; thus commenting on an earlier draft of the statement than presented above. (20K)
- Douglas, Elizabeth F., McDaniel, Michael A., & Snell, Andrea F. (1996). The Validity of Noncognitive Measures Decays When Applicants Fake. A paper presented at the Academy of Management annual conference in Cincinnati, August 1996--along with an Appendix providing further detail and addressing criticisms of the original paper. (95K)
- Campion, Michael A., Palmer, David K., & Campion, James E. (1996). A Review of Structure in the Selection Interview. A paper presented at the IPMAAC annual conference in Boston, June 1996. (178K)
- Assessment Center Basics. Some of the materials from a preconference workshop conducted by Bill Waldron & Rich Joines at the IPMAAC annual conference in Charleston, SC, June 1994. (864K)
- Guion, Robert M. (1991). What I Wish I Knew About Assessment. An address made at the IPMAAC annual conference in Chicago, June 1991. (38K)
- Hunter, John E. (1982). What is the Validity of a Content Valid Test? A paper presented at the IPMAAC annual conference in Minneapolis, June 1982. Contributed by Lance Seberhagen. (718K)
- Johnson, James C., Guffey, William L., & Perry, Robert A. (1980). When is a T & E Rating Valid? A paper presented at the IPMAAC annual conference in Boston, July 1980. (123K)
Legal/Regulatory Issues
- Johnson v. City of Memphis" (U.S. Dist Court, W.TN, 12/28/06). The Federal District Court found that the 2002 Police Sergeant exam (developed by Jeanneret & Associates) was valid but that plaintiffs identified an alternative (the 1996 Police Sergeant exam) that was equally valid with less adverse impact. Therefore, the exam violated Title VII. Until now, plaintiffs have generally had much difficulty proving that alternatives selection procedures exist. The Court in Johnson v. City of Memphis appears to have lowered the standards for proving alternatives. No word is available yet on whether the City will appeal the decision. Contributed by Lance Seberhagen. (160K)
- U.S. v. City of Erie, PA (U.S. District Court, 12/13/05). The United States District Court for the Western District of Pennsylvania found that the City of Erie, Pennsylvania violated Title VII of the Civil Rights Act of 1964 by using a physical ability test that eliminated the vast majority of female applicants for police officer positions in the Erie Bureau of Police. The judge relied heavily on the precedent set in the Lanning v. SEPTA cases and determined that the city had failed to show that the test was job-related and consistent with business necessity. Case follows the newsletter summary from Balch & Bingham, LLP. Contributed by Bryan Baldwin. (352K)
- Lewis v. Chicago (U.S. District Court, 3/22/05). Over 26,000 applicants took the entry-level Firefighter exam, about 21,000 of whom scored 65 or higher. Applicants who scored from 65 to 88 were rated as "Qualified." Applicants (N = 1,782) who scored from 89 to 100 were rated as "Well Qualified." The test developer recommended a cutoff score of 65. For administrative reasons, the City selected Well Qualified candidates first. When the pool of Well Qualified candidates was exhausted, the City selected Qualified candidates in random order. The Court found that giving preference to the Well Qualified band had an adverse impact against blacks and that the City failed to prove that the exam and the cutoff score were job-related and consistent with business necessity. Therefore, the City's selection procedures were discriminatory in violation of Title VII. Contributed by Lance Seberhagen. (160K)
- Barrett, Illingworth, & Rosen. (2004). The Evaluation of Received Doctrines: The Case of Sex Stereotypes and Workplace Discrimination. Paper presented at 2004 SIOP Conference, Chicago, IL. Contributed by Lance Seberhagen. (44K)
- Kohlbek v. City of Omaha, NE (3/30/04). The Firefighters union challenged the City's use of selective certification by race and out-of-rank selections whenever the percentage of minorities or women fell below target percentages set by the City. District Court ruled that the City's affirmative action plan was Constitutional and that the City had a compelling interest in remedying past discrimination. However, the Court declined to rule on whether the City had a compelling interest in promoting diversity. Contributed by Lance Seberhagen. (76K)
- U.S. v. City of Garland, TX (3/31/04). DOJ challenged tests for entry-level Police Officer and Firefighter under Title VII. The tests were: the ALERT test, the ALARM test, and the IPMA B-4 entry-level Firefighter exam. The District Court ruled that the tests were valid and reliable and that the cutoff score of 70% was also acceptable. Contributed by Lance Seberhagen. (6.10M)
- U.S. v. State of Delaware (3/22/04). Under Title VII, ALERT test had adverse impact against African American applicants for State Trooper. District Court ruled that the ALERT test was valid and reliable but that the State's cutoff score (75%) was discriminatory because it was set too high, in violation of legal principles established by Lanning v. SEPTA (3rd Cir, 1999, 2002). The Court said that the cutoff should have been set at 66-70%. Contributed by Lance Seberhagen. (2.82M)
- Feuquay, Jeff and Ott, Tina (1998). 1998 Legal Update. Presented at the IPMA Annual Conference in Orlando, FL (October 1998). (325K)
- Seberhagen, Lance W. (1997). Court Rules Against Another Job Element Test. Includes the District Court Opinion in Green v. Washington State Patrol (article August 1997; opinion March 1997). (50K)
- EEOC Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities. (March 1997). (130K)
- EEOC Enforcement Guidance on whether "testers" can file charges and litigate claims of employment discrimination. (May 1996). (38K)
- EEOC ADA Enforcement Guidance on Preemployment Disability-Related Questions and Medical Examinations. (October 1995). (55K)
- Pyburn, Keith M. (1995). Are We Now, Where We Were Then --- The Bell Curve and the Gingrich Revolution - Implications for Employment Testing Litigation. Presented at the IPMAAC annual conference in New Orleans, June 1995. (52K)
- Uniform Guidelines on Employee Selection Procedures. (1978). (114K)
Job Analysis
- Personnel Assessment Specialist Job Analysis: Interpretation and Use Report. Prepared in 1995 by an IPMAAC Ad Hoc Committee chaired by Donna Denning. (144K)
- Harvey, R.J. (1993). Research Monograph: The Development of the Common-Metric Questionnaire (CMQ). Personnel Systems & Technologies Corporation, Blacksburg, VA. This monograph describes the nationwide standardization across both public and private sector organizations of the Common-Metric Questionnaire, a multi-purpose job analysis questionnaire. First published in 1991 by The Psychological Corporation, the Common-Metric Questionnaire and accompanying Windows-based software, the Common-Metric System, is now published by Personnel Systems & Technologies Corporation at http://www.pstc.com. (146K)
- Task Bank for Accounting/Finance based upon Fine's functional job analysis methodology. From the New York State Department of Civil Service, contributed by Michael Dollard. (32K)
- Task Bank for Administrative and Supervisory Police based upon Fine's functional job analysis methodology. From the New York State Department of Civil Service, contributed by Michael Dollard. (32K)
- Clerical Task Bank based upon Fine's functional job analysis methodology. From the New York State Department of Civil Service, contributed by Michael Dollard. (72K)
Employee Opinion Surveys
- The Strategic Use of Employee Opinion Surveys. A presentation made by Bill Waldron at the IPMA Central Region annual conference in St. Louis, June 1995. (78K)
- Manager's Guide to Survey Feedback. This is an internal document put together by Bill Waldron as a training aid to help line managers effectively provide employee survey results feedback. Designed for effective printing rather than on-screen viewing. From 1994. (370K)