The informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination. Unit 2: Workforce Planning

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.


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.


Markov analysis

This government agency in the Department of Labor that reviews the affirmative action programs of government contractors and

monitors their compliance.


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.


Underutilization analysis

A long-term forecasting method that uses probabilities of future events to estimate

future employment levels.


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.


Predictive validity

A method of testing the reliability of an instrument by using two equivalent forms

of that instrument.


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.


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.


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.


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.


Bona fide occupational qualification (BFOQ)

The development of a sequential series of career activities that an individual might

pursue during his or her career.


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.


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.


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.


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.


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.


Business necessity

An organizational chart showing that employees who hold various positions and

their most likely substitutes.


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.


Weighted application blank

The degree of agreement between two evaluators.


Conspect reliability

The percentage of individuals hired relative to the total number of applicants.


Selection ratio

A diagram showing the probability that an individual will be a successful performer

given different predictor scores.


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.


Test-retest reliability

The percentage of employees to leave the organization during a given period of time.


Turnover rate

An interview format in which one applicant is interviewed by a group of interviewers at

one time.


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.


H1-B visa

The extent to which a predictor variable is correlated with a criterion variable.


Validity

The process of developing and projecting an image that defines a company as an

outstanding employer.


Employment branding

A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of

performance.


Criterion-related validity

A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.


Constructive discharge

The total cost for hiring an individual, including all recruiting, testing,

interviewing, and other expenses.


Cost-per-hire

Ratios that show the number of applicants at one stage of the recruiting process who

move to the next stage.


Yield ratio

Bar charts showing the probability of being a successful performer for various

categories of predictor scores.


Expectancy charts

A method of conducting interviews in which one person interviews a collection of

applicants at one time.


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.


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.


Employment value proposition

The percentage of employees who would normally be considered successful without

the use of a given selection procedure.


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.


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.


Implied contract

A type of validity that accesses whether a measuring instrument actually measures

the psychological construct or trait it purports to measure.


Construct validity

The degree of agreement between two evaluators who have evaluated the same

employee or job applicant.


Inter-rater reliability

The analysis of jobs within a company that produces a job description or a job

specification.


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.


Negligent hiring

A label or occupational code number associated with each job.


Job identification

The common name for Executive Order 11246, which requires government

contractors to develop affirmative action plans.


Order Number 4

Workers who are hired by a multinational company to work in their own country.


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.


Synthetic validity

Repeatability or consistency of measurement.


Reliability

A structures interview in which the interviewer asks a series of predetermined

questions.


Patterned interview

The correlation coefficient showing the relationship between a predictor and a

criterion.


Validity coefficient

A statistical technique for predicating the value of one dependent variable by a

weighted combination of other independent variables.


Regression analysis

The guideline used by the EEOC to determine whether a selection procedure

has an adverse impact on selection.


Four-fifths rule

To have the effect of discriminating.


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.


Availability analysis

Orders issued by the president of the United States.


Executive orders

A method of long-range forecasting in which employment levels are associated

with levels of business activity.


Trend projections

Allows past employers to share relevant job-related personal information about an

applicant with future employers.


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.


Affirmative action plans (AAP)

A simple test that requires applicants to perform a defined segment of the actual

job to assess their potential.


Job sample test

Documents

The informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination. Unit 2: Workforce Planning