Valid Physical Ability Testing

For decades, employers have used pre-employment testing to determine which of their job applicants possess the skills and abilities required for success on the job. Nearly all employers understand the importance of using tests that are valid for use in the at-issue position, and insist that they are so. Strangely, physical ability testing has remained mostly unaffected by this trend. Savvy employers are beginning to ask important questions about physical ability testing.

  • Why should we implement a physical ability testing program?
  • What are the benefits of physical ability testing?
  • What are some of the pitfalls to be avoided when implementing a physical ability testing program?
  • How can I create valid physical ability tests?
  • How can I validate my existing physical ability tests?

In this webinar, our featured guest is Larry Feeler, the president of WorkSTEPS, a physical ability test developer and administrator based in Austin, Texas. WorkSTEPS maintains the largest network of affiliated physical ability testing centers in the U.S. today. Larry will answer these questions and more in this most informative webinar!

Happy Thanksgiving!

Happy Thanksgiving!

Test Validation Training in Mobile, Alabama

Dr. Jim Kuthy presenting about the "Essentials of Test Validation"

Dr. Jim Kuthy presenting about the "Essentials of Test Validation"

Biddle consultants Jim Kuthy, Ph.D. and Heather Patchell, M.A. are in Mobile, Alabama this week providing training for the Personnel Board.

Here’s a note from Heather about their trip:

“Jim and I are in lovely Mobile, Alabama doing training for the Mobile County Personnel Board on Biddle Consulting Group’s proprietary validation processes as well as completing a validation workshop with job experts tomorrow afternoon. The Personnel Board employs 5500 employees who serve Mobile County in areas of healthcare, public safety, and recreation, just to name a few. One of their directors heard Jim and I speak on Basic Qualifications in Las Vegas two years ago and wanted to update their testing processes to be fair, valid, and legally defensible.”

You might also be interested in:

A Memo to Our Clients: NPRM for the new Equal Pay Report.

To our clients:

As you know by now, the OFCCP has issued a Notice of Proposed Rulemaking (NPRM) for the new Equal Pay Report.[1]  We expect that there will be no shortage of blogs, webinars, and informational advice coming from every corner of the consulting and legal space.

Before the alarmists flood the internet and your spam folder with their concerns, we would like to reach out to you, our valued client, and reassure you that we are well ahead of this new Equal Pay Report requirement. As a Biddle Consulting Group (BCG) client, it will have little, if any, noticeable impact to you, for the following two reasons:

First, as the industry leader in Equal Employment Opportunity and Affirmative Action, we have the technology and expertise in place to generate these new reports and get you 100% compliant with the new Equal Pay Report. This is one of the many benefits of having the industry’s leading experts on your side.

Second, our compensation methodology is “OFCCP version-proof.”  What does this mean?  The OFCCP has been busy reinventing its compensation practice through the years.  In less than 10 years the OFCCP has:

  • introduced the 2006 Compensation Standards and Guidelines
  • introduced the 2/30/30/3-trigger
  • scrapped prior triggers and replaced with the 5/10/30/3-trigger
  • scrapped prior triggers and replaced with a generic 30/30/3-trigger
  • scrapped prior triggers and replaced with the $2K/2%-trigger
  • rescinded the 2006 Compensation Standards and Guidelines
  • introduced Directive 307 Compensation Guidelines

This is only a partial list, but the point is clear: the OFCCP has been very dynamic in their compensation enforcement.

Through it all, our compensation methodology has remained 100% compliant while remaining 100% the same. Our compensation methods are based on the Civil Rights Act of 1964, Title VII framework. Needless to say, the OFCCP (and the EEOC) must always answer to this framework. As such, our compensation methods can withstand any other methodologies that the OFCCP can come up with. This is what we mean when we say that our compensation methodology is “OFCCP version-proof.”

While our competitors have been struggling to keep their clients in compliance with every stroke of change coming from the OFCCP, we have easily weathered those changes. As our client, it is a promise we make and a promise we have delivered. In reading this, our hope is that you walk away knowing that, as a BCG client, we have you covered. Should you have any questions or concerns, please feel free to reach out to any of our consultants or Dan Kuang,  Ph.D., V.P. of Litigation and Audit Support Services (

We are here to help!

[Download this memo]



Relationship Provides Widest Spectrum of EEO, AAP, and OFCCP Services

Relationship Provides Widest Spectrum of EEO, AAP, and OFCCP Services

Folsom, CA and San Ramon, CA - Biddle Consulting Group, who specialize in Equal Employment Opportunity consulting and Affirmative Action Plan outsourcing announced today its partnership with eQuest, and more specifically, with eQuest’s Compliance Division.

eQuest Compliance Services

The relationship will enable each company to expand and widen its product lines in the compliance arena – providing its customers a more complete set of fulfillment services.

eQuest’s Compliance Division focuses on providing expert State job posting including job deliveries to its vast Diversity network covering Veteran, Women, Minority, Disability, LGBT and other diversity based sites.

“Our ultimate goal is to help companies provide an effective Affirmative Action Plan that assists in achieving its equal employment opportunity objectives.” said Patrick Nooren, Ph.D. Executive Vice President at Biddle. “Our connection with eQuest serves to increase that effectiveness.”

Bob Jaworski, VP of Alliances and Partnerships at eQuest said, “Job posting should encompass the full utilization of exposing job opportunities to all minorities including persons with disabilities, special disabled veterans, and veterans of the Vietnam era. We look forward to working with our friends at Biddle.”

About Biddle

Biddle Consulting Group, Inc. (BCG) specializes in Equal Employment Opportunity (EEO) consulting, litigation support, personnel testing software development, and Affirmative Action Plan (AAP) outsourcing and software. Since 1974, BCG has worked with thousands of employers in these areas, as well as providing litigation support as consultants or experts in over 200 state, federal, and circuit court of appeal EEO cases involving statistics and/or job-relatedness (test validity) analyses. Biddle can be reached at

About eQuest Compliance Division

eQuest’s Compliance Division ensures American businesses of its job posting obligations under the guidelines of the Department of Labor and the OFCCP. These include employment channels that reach Veterans, disabled Veterans and Diversity organizations. eQuest’s Compliance and Diversity Solutions provide tools to support the initiatives of Equal Employment Opportunity Commission (EEOC),  Affirmative Action Planning (AAP), and the Office of Federal Contract Compliance Programs (OFCCP). eQuest can be reached at

John A. Garza Lifetime Achievement Award

Patrick Nooren, Maria Sandoval, Gail Painter and Heather Patchell

Patrick Nooren (BCG), Maria Sandoval (AZilg), Gail Painter (AZilg) & Heather Patchell (BCG)

On November 7 and 8, the Arizona ILG (AZilg, formerly QuadA: Arizona Affirmative Action Association) held their 16th Annual Compliance Conference. Dr. Patrick Nooren, Executive Vice President of Biddle Consulting Group, Inc., gave the preconference address where he unpacked the revised regulations related to Section 503 of the Rehabilitation Act (related to individuals with disabilities) and Section 4212 of the Vietnam Era Veterans Rehabilitation Assistance Act (related to protected veterans). The scope of these important regulations has been greatly expanded and Patrick was able to outline the changes, their impact and make recommendations to the ILG group in Arizona.

On November 8, Biddle Consulting Group, Inc., was honored to sponsor a luncheon to introduce the John A Garza Lifetime Achievement Award. AZilg members were inspired by a video of Mr. Garza’s lifetime of contributions to the field of Affirmative Action, Equal Employment and Diversity, as well as with testimonials about Mr. Garza from several prominent members of the EEO community, including Marvin Jordan of the Arizona OFCCP, Mary Jo O’Neill of the EEOC, and Gail Painter of the Boeing Company.

John A. Garza

John A. Garza

Gail fondly observed, “John is, and will always be, a role model for me in the area of EEO/AA compliance. He is my mentor, leader, and a great friend! It is truly an honor to be able to recognize John for all he has done and continues to do for this unique field of expertise. He has been there for me, as well as many other EEO/AA practitioners, to mentor us and guide us to ensure we are successful. I know I speak for others when I say, ‘Thank you, my friend!’ ”

Dr. Dan Biddle, President and CEO of Biddle Consulting Group, Inc., affirmed Gail’s thoughts, “BCG is so honored to participate in this…you are truly someone whom I have regarded with the highest respect for not only ‘holding ground’ in this important field, but also gaining ground. Your encouragement, connections, and favor with our team members and BCG as a whole has done incredible things for us, and has helped to open doors.”

Several members of John’s family and friends were able to attend the luncheon. All in attendance were clear of the honor given to John when he wrapped up his address by stating, “60 years from now no one will remember,  and it will not matter, what kind of car you drove, how much money you made, or how big a house you lived in! It will matter and people will remember you…if you’ve made a difference in their lives! I hope that as President of the AZilg I’ve made a difference in every EEO/AA/Diversity practitioner’s life.”

While the conference offered a lot to be learned in the field of EEO/AA and Diversity, all in attendance were poignantly aware of the commitment John A. Garza had and still has to our field. In this season of thanksgiving, we can say that we are truly grateful for having participated.

Annual Halloween Party

If you called our office on October 31st, you may have talked with Minnie Mouse, Bob Dylan, Luigi, Mario or one of the several other characters roaming our office that day. Every Halloween, we celebrate with a delicious potluck and crazy costumes. Not only is our team great at our work but we’re also a creative bunch when it comes to Halloween costumes!

Take a look!

Happy Halloween from Biddle Consulting Group

Visiting the Ford Test Track in Dearborn, Michigan

Patrick Nooren visited this week with Maria Conliffe – a good friend and longtime client of Biddle. Maria, the Equal Employment Planning & Peer Review Manager at Ford,   took Patrick to their test track in Dearborn, Michigan.

Maria Conliffe (Ford) and Patrick Nooren (Biddle Consulting Group)

Nice car, Patrick!

Patrick and his dream car

It's nice to see that Maria is an EEO Insight reader!


Thank you, Maria!

Learning Pivot Tables Can Change Your Life!

Learning Pivot Tables Can Change Your Life!Our webinar instructors at BCGi work hard to present relevant and practical information and it’s gratifying when we receive feedback from our webinar attendees. Recently BCGi Platinum member Natalie Pickens sent us an email about Patrick Nooren and Fue Lo’s pivot table webinar. Not only did Natalie watch the live presentation, but as a BCGi Platinum member, she watched the recording, too!

Here’s what Natalie had to say in her email:

Patrick and Fue,

I wanted to take the time to thank you again for facilitating the webinar focused on pivot tables.

After reviewing the webinar a couple of times, I worked up enough courage to generate raw data required for the EEO-1 report, from our HR System, and used pivot tables to confirm the accuracy of the data reflected in a pre-generated EEO-1 report. Not only did I discover inconsistencies, but I also discovered just how powerful pivot tables are and I love them!

I’m no pro, but thanks to you both – I’m working hard at becoming one.

Again, thank you both for all of your efforts and all you do to contribute to the HR community.

Kindest Regards,


Thanks for the feedback, Natalie!

Biddle Consulting GroupIf you’re wondering how learning pivot tables can help you, make sure to sign up for the November 6th free BCGi webinar:

Using Pivot Tables for Your AAP Analyses

Research Shows that CritiCall is a Strong Predictor of Emergency Dispatcher/Calltaker Job Success

A criterion validation study with the Florida Highway State Patrol shows a very strong relationship between scores on the CritiCall Pre-employment tests and job performance in an emergency 911 dispatch environment. [view the press release]

CritiCall Criterion Validity Study with FHP

Biddle Consulting Group recently conducted a study that demonstrated CritiCall test scores are a strong predictor of job performance as determined through supervisor ratings of more than sixty State Highway Patrol Dispatchers/Calltakers. This validation study was conducted in accordance with the requirements of the federal government’s Uniform Guidelines on Employee Selection Procedures for criterion-related studies (see

The uncorrected correlation coefficient (also known as a validity coefficient) between overall test scores and job performance ratings was 0.41, and the correlation coefficient statistically-adjusted for the unreliability of the criteria was 0.44. The United States Department of Labor (DOL) classifies these levels of correlation as being very beneficial (which is its highest rating description described by the DOL for this type of relationship).

Furthermore, the reliability of the combination of test modules from the CritiCall test used during the analysis was also an extremely strong 0.92 (out of a possible 1.00), which the United States Department of Labor indicates can be interpreted as being excellent (again, the highest rating-level described by the DOL).


A statistical-expectancy analysis determined that if the assumption is made that 60% of test takers would succeed on the job as dispatchers/calltakers if no testing was performed, using CritiCall overall test scores would increase the prediction of success from 37% for those test takers who scored the lowest on the test to 75% for those who scored highest on the CritiCall test. Based on these studies it was determined that overall scores from CritiCall Pre-Employment Testing Software are very likely to strongly predict job performance of job candidates.

About the CritiCall Dispatcher/Calltaker Software:

The CritiCall Pre-Employment Dispatcher Testing Software includes a series of work-sample tests designed to measure a dispatcher job applicant’s ability to successfully perform many of the work functions they would be required to perform on the job (measuring abilities required prior to their receiving any training or experience on the job) as an emergency dispatcher or emergency calltaker.

The CritiCall dispatcher skills tests include, but are not limited to, the following:

  • Multi-Tasking
  • Decision Making
  • Map Reading
  • Spelling
  • Reading Comprehension
  • Prioritization
  • Proofreading

For more information about the CritiCall Dispatcher Skills Testing Software, visit