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

What are the Benefits of Performing a Job Analysis?

A job analysis consists of a thorough analysis of the job duties and knowledge, skills, abilities, and personal characteristics (KSAPCs) required for success in a certain position. However, a job analysis can sometimes take a substantial amount of time and effort. So why should an organization consider performing a job analysis?

The primary reason an organization will perform a job analysis is to ensure the selection procedures they use to choose between job applicants are valid and defensible. Practically speaking, a valid selection procedure is one that accurately measures the actual requirements of the job in a fair and reliable way. A valid selection procedure should measure only knowledge, skills, abilities, and personal characteristics that the job analysis has identified as being required to perform important and/or critical job duties. Essentially, a valid selection procedure should only measure the qualifications that are really needed for the job.

What are the Benefits of a Job Analysis?

Job Analysis: a thorough study of the job duties and KSAPCs required for success in a certain position.

In the legal realm, a selection procedure is valid if it can be proven by an employer in litigation that it is “… job related and consistent with business necessity” (see Griggs v. Duke Power Co., 401 U.S. 424,1971), to address the requirements of the  various federal Civil Rights Act. This standard is usually met (or not) by arguing how the selection procedure address, (1) the federal Uniform Guidelines on Employee Selection Procedures (1978); (2) professional testing standards, such as, but not limited to, the Society for Industrial and Organizational Psychology’s Principles for the Validation and Use of Personnel Selection Procedures (SIOP Principles, 2003) and the American Psychological Association’s Standards for Education and Psychological Testing (APA Standards, 1999); and three (3) court decisions that have examined the validity of employment testing in various settings.

Academically speaking, the SIOP Principles and APA Standards have adopted the same definition for validity: “The degree to which accumulated evidence and theory support specific interpretations of test scores entailed by proposed uses of a test.”

Beyond this overlying benefit, there are several more compelling benefits to performing a job analysis:

  • Workforce planning — An effective job analysis can work in tandem with an organization’s future-casting. By identifying the duties and KSAPCs for various job titles, HR professionals can match the needs of their organization with the talent of their current and future workforce.
  • Succession planning — A strategy of workforce planning, HR professionals can use job analysis results to help fill key roles within their organization, now and in the future.
  • Training — By basing training procedures on the findings of a job analysis, organizations are better equipped to identify the gaps or distances between the current workforce or a newly-hired workforce and the KSAPCs needed the first day of the job. HR professionals can consequently create job-specific or group/employee-specific training procedures.
  • Employee development — Using the results of a job analysis, organizations may identify any gaps on an individual level and assist employees with their career management.
  • Compensation — With an effective job analysis, organizations can ensure that job titles requiring similar duties and KSAPCs are being compensated similarly.
  • ADA compliance – Biddle Consulting Group’s patented GOJA job analysis (Guidelines-Oriented Job Analysis) process asks specific questions that are outlined by the 1990 Americans with Disabilities Act (ADA) to determine whether or not a duty is considered

If you have questions about job analysis and how conducting one may benefit your organization, please contact us at (800)999-0438. We’re happy to help.

Is it a Good Idea to use SAT Scores for Making Employment Decisions?

Many recent news posts reveal that some employers are beginning to use SAT scores as “factors” in the hiring process. Examples include:

Using SAT Scores for Employment DecisionsWhile arguments abound regarding the benefits of using SAT scores as indicators of future job success (especially for jobs dealing with vast volumes of complex information), is this a safe practice for employers from a Title VII (test discrimination) perspective? Another important question is: “Do SAT scores provide more useful information on applicant quality than other measures?” Let’s take these questions one at a time…

First, the Title VII liability issue. When it comes to test discrimination liability, Title VII is quite straight forward: If an employer uses a “practice, procedure, or test” (or “PPT”) that results in success rates that are significantly different between groups, such PPT is actionable (by either plaintiff or federal regulatory groups) under Title VII. This means that the employer can be taken into court and required to “make a demonstration” that their challenged PPT is “job related for the position in question and consistent with business necessity” (1991 Civil Rights Act, Section 703[k][1][A][i]). Because SAT scores might not directly map to concrete and observable skills and abilities that are needed for many jobs, making such a “job relatedness demonstration” would rely on either “construct” or “criterion-related” validity defense under the current federal testing regulations (the “Uniform Guidelines,” 29 CFR 1607).

Both of these techniques would require the employer to prove that SAT scores were statistically significantly correlated with meaningful aspects of job performance. In other words, SAT scores would have to directly translate to job performance in a statistically meaningful way. While conducting such a study might prove this out, the employer is still taking a substantial risk!

Note that such a case would also depend on just how the SAT scores were used—whether they were used in a fixed way or if they were only “soft considerations” combined with many other data points. Further, employers would be challenged to defend SAT scores if they were used by different hiring managers in different ways.

Second, do SAT scores provide more useful information regarding applicant quality than other measures? The short answer is “not likely.” This is because human performance is made up of a myriad of different factors, including smarts, personality traits, drive, experience, discipline, background, motivation, and the list goes on. Further, each of these performance ingredients is needed in different levels, and in some cases different ways, for various positions. That’s why the best selection process is always one that “wraps” various PPTs around the specific job by profiling the job using a thorough job analysis. Only then can the employer be sure that the most important success factors are being properly measured and weighted in a selection process.

Our firm has developed hundreds of custom PPTs for hundreds of employers. We’ve also defended several tests in litigation settings. If I had to choose between a quick and easy measure like SAT scores (perhaps coupled with an interview) and a robust selection system that considered several different competencies and weighted them according to the specific job needs, I would choose the latter every time.

Ditch Witch of NC – AAP Software and Consulting

I can honestly say that I have been thoroughly impressed with everyone that I have worked with at Biddle over the past 6 months. Jeff Davies and Heather Sakamoto have been extremely helpful and great to work with.

Mike Stump
Ditch Witch of NC, Inc.

“I have never experienced this type of customer service before…”

I want to let you know how much I appreciated the assistance of Howie Pearsol (CritiCall Client Relations Manager). I just installed CritiCall 5.2 late this afternoon and we had an issue with our computers.We need to use the software starting at 8:30 a.m. tomorrow!

I left Howie an urgent email at 4:53 this afternoon and he called me from his home…I have never experienced this type of customer service before and it is amazing!

It’s so easy to complain but most of us never recognize those who go beyond their “normal” routine. I hope you will let Howie know how much his willingness to help us after-hours really means to me. He definitely deserves the “atta boy” for service over and beyond tonight.

Nancy J. Paladino, Chief Examiner,
Spokane County Civil Service Commission

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.

Why Does HR Matter?

We believe that the human resources and EEO profession is vital. That’s why we develop our products and services. This short video from SHRM does a great a job in showing why HR professionals matter.

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