Test Development & Validation
The Process: From Job Analysis to Test Development to Test Validation
Our test development and validation process consists of three parts:
- Job Analysis (or an Analysis of the Job)
- Test Development
- Test Validation
1. Job Analysis
Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. A job analysis provides a way to develop this understanding by examining the duties performed by those who hold a target job; the knowledge, skills, abilities and personal characteristics required to perform those duties; and the connection between those duties and competencies. Biddle Consulting Group uses its proprietary Guidelines Oriented Job Analysis® (GOJA®) process for conducting job analyses that can be used as the basis for developing fair and validated selection processes, as well as for determining the essential functions of a position. In addition, the job analysis process can help your organization with its job descriptions, selection plans, supplemental application forms, workforce planning, succession planning, training, employee development, compensation, ADA compliance, and performance appraisals. Our consulting team can provide various levels of job analysis support in order to match your organization's time constraints, staff experience levels, and budget. Our consulting team can complete job analyses from start to finish, assist your organization in completing job analyses or give your organization the tools to complete job analyses yourself.
2. Test Development
We use the job analysis data to determine the important and testable job duties, as well as the knowledge, skills, abilities and personal characteristics that can be tested in a potentially-valid fashion. We work with you to determine what type(s) of tests are most appropriate given your budget and other constraints.
3. Test Validation
Once a selection device (i.e., a practice procedure, or test used for making employment-related decisions) is created, we use the test validation process to evaluate the job relatedness of that device in a fashion that is designed to address the federal Uniform Guidelines on Employee Selection Procedures. Biddle Consulting Group has experience with validating tests using content, criterion, and construct approaches, all of which are equally accepted by the EEOC and the courts. We can validate any test we develop, but we can also review and validate selection practices and tests your organization is currently using.