Federal & State Guidelines
Pertaining to Employment Testing
Some misinformed managers believe that testing of applicants is illegal, or that the use of assessments in the selection process invites litigation. Nothing could be further from the truth. The EEOC, FEPC, Department of Labor, Department of Defense, U. S. Supreme Court, and other state and federal agencies have all declared that valid and reliable assessment programs contribute substantially to an equitable and non-discriminatory selection, placement, and development policy.
Department of Labor
(Office of the Secretary)
"The order is founded on the belief that properly validated and standardized tests, by virtue of their relative objectivity and freedom from the biases that are apt to characterize more subjective evaluation techniques, can contribute substantially to the implementation of equitable and non-discriminatory personnel policies."
Equal Employment Opportunity Commission
(Title 29 Labor; Guidelines on Employee Selection Procedures)
"The guidelines in this part are based on the belief that properly validated and standardized employee selection procedures can significantly contribute to the implementation of non-discriminatory personnel policies, as required by Title VII."
Supreme Court at the United States
(Willie S. Griggs vs. Duke Power Company)
"Nothing in the Act precludes the use of testing or measuring procedures; obviously, they are useful. What Congress has forbidden is giving these devices and mechanisms controlling force, unless they are demonstrably a reasonable measure of job performance."
State of California
(Fair Employment Practice Commission)
"A good testing program provides objective information on applicants' abilities and increases the probability that those selected will succeed. A valid testing program, when properly used, can contribute much toward personnel selection, placement and training."