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| Employment Practices | 3 |
| Equal Opportunities (Jobs) | 3 |
| Minority Groups | 3 |
| Racial Bias | 3 |
| Racial Discrimination | 3 |
| Scoring | 3 |
| Test Interpretation | 3 |
| Test Norms | 3 |
| Testing Problems | 3 |
| Personnel Selection | 2 |
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| American Psychologist | 3 |
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| Journal Articles | 3 |
| Reports - Descriptive | 2 |
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Peer reviewedBrown, Dianne C. – American Psychologist, 1994
Introduces controversial issue of subgroup norming, in which normative reference data are based on subgroups of population rather than on total group, in employment testing and briefly highlights two articles that address this issue. Controversy over subgroup norming has increased with passage of Civil Rights Act of 1991, which bans any form of…
Descriptors: Employment Practices, Employment Qualifications, Equal Opportunities (Jobs), Minority Groups
Peer reviewedSackett, Paul R.; Wilk, Steffanie L. – American Psychologist, 1994
Reviews the literature on subgroup norming in testing and examines several types of score-adjustment methods. The authors discuss social and policy perspectives as well as the scientific and theoretical underpinnings of score adjustment. (GLR)
Descriptors: Civil Rights Legislation, Employment Practices, Equal Opportunities (Jobs), Literature Reviews
Peer reviewedGottfredson, Linda S. – American Psychologist, 1994
Focuses on score adjustment by racial or ethnic group (race norming) in employment testing, and provides a history of the original controversy. The author analyzes race-based adjustments in test scores and discusses how personnel-selection science is being compromised in an effort to reconcile contradictory legal demands. (GLR)
Descriptors: Compliance (Legal), Court Litigation, Employment Practices, Equal Opportunities (Jobs)
