Bottom Line Hiring Data - PowerPoint PPT Presentation

1 / 15
About This Presentation
Title:

Bottom Line Hiring Data

Description:

Each step of the selection process is evaluated for the presence of adverse impact. The passing rate of each group of candidates ... Connecticut v. Teal (1982) ... – PowerPoint PPT presentation

Number of Views:40
Avg rating:3.0/5.0
Slides: 16
Provided by: stateperso
Category:
Tags: bottom | data | hiring | line | teal

less

Transcript and Presenter's Notes

Title: Bottom Line Hiring Data


1
Bottom Line Hiring Data
  • Making Sense
  • of the Numbers

Presented by Shelley Langan Manager, Special
Projects Policy Division, State Personnel Board
2
What is Bottom Line Hiring Data and Why is it
Needed?
  • Bottom Line Hiring data indicates the results of
    a selection process and the presence of adverse
    impact
  • Each step of the selection process is evaluated
    for the presence of adverse impact
  • The passing rate of each group of candidates is
    calculated
  • Each groups passing rate is compared to the
    passing rate of the highest passing group
  • 80 or 4/5ths rule

3
80 or 4/5ths Rule
4
History of Adverse Impact
  • Griggs v. Duke Power (1971)
  • Using the standard of the Civil Rights Act of
    1964, the Court said
  • Nothing in the Act Title VII prevents employers
    from requiring that applicants be fit for the
    job.
  • Any selection procedure resulting in adverse
    impact must be shown to be based upon business
    necessity (that is, job-related)
  • Whether an employer intends to discriminate does
    not matter

5
History of Adverse Impact
  • Uniform Guidelines on Employee Selection
    Procedures
  • Adopted in 1978
  • Adopted by four federal agencies
  • Equal Employment Opportunity Commission
  • Civil Service Commission
  • Department of Labor
  • Department of Justice
  • Provide a uniform federal position on illegal
    discrimination in employment selection

6
History of Adverse Impact
  • Connecticut v. Teal (1982)
  • The employer must ensure that all components of a
    multiple-step selection process have no adverse
    impact.
  • Evidence of adverse impact at any step of the
    selection process constitutes adverse impact
  • Employers can not hide adverse impact in a
    process by demonstrating none at the bottom line

7
Adverse Impact
  • So...
  • Evidence of adverse impact must be considered
  • Bottom line hiring data is the evidence
  • Adverse impact is only defensible on the basis of
    job-relatedness (i.e., business necessity)

8
Bottom Line Hiring Data
  • Bottom Line Hiring Report
  • Evidence of adverse impact is looked for at each
    step of the selection process
  • Application screening
  • Written exam
  • Interview
  • Performance test
  • List eligibility
  • Appointment

9
Bottom Line Hiring Data
  • Bottom Line Hiring Report
  • Types of reports
  • 631 - by ethnicity and gender
  • 632 - by age group and gender
  • 633 - by disability and gender
  • 634 - by disability and gender (combined
    disability s, too)
  • 636 - by ethnicity and gender (others and DNSs
    combined)
  • How to interpret reports
  • 80 rule (4/5ths rule)

10
Interpreting the Bottom Line Hiring Report
11
Interpreting the Bottom Line Hiring Report
12
Interpreting the Bottom Line Hiring Report
  • Is there evidence of adverse impact at any step
    in the selection process?
  • At what point in the process is the adverse
    impact occurring?
  • Can the adverse impact be justified on the basis
    of job-relatedness?

13
Interpreting the Bottom Line Hiring Report
Interpreting the Bottom Line Hiring Report(cont.)
  • Are there alternate selection procedures that
    could be used to assess candidate qualifications
    that would not result in adverse impact or would
    provide for lesser adverse impact?
  • Use a performance test rather than an interview
  • Use a written exam rather than an essay test

14
Interpreting the Bottom Line Hiring Report(cont.)
  • Is there a consistent pattern of adverse impact
    for certain classifications or for certain types
    of selection procedures used for these
    classifications?
  • Can the reason for the adverse impact be
    identified?
  • Is there adverse impact for one classification
    that could be impacting hiring results for the
    whole occupational group?

15
What Next?
  • Ensure that selection processes and their
    individual selection procedures are job-related
    (whether or not evident of adverse impact exists)
  • Ensure that selection procedures are soundly
    developed to accurately and appropriately assess
    candidate qualifications
  • Ensure that exam staff are adequately trained
  • Ensure that hiring supervisors are trained to
    make sound, job-related hiring decisions

16
The challenge in interpreting bottom line hiring
data...
Write a Comment
User Comments (0)
About PowerShow.com