The Uniform Guidelines state a statistical test can determine whether the use of selection procedures lead to adverse impact. To conduct a test, the number of minority applicants selected is divided by the number of minority applicants. Then, the number of non-minority applicants selected divided by the number of non-minority applicants. My organization should apply the Four-Fifth Rule by calculates the ratios of each group and evaluating whether the minority group is at least 80% of the most favorably treated group. If the percentage is smaller, then discrimination may be present within the selection process. This procedure follows the guidelines because it analyzes the ratio of applicants according to groups to assess the selection process. I selected the statistical framework first as evaluation tools provide data to justify recommendations for process improvements.
During the selection process, administrative support applicants are required to complete a clerical test. The Uniform Guidelines indicate a good practice in evaluating the test results is to establish a score above which all applicants will be judged equally acceptable. My organization should establish a standard test score for clerical test and require applicants meet this standard prior to moving forward in the selection process. This behavior follows the guidelines as it lessens the probability of having adverse impact as with other evaluation tools which require ranking of scores or individuals independently of a standard. I selected this as my second behavior because the clerical test is required and it modifies the procedure to one that is formal and scored. It is also a good practice as it aids in the selection process by ruling out applicants who do not meet the standard score.
The Uniform Guidelines indicate that any method of selection that results in an employment decision should eliminate adverse impact and modify the procedure to one that is formal, scored or a quantified measure. I recommend the organization structure the interview process by creating a scored interview form, establishing HR/ manager approved questions, and requiring hiring managers to submit completed interview forms to HR with the candidate decision. I consider this process as good organizational behavior because it creates an assessment tool for and follows the guidelines as it structures the interview process. I selected this as my third behavior because it requires collaboration effort between HR and hiring managers which will require time and commitment on both sides.
The 1973 case United States v Georgia Power decision indicates validation strategies must comply with EEOC guidelines, include affected groups, reflect selection decision practices, and the testing must occur under standardize conditions. The George Power Company applied test criteria for new employees and required current employees meet a similar standard to transfer within the organization. If my organization...