Developing and Validating Training, Education & Experience (TEE) Requirements (Overview)
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Developing, Validating, and Analyzing Training, Education & Experience (TEE) Requirements BCGi: Adverse Impact & Test Validation Book Series
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How many years of on-the-job experience should a police officer have before being eligible for promotion to sergeant? How many years’ experience should a firefighter possess before becoming eligible for promotion to captain? What is the minimum number of years a person should be an apprentice in an industrial trade before becoming a licensed journey worker? How many years of flying experience should a pilot possess before being eligible to become a commercial airline pilot for a major airline? Should a person possess an undergraduate degree plus two years of experience before applying for a management position? A degree plus four years of experience? Five years? Personnel and human resource professionals regularly struggle with these types of questions for both entry-level and promotional processes. When time-in-grade or other training, experience, and education (referred to hereafter as TEE) requirements are used and generate adverse impact, they instantly become subject to validation scrutiny if challenged in arbitration or legal settings. Because TEE requirements are frequently established using nothing other than “best judgment” by executive and management staff, employers often find themselves in litigation situations explaining to the judge why they thought a five-year minimum time-in-grade requirement was better than a four-year requirement, or three and onehalf years – down an endless slippery slope of subjectivity. But this does not need to be the case. There are several defensible methods for validating TEE requirements. Some of these are discussed later in this Chapter. But first, a brief tour through the various government and professional standards and criteria surrounding TEE requirements will be provided. Learn more about the BCG Institute for Workforce Development by going to www. BCGInstitute.org Visit http://bcginstitute.org/?AIBookSeries to learn about the Adverse Impact and Test Validation webinar series based on Dr. Biddle's book.
Transcript of Developing and Validating Training, Education & Experience (TEE) Requirements (Overview)
Developing, Validating, and Analyzing
Training, Education & Experience
(TEE) Requirements
BCGi: Adverse Impact & Test Validation Book Series
What are Training, Education & Experience
(TEE) Requirements?
• Training requirements posted by employers as hiring or
promotion criteria.
– Certifications, credentials, training institution completions,
licensing requirements
• Educational requirements, including:
– Degrees, specific course requirements, etc.
• Experience requirements used as hiring or promotion
criteria, including:
– Closed systems (e.g., time-in-grade requirements)
– Open systems (inside/outside experience counts)
www.BCGinstitute.org
Why is this Topic Important to HR/EEO Professionals?
• Why do I need to know about this topic? – TEE screens are both highly effective and typically overlooked
selection tools
– Invalid TEEs can be discriminatory
– TEE/MQ requirements can frequently exhibit adverse impact
• What are the key essentials I need to know about this topic? – Invalid TEEs are “sitting ducks” for plaintiffs or enforcement
groups
– Valid TEEs can be readily established
• What are the consequences surrounding these issues? – TEEs that are not based on job standards will unfairly screen out
qualified workers, and may exhibit adverse impact
– The “start up” cost of a validation case is between $30k and $80k
www.BCGinstitute.org
Presentation Overview
• Some Basic Questions to ask about your Training, Education, and Experience Requirements… Are they:
– Objective?
– Uniformly applied to all applicants?
– Likely to discriminate (distinguish between qualified and unqualified applicants)?
– Clearly job related?
– Provided in such a way that all applicants will have an equal opportunity to demonstrate that they possess the desired KSAPC?
– Scored using a system that is consistent and reliable?
www.BCGinstitute.org
Presentation Overview
• Overview & Background
• Uniform Guidelines Criteria Regarding TEE Requirements
• Professional Standards Regarding TEE Requirements
• Using TEE Requirements in Open Selection/ Promotional Processes
• Using TEE Requirements in Closed Selection/ Promotional Processes
www.BCGinstitute.org
Resources
• Adverse Impact and Test Validation: A Practitioner's Handbook by Daniel A. Biddle, Ph.D.
– Purchase online at www.BCGinstitute.org
• Adverse Impact and Test Validation Book Series Webinars
– Recordings available online for all BCGi Platinum Members
– Webinar slides available online to all BCGi Standard & Platinum
Members
• BCGi Membership
– Free Standard Membership
– Premium Platinum Membership
www.BCGinstitute.org
About Our Sponsor: Biddle Consulting Group (BCG)
BCG is an HR firm dedicated to providing the highest products and services related to
Equal Employment Opportunity (EEO), Affirmative Action and Employee Selection.
• BCG’s Consulting Services
― Affirmative Action Plan Outsourcing
― Compensation Analysis
― EEO/AA Litigation Support (Plaintiff and Defendant)
― Job Analysis
― Test Development and Test Validation
• BCG’s Software Products
― Adverse Impact Toolkit™
― AutoAAP® affirmative action plan development software
― AutoGOJA® job analysis software
― C4 call center testing software
― COMPARE™ compensation analysis software
― CritiCall® dispatcher/call-taker personnel selection software
― ENCOUNTER soft skills video situational judgment testing software
― OPAC® office skills testing software
― TVAP™ Test Validation & Analysis Program software
www.Biddle.com
