SOME BACKGROUND ABOUT EMPLOYER REQUIREMENTS

Since 1978, Federal regulations (41 CFR 60-3) have directed all employers to validate their employment selection processes. All employment screening devices, such as written tests, interviews and demonstration tests, must be valid contributors to the selection process. If a selection device screens out any group (women, particular races, older applicants) at unacceptable rates, it could mean your organization is liable for illegal disparate impact discrimination charges.

The big question is how do you know what is an unacceptable rate? The federal regulations explain in detail the process of validation required. (You can get a FREE copy of this regulation at HR Web Store - FREE Stuff)

What happens if you don't do the proper testing of your employment selection process? Well ...

More and more, employers are discovering that they are being sued for illegal discrimination in their employment process because their selection systems screen out a particular group more than other groups. These are usually class action cases and involve verdicts and settlements of tens of millions of dollars.

Just because the employer wasn't aware of the Uniform Guidelines on Employee Selection is no defense against such claims.

Just because the employer looked at the regulations and said, "That's too complicated for me," is no defense against such claims.

Just because the employer said, "I'll take the risk," often results in having to write VERY LARGE checks to settle such claims.

This manual will teach you how to meet the regulatory requirement that all selection tools be validated for each specific job. Selection criteria must be developed for each job and those criteria demonstrated to be job relevant in the employment selection process.

Since the mid-1970s, this product has been used by hundreds of employers. The Guidelines Oriented Job Analysis process is designed to help build customized job analysis and selection components that are fair, valid, effective and defensible.

It is more than a job analysis method. It is a methodology for developing content valid employment selection tools including job analysis, selection plans, job-specific supplemental application forms, assessments of promotability, structured interviews, and job-related performance appraisals to address the requirements of the Federal Guidelines with content validity. Through its design it is tailored to address the technical requirements of Sections 14C(1)-(4), (6)-(9) of the Guidelines.

Using this binder's content to analyze your jobs will enable you to develop validated selection procedures for any position and to determine the job duties that should be classified as "essential functions" under the Americans with Disabilities Act (ADA).

If the Guidelines Oriented Job Analysis Process is completed effectively, the result will be a job analysis that identifies the Knowledge, Skills, Abilities and Personal Characteristics (KSAPCs) that can be measured by the selection procedures for any given position.

HERE'S HOW THIS PRODUCT IS SOLD ...

This manual costs $58.95. It contains 67 pages of explanation and forms that will form the foundation of your job analysis system. If you decide to use this system, you must license it for your location (site). We will give you credit for the manual cost when you order the site license.

With your site license, you may make as many copies of the manual pages as you need or wish. Any job at your site can be analyzed using this system and its materials.

If you wish to use the system at another site you must purchase an additional site license.