Issued: January 1, 1993
Last Reviewed: July 1, 2004
To ensure that the use of tests does not adversely affect the employment of anyone, especially women, minority persons or other protected groups, and does not violate the Equal Employment Opportunity laws, HR Organizational Services and the Office of Equal Opportunity and Affirmative Action must approve all tests used as criteria for employee selection. HR Organizational Services will evaluate the test to ascertain whether it is predictive of or significantly correlated with important elements of the job requisition description. Tests are considered valid only if they directly evaluate the same skills the applicant is expected to use in the performance of stated duties.
A hiring department may conduct an approved test only in those areas where similar tests are not administered in HR Client Services. If a test for a particular job opening has been disapproved, the hiring department may not give the test to any applicant. Hiring departments will attach to the job requisition any proposal for testing with an explanation of the relationship of the skills tested and the skills required for job performance.