DCI Publications and Presentations related to Selection and Validation
- DCI staff have published and presented at professional conferences on these topics extensively. The articles below provide a sample of this research:
- Aamodt, M. G. (2010). Industrial-organizational psychology: An applied approach (6th ed.). Belmont, CA: Wadsworth Publishing.
- Aamodt, M. G. (2008, October). What is the shelf-life of a test?Assessment Council News, 2-3.
- Aamodt, M. G. (2007, October). Beauty may be in the eye of the beholder, but is the same true of a validity coefficient?Assessment Council News, 2-10.
- Aamodt, M. G. (2007, August). A test! A test! My kingdom for a valid test. Assessment Council News, 3-5.
- Aamodt, M. G., &Flink, W. (2001).Relationship between education level and cadet performance in a police academy.Applied H.R.M. Research, 6(1), 75-76.
- Aamodt, M. G. (1990). Predicting employee performance with letters of recommendation. VCPA Innerview, 22(1), 6-7. Reprinted in FCPA Connection, 4(1), 3-4.
- Aamodt, M. G., & Pierce, W. L. (1987).Comparison of the rare response and vertical percent methods of scoring the biographical information blank. Educational and Psychological Measurement, 47, 505-511.
- Aamodt, M. G., Reardon, C. E., & Kimbrough, W. W. (1986). The critical incident technique revisited. Journal of Police and Criminal Psychology, 2, 48-59.
- Buonasera, A. K., Dunleavy, E. M., & Mueller, L. (2007). Accounting for Qualifications: Demonstrating Conditional Logistic Regression in Disparity Analysis. Poster Presentation at the 22nd Annual SIOP conference, New York, NY, 2007.
- Dunleavy, E. M. (2008). Legal Watch: Understanding the EEOC Fact Sheet on Employment Testing. Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 1, 3-4.
- Dunleavy, E. M. (2007). Legal Watch: Now for the OFCCP’s Perspective on Employment Testing. Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 4, 3-4.
- Dunleavy, E. M. (2007). Legal Watch: Take home messages from the EEOC Commission on employment testing. Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 3, 6-8.
- Dunleavy, E. M. (2010). Debating the future of the Uniform Guidelines.Personnel Testing Council of Metropolitan Washington D.C. Quarterly, 6, 3, 1.12-15.
- Dunleavy, E. M., Aamodt, M. G., Cohen, D. B., & Schaeffer, P. (2008).A consideration of international differences in the legal context of selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 247–254.
DCI was commissioned by the City of Seattle to provide a Workforce Pay Equity and Utilization study. On May 11, 2015, DCI’s President, David Cohen, presented the findings of the study at a City of Seattle Council Briefing.
In accordance with the revised Section 503 regulations, federal contractors are required to invite applicants and employees to voluntarily disclose disability status from employees and applicants and including these figures in their affirmative action plans. This information is strictly voluntary, so contractors may not compel or coerce employees or applicants to complete the form. Therefore, 100% participation of employees or applicants in the voluntary invitation is not likely.
Given this, DCI clients have raised concerns about low participation rates in this voluntary process and the impact that this will have on the disability goals and other analytics. Therefore, we conducted a short survey for contractors to share their self-identification participation rates to establish an industry benchmark for contractor awareness. AllRead More