Steps in Developing a Performance Test

• Perform a job analysis

• Identify important tasks to be tested

• Develop testing procedures

• Develop scoring procedures

• Train judges
 Assessment Procedures

• Standardizing Testing Procedures

 Develop a set of instructions for applicants

 Provide the same or identical testing conditions to all

applicants

 Inform applicants of what will be scored

 Develop rules for consistent grading/scoring

 Train all scorers in the interpretation of scoring rules

 Assessment Procedures (cont.)

• Establish Independent Test Sections

 Develop the test such that an applicant’s performance on one
part of the test is not closely tied to another part of the test
• Eliminate Contaminating Factors
 Develop the test to ensure that apparatus, jargon, or other
testing elements that have only a minor influence on job
performance do not interfere with or limit the test
performance of applicants not familiar with these elements
 Performance Test Effectiveness

• Research Findings

 The results of using performance tests in selection have

been universally positive in affirming that the tests add to
the prediction of job performance

 Motor performance tests were found to be valid while

paper-and-pencil tests weren’t for the same subjects.
 Performance Test Effectiveness (cont.)

• Research Findings

 There are no differences between demographic groups of

incumbents in either average scores on performance tests
or on the percentage of applicants selected

 Performance tests may have an “adverse impact” on

applicants (those without on-the-job experience)
 Performance (Work Sample) Tests

• What Performance Tests Do

 Ask the applicant to do a representative part of the job for
which he or she is being evaluated.
 Provide direct evidence of the applicant’s ability and skill
to work on the job.
• Limitations of Performance Tests
 Creating work samples representative of job activities
 Relying on the assumption that applicants already possess
KSAs to complete the job behavior
 Costs of time, materials, and equipment required to
develop and administer performance tests
 Other Results of Using Performance Tests

• General acceptance; few complaints about their appropriateness

• Test administrators’ time is minimized
• Standardization (e.g., instructions, materials, scoring)
• Test results are immediately available to both the applicant and
the selection specialist
• Tests can serve as realistic job previews that help reduce
turnover