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GLOSSARY
OF ASSESSMENT TERMS
aptitude
test
A test that measures or estimates future performance of
a person in some defined area of cognitive, psychomotor,
or physical functioning. IT Aptitude assessments measure
the ability to learn and become proficient in IT related
technology.
achievement
test
A test that measures acquired knowledge or skills, usually
as the result of previous instruction. Certification tests
are a form of achievement test.
adverse
impact
A situation in which members of a particular race, sex,
or ethnic group have a substantially lower rate of selection
in hiring, promotion, or other employment decisions.
assessment
Any test or procedure used to measure an individual's employment
or career-related qualifications or characteristics.
construct
A theoretical characteristic or concept (e.g., numerical
ability, conscientiousness) that has been constructed to
explain observable patterns of behavior.
construct-related
validity
The extent to which a test measures a specific theoretical
construct, characteristic, or trait. In employment testing,
this characteristic should be important for job success.
Examples of constructs are mechanical ability and physical
endurance.
content-related
validity
The extent to which the content of a test samples or represents
the subject area or behavior it is intended to measure (for
example, a typing test).
correlation
A statistic that indicates the degree to which two variables
relate to each other, such as a test score and job performance,
or one test with another test.
criterion
A measure of performance, such as productivity rate, accident
rate, or supervisory ratings. Test scores are used to predict
criteria.
criterion-related
validity
The degree to which scores on an assessment instrument correlate
with some external criterion, such as job performance. When
the assessment instrument and the criterion are measured
at about the same time, it is called concurrent validity;
when the criterion is measured at some future time, it is
called predictive validity.
job
analysis
A systematic process used to identify the tasks, duties,
responsibilities and working conditions associated with
a job and the knowledge, skills, abilities and other characteristics
required to perform that job.
normal
curve
A mathematical curve that is the basis of many statistical
analyses. The curve is bilaterally symmetrical, with a single,
bell-shaped peak in the center. Most distributions of human
traits, such as height, mathematical ability, and manual
dexterity, approximate the normal curve.
norms
Descriptive statistics that are used to summarize the test
performance of a specified group, such as a sample of workers
in a specific occupation. norms are often assumed to represent
a larger population, such as all workers in an occupation.
percentile
score
The score on a test below which a given percentage of scores
fall. For example, a score at the 65th percentile is equal
to or higher than the scores obtained by 65% of the people
who took the test.
predictive
validity
The probability that scores on an assessment instrument
will correlate with training success or job performance.
reliability
The degree to which test scores are consistent, dependable,
or repeatable.
standardized
test
A test developed using professionally prescribed methods
that provides specific administration requirements, instruction
for scoring and instructions for interpreting scores.
target
group
The population or group of individuals whom the employer
wishes to assess.
validity
The degree to which actions or inferences based on test
results are meaningful or supported by theory and empirical
evidence.
validity
coefficient
A numerical index that shows the strength of the relationship
between a test score and a criterion, such as job performance.
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