Performance Management: From employment screening through development of existing people.

	Assessment Legality The Achiever is the updated assessment previously titled The Profile. It was developed and validated by James E. Moore, Ph.D., formerly of Purdue University, along with other prominent psychologists. Subsequently, the technical expertise of Mr. Roger Pryor, Master of Psychology; Dr. Max Fogel, Licensed Clinical Psychologist, Ph.D., University of Iowa, Senior Medical Research Scientist, Eastern Pennsylvania Psychiatric Institute, Associate Professor in Psychiatry, University of Pennsylvania; Dr. Stanley Abrams, psychologist and medical doctor known for his work with the Kaiser Foundation, his research in polygraphy and his book, The Legal Basis of Polygraphy, have made the assessment what it is today. Created in 1967, the published assessment was first utilized in conjunction with other known tests. Later, Dr. Moore directed assessments of people to compile construct validation. The instrument was then updated and again revalidated in 1972 at a cost of tens of thousands of dollars. Neither the E.E.O.C. nor the Department of Labor or any other government agency has the right to approve any test or employment procedure. The extent of their authority is to audit or investigate unacceptable procedures which have resulted in or are resulting in discrimination.
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On numerous occasions, the FDIC has audited banks using the Achiever assessment system. In each case, the system has always passed with flying colors. The same is true with the OFCC audits of federal contractor clients. The Dallas district office of the EEOC and other EEOC offices across the country are acquainted with Candidate Resources' assessment systems. To date, there has never been an adverse finding against any employer for using the Achiever system, nor any out-of-court settlement. The Achiever was reviewed by Mr. Charles E. Duffy, District Director of U.S. Department of Labor, Employment Standards Administration Office of Federal Contract Compliance Programs; 55 Erieview Plaza, Suite 520, Cleveland, Ohio 44114; 215-522-7380, who commented that there is no need to have the Achiever validated within each company since there is only a slight possibility of any adverse effect on a protected group, particularly since there are no passing or failing scores yielded by the Achiever. Nevertheless, the Achiever is validated through the construct validation process and concurrent validations are continuously in progress on an ongoing basis. Utilizing the Achiever properly ensures protection against E.E.O.C. problems and adverse impact. When the Achiever is properly implemented and utilized in conjunction with other standard hiring and interviewing procedures, it strengthens the employers' position of taking affirmative action to ensure that applicants and employees are treated fairly without regard to race, color, age, religion, sex or national origin. Candidate Resources, Inc., has for the last forty years provided assessments for applicant selection and employee training, development and career enhancement to thousands of companies across the United States and in five other countries. Candidate Resources will defend its assessments and their validation, provided they are used in accordance with our recommended procedures. � Copyright 1997, Candidate Resources, Inc. Not responsible for errors or omissions - specifications subject to change without notice.
Employment Center Assessments Job Design