A RATIONALE for the construction of an overall measure of worker effectiveness is proposed and discussed in the light of some of the major problems of criterion construction.As a result of the proposed approach, the criterion evaluations for the validation study may be selected with assurance that variables rejected have minimal effect on the efficiency of operation of the organization and that those retained provide an accurate estimate of the effect of the individual worker on efficiency of operation of the organization.The rationale proposed involves converting production units, errors, time of other personnel consumed, etc., into dollar units. In so doing we give direct face validity to the individual criterion scales; that is, we show that each scale is directly oriented toward the objective of the organization and insure that validation analysis can be interpreted as estimates of the degree to which predictors contribute to this objective.

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4 different absence measures were denned and examined: attitudinal absences, absence frequency, absence severity, and medical absences. Attitudinal absences and absence frequency were sufficiently reliable to be used as criterion measures; absence severity and medical absences were considered to be too unreliable for use as criterion measures.