The New Uniform Guidelines on Employee Selection Procedures in the Context of University Personnel Decisions

Abstract

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.

Self, Teacher and Faculty Assessments of Student Teaching Performance

“…Applying Campbell and Fiske's (I 959) multitrait-multimethod test for measuring convergent and discriminant validity, the instrument can be said to possess adequate convergent but little discriminant validity. Bernardin's (1980) requirements for evidence of content validity were judged to have been met.…”

Explaining U.S. Courts of Appeals Decisions Involving Performance Appraisal: Accuracy, Fairness, and Validation

“…Feild and Thompson (1984) replicated four of the significant findings from Feild and Holley (1982) using federal district and court of appeals cases from 1980 to 1983 (type of organization was not significant). However, their study included only 31 cases, and variables such as rater training were not measured, even though identified by prior reviews as important (Bernardin, Beatty, & Jensen, 1980). Some subsequent articles have provided excellent discussions of the legal aspects of performance appraisal (Ashe & McRae, 1985;Barrett & Kernan, 1987;Martin & Bartol, 1991;Martin, Bartol, & Levine, 1986;Veglahn, 1993).…”