Virtually everyone is subjected to one form or another of
testing. We are tested to get into schools and once we are in
schools. We are often tested when we apply for a job and once we
get a job. In spite of the pervasiveness and criticality of
decisions made based on test scores, testing has been, and
continues to be, a source of controversy. Is testing equally fair
to "all" people? Are decisions based on tests fair to "all" members
of society? Test-score banding is a method to interpret test scores
that takes into account the fact that tests used in human resource
selection are never perfectly accurate. This book analyzes the use
of test-score banding from technical, legal, and societal points of
view. It includes controversial arguments in favor and against the
use of test-score banding, useful guidelines for practice, and
innovative suggestions for research.
For the past decade, organizations have relied on banding to
select employees by forming groups of bands of applicants based on
their scores on tests, interviews, and any other measure. Because
test scores are never perfectly accurate, these bands render
applicants within the same band indistinguishable. Secondary
criteria, such as ethnicity and gender, then are used to break the
tie, allowing organizations to increase diversity by increasing the
proportion of employees who are members of underrepresented
groups.
General
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