THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

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.     

Ordinary People: Using a Popular Film in Group Therapy

A time-limited, topic-oriented counseling group using the popular film Ordinary People prepared adolescents in residential treatment for reentry into their families and communities.     

ASSESSMENT CENTERS AND SUBORDINATE APPRAISALS OF MANAGERS: A SEVEN-YEAR EXAMINATION OF PREDICTIVE VALIDITY

Assessment center ratings of 52 state law enforcement agency managers predicted both a contaminated promotions criterion and two uncontaminated ratings criteria, but they did significantly better in predicting the former. Criteria data were gathered two, four, and seven years after the assessment center, and a modest upward trend in validity coefficients was observed. Ratings by subordinates demonstrated promise as a near term predictor, outperforming the assessment center on uncontaminated criteria in the two- and four-year time frames. Last, regression analyses using Year 7 criteria revealed unique predictive power for both ratings by subordinates and assessment centers above and beyond that provided by supervisor ratings.
An earlier version of this paper was presented at the Academy of Management meeting, Anaheim, California, August 7-10, 1988.     

The Death of Resistance

For any conceptual distinction to be useful ( 5 ) within the field of family therapy, it needs to lead to some clear answers to the question: What does this distinction mean for clinical practice? The distinction between (a) the family-as-a-system, and (b) family-therapy-as-a-system leads to a clinical perspective, or stance, that includes a focus on changing. Once this focus is clear, the therapist can help to create the expectation of changing and consequently promote changing. That is, techniques can be developed using positive feedback loops. ¹ 1 It is important to remember throughout this essay that “positive” and “negative feedback loops,”“deviation-amplifying,”“deviation-counteracting processes,” etc., are just heuristic devices or metaphors. Human systems do not have such things. Human systems are described by an observer “as if.”
Moreover, this distinction leads to a therapeutic stance in which not changing is a surprise.     

A SEX COMPARISON OF FACTORS RELATED TO SUCCESS IN NAVAL HOSPITAL CORPS SCHOOL1

Background information, Comrey Personality Scale scores, and a standard Navy aptitude test score were obtained on 600 Navy enlisted men and 600 Navy enlisted women prior to beginning Naval Hospital Corps School training. A comparison of the men and women indicated that the sexes differed on a number of background and personality dimensions. A double-split cross-validation design with multiple regression was then employed in the development of a test battery for predicting school completion. Results indicated that the men were more predictable than the women with cross-validities on the order of .53 for men and .41 for women. For the total sample, cross-validities were approximately .47. An empirical comparison of the utility of these equations for screening candidates for paramedical training suggested that the use of separate equations with the sexes would not produce results which were substantially different from use of the single equation developed on both sexes combined.