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The Uniform Guidelines Is Not a Scientific Document: Implications for Expert Testimony

Published online by Cambridge University Press:  07 January 2015

Paul R. Sackett
Paul R. Sackett*
Affiliation:
University of Minnesota
*
E-mail: [email protected], Address: Department of Psychology, University of Minnesota, Elliott Hall, 75 East River Road, Minneapolis, MN 55455
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 4 , Issue 4 , December 2011 , pp. 545 - 546
Copyright
Copyright © Society for Industrial and Organizational Psychology 2011 

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References

American Educational Research Association, American Psychological Association, & National Council on Measurement in Education. (1999). Standards for educational and psychological testing (2nd ed.). Washington, DC: American Educational Research Association. Google Scholar
Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, & Department of Justice. (1978). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290–39315. Google Scholar
McDaniel, M. A., Kepes, S., & Banks, G. C. (2011). The Uniform Guidelines are a detriment to the field of personnel selection. Industrial and Organizational Psychology: Implications for Science and Practice, 4, 494–514.Google Scholar
Sharf, J. C. (2011). Equal employement vs. equal opportunity: A naked political agenda covered by a scientific fig leaf. Industrial and Organizational Psychology: Implications for Science and Practice, 4, 537–539.Google Scholar
Society for Industrial and Organizational Psychology (SIOP). (2003). Principles for the validation and use of personnel selection procedures (4th ed.). Bowling Green, OH: Author. Google Scholar
Thornton, G. C. III, & Wingate, P. H. (2005). Industrial and organizational psychologists as expert witness: Affecting employment discrimination litigation post Daubert . In Landy, F. J. (Ed.), Employment discrimination litigation (pp. 167–198). San Francisco, CA: Jossey-Bass.Google Scholar