The Team Skills Test Form A was developed in 1997. The self-scoring format was developed in October of 1998. The test was intended for use for pre-employment selection or for assessing incumbents in jobs where the knowledge of team principles is a required part of training or job activity.
Test items were written by two Industrial/Organizational psychologists based upon the 7 areas shown in Table 1 below. These areas were selected from a review of recent books and periodicals.
TEAM SKILLS KNOWLEDGE AREAS
• Conflict Resolution
• Group Dynamics
• Team Decision Making
• Productivity and Motivation
• Communication Skills
• Leader & Member Skills
• Interpersonal Skills
The content validity of the test is assured when the behaviors required on the test are also required on the job. It is a paper-and-pencil form of a work sample.
Because the test is an achievement or skill test, the appropriate model for validity is content validity. Although the test has not been part of a criterion-related validation study, the hypothesis is that it would be predictive of job performance measures in jobs requiring team knowledge and skills. Similar tests (Stevens & Campion, 1994) have a reported significant correlation with performance for hourly and supervisory production workers. Clevenger et al (2001) found that measures of situational judgment provided superior correlation with performance compared with other predictors. Subgroup differences for African-American and Hispanics were less than those of cognitive ability and job knowledge measures. Hunter & Hunter (1984) report that content-related valid tests usually reflect excellent criterion-related correlation coefficients.
The construct measured by RCJS Team Skills is knowledge of team practices and principles. No formal studies of construct validity have been conducted, but construct validity is attained by the procedures of development. This skill or ability has been observed in many jobs where people must work cooperatively. Where knowledge of teamwork is required, the test is useful.
Please contact us for pricing and more information. Sample questions are not available for this instrument. Sample copies are available for purchase only.
We recommend that test validation be conducted for an organization that meets any of the following criteria:
- Is a highly visible national or international company
- Has more than 200 employees
- Has a labor agreement
- Has a federal contract
- Has ever had an EEO charge
- Needs professional assistance for setting cutting scores on tests
The Uniform Guidelines on Employee Selection Procedures (1978)1, developed by the EEOC, Civil Service Commission, Department of Labor and Department of Justice, are intended to establish a uniform Federal position in the area of prohibiting discrimination in employment practices. Regarding the use of tests and other selection procedures, the Guidelines state:
These guidelines apply to tests and other selection procedures which are used as a basis for any employment decision. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. (Section 2B)
The Guidelines also state:
The use of any selection procedure which has an adverse impact on the hiring, promotion, or other employment or membership opportunities of members of any race, sex, or ethnic group will be considered to be discriminatory and inconsistent with these guidelines, unless the procedure has been validated in accordance with these guidelines. (Section 3A)
From the employer’s perspective, it is very useful to have a job-related test. When tests are job related, they have more credibility with the persons taking them, giving the test takers more confidence in their results and providing less likelihood of complaint or litigation. A validated test is usually the product of research by a psychologist. The resulting validation report is the documented evidence by a professional researcher of the validity of the selection procedure. In the event of complaint or litigation, the report would usually be entered into evidence. In addition, the author would provide testimony that the report reflects generally-accepted professional practice and is in conformance with the requirements of the Uniform Guidelines on Employee Selection Procedures.
1 Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, and Department of Justice. (1978, August). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290-38315.
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