Accountability

Validity (Insurance)

Validity, or validation, is easily assimilated to insurance and is as critical to the employment decision processes as insurance is for liability exposure. It is a process for insuring that the procedures, practices, and assessments used in job selection are truly job related.  The process of validation insures that procedures, practices and assessments used in employee selection are compliant with the provisions of the Uniform Employee Selection Guidelines (UESG) and that employment decisions do not create a disparate impact on protected classifications of age, race, color, sex, religion, national origin, or the disabled as protected by the Equal Employment Opportunity Commission (EEOC).
 

MSTS utilizes methods, including criterion, content and/or construct validation, in insuring the job relatedness of the employment decision process. 
 

Employee Selection Procedures

  • Assessment/Testing
  • Hiring
  • Promotion
  • Transfer
  • Demotion
  • Layoff/Termination

Criteria Notes

  1. Do you have validation documentation? (content, criterion and/or construct validation)
  2. Have you analyzed the accuracy and standardization of these procedures?
  3. Have you analyzed and documented adverse impact?
  4. Have you developed suitable alternative selection procedures?
  5. Are your employment guidelines consistent with professional standards?

Points to Ponder

  • Are the organization’s testing, selection, hiring, promotion, demotion, transfer, layoff and internal compensation processes valid?
  • Could they withstand an EEOC or OFCCP audit?
  • Could they withstand a plaintiff attorney’s scrutiny?
  • Could the organization deal with the disruption to business?
  • Is the organization prepared to face the repercussions in morale among employees?
  • Can the organization afford the monetary settlement?
  • Can they afford the publicity and community reaction?
  • Is the organization willing to gamble their good name and public image?

MST’s processes minimize and/or eliminate your liability exposure to frivolous law suits and/or grievance claims.
 

Multi-Skill Training Services Deliverables

EEOC:  It is the goal of the Nation and the Equal Employment Opportunity Commission to achieve equal employment opportunity without discrimination on the grounds of race, color, sex, religion or national origin.

UESG:  It is the goal of the Uniform Employee Selection Guidelines to aid in the achievement of equal employment opportunities by providing a uniform set of principles governing employee selection procedures.

MSTS:  It is the goal of Multi-Skill Training Services to identify non-compliant employee selection procedures and recommend revision of and/or the creation of such procedures to be compliant and enhance overall employee relations.

MSTS:    

  • Will review all of the organization’s employee selection procedures, to include testing, hiring, promotion, transfer, demotion, layoff and termination, and compensation equity.
  • Will audit the organization’s employee selection procedures for adverse impact or disparate treatment of any group, be it age, race, color, sex, religion, national origin, or individuals covered under the Americans with Disabilities Act.
  • Will evaluate the job relatedness of the organization’s employee selection procedures with the use of validation studies to include criterion, content and/or construct validation methods.

Accountability (Economic Value)

Accountability Compliance parallels Validity Compliance in degree of importance but exceeds it in terms of economic impact.  Beyond merely being the right thing to do as a contributor to good employee relations, Validity Compliance is insurance from costly fines, fees and settlements, whereas Accountability Compliance is actually an income generator with measurable economic value.  Accountability Compliance of employee resources generates income whereas Accountability non-compliance generates un-retrievable waste.  And in addition, Accountability Compliance creates an environment of mutual success for both the employer and the employee.
 

MSTS will, through analysis, profiling and assessment, improve the employer’s return on their investment in employee resources.


Accountability Compliance "Key Measures"

  •  Are your employees in the right position/job – Does their skill set match those required to do the job?
  • Have you identified the skills needed for the job/position – accountable,  measurable, valid?
  • Do you have an instrument that will aid in job placement – valid assessment?
  • Are employees held accountable for performing their assigned job?
  • Do you have unbiased job evaluation instruments in place – measurable, valid?
  • Is downtime due to a lack of employees possessing the skills needed to troubleshoot and maintain throughput?
  • Are your out-sourcing practices due to the employees lacking the skills to perform the work?
  • Are you paying overtime because of the lack of skills of employees?
  • Is your cost of labor adversely effected by employees lacking the appropriate skills to perform the essential functions of their job?

The identification of the skills that you need to support your operation must coincide with the skills possessed by current and prospective employees.  Therefore, an instrument for unbiased and accountable measurements must be implemented.


Points to Ponder

Are your employees a resource or a liability?  

Would you say that a lack of employee skills is a contributor to:

  • Downtime
  • Lack of productivity
  • Excessive overtime hours
  • Job inefficiency
  • Excessive vendor outsourcing
  • Excessive inventory
  • Excessive scrap
  • Excessive emergency hours
  • Excessive labor costs

How does your organization measure success?  MSTS guarantees that by addressing the issues of correlating skill requirements of the job and those skills possessed by the employee, your measurements of success will dramatically improve.


Multi-Skill Training Deliverables

Accountability:   The execution of performance criteria.  The performance criteria are measurable, objective, and attainable requirements of the job.

Economic Value:  Identification of, and creation of, accountable skill requirements to support your operation will allow you to select the correct instrument for assessing both current and prospective employees and assist in making employee selection decisions.  Everybody wants to excel.  The formula for success is the placement of employees into an environment that they are comfortable in and are not frightened by failure.

MSTS:  The Goal at MSTS is to match employees to jobs/positions that will allow for maximum performance.

MSTS:

  • Will perform Job Task Analysis/profiling for the jobs/positions needed to support the operation.
  • Will develop assessment instruments per the analyses/profiles to provide a basis for employee selection decisions.
  • Will conduct assessments of current and prospective employees to identify Job-Skills correlation.
  • Will prescribe activities for assisting employees in achieving the skill level required to perform the job.