Effects of using high- versus low-performing job incumbents as sources of job-analysis information

Article Abstract:

We investigated the relation between incumbent performance level and job-analysis information using three different methods. Separate groups of high- and low-performing incumbents generated lists of tasks and of knowledges, skills, and abilities (KSAs) for the job of youth officer for a large metropolitan police force. These lists were virtually the same for all groups. In addition, those tasks and KSAs omitted by any of the groups were found to be unimportant in later ratings. Group differences in the ratings of the inventories on a number of scales as well as the ratings of the 18 cognitive Fleishman Ability Scales by the entire incumbent population (N=179) and their supervisors (N=9) were examined. The individual scales were factor analyzed, and discriminant analyses were applied to the factor scores to identify any differences in the ratings of high and low performers and supervisors. No differences were found. The limitations of this study are discussed. (Reprinted by permission of the publisher.)

Evaluation, Police, Police officers

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Relations between measures of typical and maximum job performance

Article Abstract:

In this study we proposed that understanding of interrelations among criterion measures can be improved by differentiating between measures of typical and maximum job performance. We offered defining characteristics of typical and maximum performance measures and requirements for a fair examination of relations between the two. Typical and maximum performance measures of the speed and accuracy with which supermarket cashiers process items were obtained from two large samples (Ns = 635 and 735) of cashiers from 12 supermarket chains. Relatively low correlations between typical and maximum performance measures were found. We discuss the implications of these findings for the use of maximum performance measures as criteria in the validation of selection systems and for the understanding of the impact of ability and motivation on job performance. (Reprinted by permission of the publisher.)

Supermarkets

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Further exploration of typical and maximum performance criteria: definitional issues, prediction, and white-black differences

Article Abstract:

This article addresses differences between typical and maximum performance criteria and has a threefold purpose. First, it examines the growing recognition that it is important to distinguish between typical and maximum performance criteria. Second, clarification of definitional and measurement issues are addressed. Third, results of an empirical study are offered to contribute to the new knowledge base regarding typical and maximum performance criteria. The study investigates differences in validities of cognitive ability predictor measures against supermarket cashier typical and maximum performance criteria reflecting speed and accuracy. White-Black mean score differences on typical and maximum performance criteria are also examined. (Reprinted by permission of the publisher.)

Performance standards, Job performance standards

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