Uniform Guidelines on Employee Selection Procedures

U.S. Equal Employment Opportunity Commission, U. S. C. S. C., Labor, U. S. D. o., & Justice, U. S. D. o. (1978). Uniform Guidelines on Employee Selection Procedures.

Type

Report

Intellectual base

Grey literature

Year

1978

Link

https://www.govinfo.gov/content/pkg/CFR-2023-title29-vol4/pdf/CFR-2023-title29-vol4-part1607.pdf

Cited by

4 citations across 4 artifacts.

Each citation links to the sentence it supports in the citing article.

Domain-specific

• Employment testing
  • … assessment asks applicants to perform job-relevant tasks and uses standardized scoring as one input to selection. to A cognitive or knowledge test can contribute to hiring when its scores are demonstrably related to the work and used within an appropriately validated selection procedure. demonstrates that continuity.

Mechanisms

• Fairness Audit by Stratum
  • A concrete guard is a bright-line screen like the four-fifths rule — treat any group's selection rate below roughly four-fifths of the top group's as presumptive adverse impact worth investigating — used as a tripwire, not a hall pass.

    This sourceUses the four-fifths ratio as a practical screening rule for adverse impact while requiring consideration of other relevant evidence.

• Fairness or Bias Audit
  • It operationalizes the legal notion of disparate impact: a practice can be discriminatory in effect even when it is neutral on its face, and the classic screen is whether a group's selection rate falls below four-fifths

    This sourceSpecifies the four-fifths selection-rate screen against the group with the highest selection rate.

• Filter Rationale Register
  • The discipline that guards against this is to hold each registered rationale against the filter's actual outcomes — what it really excludes — and against an explicit legitimacy standard, instead of accepting the prose at face value.

    This source29 C.F.R. Part 1607. Requires users to examine selection outcomes for adverse impact and to justify exclusionary procedures with evidence of job-related validity or business necessity.

Verification

This reference passed the adversarial substantiation pipeline: it was checked to exist and to support the claim it is attached to. See how references were verified.

Links previously used in the corpus

Before the registry existed this work was also linked 1 other way.

• https://www.eeoc.gov/laws/guidance/questions-and-answers-clarify-and-provide-common-interpretation-uniform-guidelines ×1

Registry ID ref:fd3d11c1a84a · see in the full table