Project:
Development and validation of assessment instruments for electrical worker positions
Client:
National Joint Apprenticeship and Training Committee (NJATC)
Problem
The National
Joint Apprenticeship and Training Committee (NJATC) selects and
trains thousands of electrical workers each year through apprenticeship
programs for three types of electrical workers: Residential Wireman,
Outside Lineman, and Inside Wireman.
AIR conducted a job analysis, developed selection instruments, and conducted a validation study for the purpose of developing better selection criteria for the program and redesigning the training curriculum.
Approach
During
the job analysis, we identified the tasks performed by the
three positions and the knowledge, skills, and abilities (KSAs) needed
to perform those tasks.
Techniques used to develop the job analysis included:
- Observation
- Interviews
- Focus groups
- A survey sent to a representative sample of incumbents in the three positions
Job descriptions were prepared for the three electrical worker positions at the completion of this phase.
In the second phase of the project, we developed selection instruments to be used in screening applicants to the three programs. They included:
- Written tests of ability
- A physician evaluation form
- Background checks
- Structured interviews to be completed during application or during an oral interview
The draft instruments were pilot-tested with groups of applicants and first-year apprentices from each of the three groups of electrical workers.
In the third phase, we conducted a concurrent validation study of the selection instruments that were developed during the second phase. The first task of the validation study was to develop performance measures that could be used as criterion measures. We used the critical incident technique to develop these measures. We held workshops with job incumbents, including apprentices and journeymen, in each of the three positions.
Results
To ensure
that staff interpretation of the incidents was consistent with the
perceptions of those on the job, the results of the workshops were
sent to other job incumbents in the field to be rated. We developed
Behaviorally Anchored Rating Scales (BARS) for use in the final
performance appraisal forms, and analyzed the data for relationships
between scores on the instruments and performance as an apprentice.
