The Employment Equity Act[Act No.55 0f 1998]Explicitly states:
�Psychological testing and other similar assessments of an employee are prohibited unless the test or assessment being used- (a) has been scientifically shown to be valid and reliable;
(b) can be applied fairly to all employees;
(c) is not biased against any employee or group.�
�Using overseas tests could be an unfair Labour practice�- The star, 29 September 1999, on a finding of prof Fatima Abrams, Dean of the Faculty of Economics and Management Science, University of the Western Cape.
Prof Abrams� findings
The 16 PF, including its SA adaptation by the HSRC, shows bias against black student groups �the nature of above findings�should sound a clear warning against the use of such [ UK -and US-based] tests� �an urgent call for the development from scratch of South African tests.� More about JP Expert /Compindex 2100
What makes JP Expert / Compindex and PIBSpEEx different?
Situation Specific Technology (SST) facilitates
The tailor-making for the particular job or role for purpose of selection and placement in the workplace of: (a) assessment (PIBSpEEx) and performance auditing (Compindex) tools; and (b) questions for interviewing of candidates
Creates norms (PIBSpEEx) and performance or competence standards (Compindex) applicable to the particular environment or situation, job or role, thereby ensuring high predictive validities and more precise fingerprint-matching between prospective candidates and the requirement of particular situation or job.
SITUATION SPECIFIC TECHNOLOGY ENSURES COPLIANCE WITH THE MOST BASIC GLOBAL REQUIREMENTS FOR JUST AND FAIR EVALUATION OF WORKERS AS THIS RELATES TO PRESENT SOUTH AFRICAN LABOUR LEGISLATION
The USA court found as follows in Grigg vs Duke Power Co (401 US424, 1971): �What Congress has commanded is that any tests used must measure the person for the job and not the person in abstract
Our present Labour Relations Act implies the following for assessment: �The �reasonable employer� assesses workers and prospective workers in terms of job-related competencies ONLY�
The above, in fact, in no uncertain terms points directly to the requirement to comply with the principles of situation specific assessment and skills or competence auditing. In ordinary terms it simply implies that every job or role should be judged in terms of the unigue demands it makes on human potential, on the one hand, and competence, on the other.
Helena Kriel, Research Counsellor, Department of Student Counselling, Bureau for Academic Support, Pretoria Technikon, sates as follows at a conference held on 6 June 1999 with reference to PIB:
�It can be concluded�that�the current situation-specific potential assessment policy followed by adheres to legal and professional guidelines set for psychometric evaluation.�Using PIB for the selection process at the Pretoria Technikon resulted in an increase in the pass rate of students, for example:
Therefore don�t compound the problem by:
The odds are simple not favour of such an approach
Compindex (Retrospective Competence Indexing of Attainment) and PIBSpEEx (Prospective Psyhoclogical Assessment of Potential) PROVIDED THE PERFECT SOLUTION: SITUATION SPECIFIC ASSESSMENT �AS IN FACT DEMANDED BY PRESENT LABOUR LEGISLATION-
JP Expert /Compindex (with or without PIBSpEEx) equips you with the blueprint for effective competency-based, situation-specific assessments of workers for purposes of: