Criteria for evaluating initial assessment methods
Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others? Compare and Contrast.
What steps should be taken by an organization that is committed to shattering the glass ceiling?
What are the steps an employer should take to develop and implement its policy regarding employment-at-will? Be specific.
Criteria for evaluating initial assessment methods
Initial assessment methods are evaluated on a number of criteria, including:
Steps an organization can take to shatter the glass ceiling
An organization that is committed to shattering the glass ceiling can take a number of steps, including:
- Validity: Does the assessment measure what it is supposed to measure?
- Reliability: Is the assessment consistent in its results?
- Fairness: Is the assessment free from bias?
- Utility: Is the assessment practical and useful?
- Cost-effectiveness: Is the assessment affordable?
Criterion | Definition | Importance |
Validity | The extent to which an assessment measures what it is supposed to measure. | Very important. |
Reliability | The consistency of an assessment's results. | Important. |
Fairness | The freedom of an assessment from bias. | Important. |
Utility | The practicality and usefulness of an assessment. | Important. |
Cost-effectiveness | The affordability of an assessment. | Important, but less so than other criteria. |
- Set clear goals and expectations. The organization should make it clear that it is committed to gender equality and that it expects all employees to be treated fairly.
- Provide unconscious bias training. This training can help employees to identify and overcome their own biases.
- Track progress and make adjustments. The organization should track its progress towards its goals and make adjustments as needed.
- Celebrate successes. It is important to celebrate successes along the way to keep momentum going.
- Define employment-at-will. Employment-at-will is a legal doctrine that means that an employer can terminate an employee's employment for any reason, at any time, with or without notice.
- Create a written policy. The policy should be clear and concise, and it should be distributed to all employees.
- Train employees. Employees should be trained on the policy and its implications.
- Enforce the policy consistently. The policy should be enforced consistently, regardless of the employee's gender, race, religion, or any other protected characteristic.
- Be specific about the reasons for termination. The policy should state the specific reasons for which an employee can be terminated.
- Allow for exceptions. The policy should allow for exceptions to the employment-at-will doctrine, such as for cause or for violation of company policy.
- Review the policy regularly. The policy should be reviewed regularly to ensure that it is still relevant and effective.