Selection utility in the occupation of U.S. park ranger for three modes of test use

Abstract

Presents an analysis of the selection-utility implications of employing a valid test as opposed to a structured employment interview in the selection of park rangers in the US Park Service. Values of the standard deviation of job performance in dollars ( SD–By–b ) were estimated using the method presented by the 1st author and colleagues (see record 1981-02231-001 ). The impact on employee output of 3 modes of selection test use was examined: (a) top–down selection, (b) minimum required test scores equal to the mean, and (c) minimum score at 1 standard deviation ( SD ) below the mean. Top–down selection produced an increase in average productivity of about 13%. This 13% increase translated into large savings in dollar terms. Where the minimum required score was set at the mean, dollar value of output gains was only 45% as large as dollar value for top-down selection. The percentage increase in output was 5.9%. When the cutoff score was 1 SD below the mean, dollar value of output gains was only 16% of the top–down figure, and the percentage increase in output was only 2.1%. It is concluded that employers using the minimum test score cutoff method of test use are doing so at substantial economic cost. (24 ref) (PsycInfo Database Record (c) 2025 APA, all rights reserved)