Validity of The Achiever

Validity in testing occurs when a test actually measures what it is intended to measure. If a test is valid, then the employer knows that it is directly measuring an individual’s ability to perform the job and not measuring something else. Validity and test development are interrelated. A properly developed test should be valid, but additional statistical analysis of the test is required to verify validity.

The Achiever was developed and validated by James E. Moore, Ph.D., formerly of Purdue University, along with other prominent psychologists. Subsequently, the technical expertise of Mr. Roger Pryor, Master of Psychology; Dr. Max Fogel, Licensed Clinical Psychologist, Ph.D., University of Iowa, Senior Medical Research Scientist, Eastern Pennsylvania Psychiatric Institute, Associate Professor in Psychiatry, University of Pennsylvania; Dr. Stanley Abrams, psychologist and medical doctor known for his work with the Kaiser Foundation, his research in polygraphy and his book, The Legal Basis of Polygraphy, have made the assessment what it is today.

Created in 1967, the published assessment was first utilized in conjunction with other known tests. Later, Dr. Moore directed assessments of people to compile construct validation. The instrument was then updated and again revalidated in 1972 at a cost of tens of thousands of dollars.

The Achiever has been validated using the following three forms of validity:

CONSTRUCT: refers to the extent to which dimensions with similar names on different tests relate to one another. Two things that correlate highly are not necessarily identical, but do provide reassurance that they are related and are a "construct" or part of the makeup (like honesty, dependability, sociability, etc.) of an individual as related to actual job performance. The aptitudes and dimensions of The Achiever have been correlated to the MMPI and 16PF, two highly respected instruments, to verify the constructs measured by The Achiever and provide Construct Validity.

CRITERION: occurs when test data on applicants and/or employees is studied to determine if there are direct correlations between the test data and job performance. The Achiever was validated through the criterion approach using test data from individuals from a variety of backgrounds and in many different occupations. The Achiever Criterion Validation study produced results demonstrating strong correlations with job performance and confirmed that The Achiever is a valid predictor of job performance.

CONCURRENT: is a form of Criterion validity and is an approach whereby employees are rated on their performance and their test scores are compared to their performance ratings to determine correlations between the test scores and job performance. The Achiever benchmarking process is a form of concurrent validity.

Legality of Testing