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
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:
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
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
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