Testing and Assessment, Judgement and Bias, Examination Issues

Question 1

Griggs v. Duke Power Company (1971) *

Answer 1

If test scores are to to be used to guide decisions on employment, placement, or promotion, those tests must be demonstrably reasonable measures of job performance.

Aka.: The use of testing must directly relate to the thing the court wants assessed (the job), not the person in the abstract.

1) An employer is prohibited by the Title VII Civil Rights Act to require a high school education or passing of a standardized general intelligence test as a condition of employment when: a) neither standard is shown to be significantly related to successful job performance or b) operating under such requirements disqualifies certain groups of individuals (e.g., Blacks) at a higher rate.

Question 2

Hall v. Florida (2014) *

Answer 2

It IS a violation of the Constitution to rely upon a strict IQ score in determining intellectual disability for the purposes of death penalty proceedings

Question 3

U.S. v. Greer (1998)

Answer 3

Federal sentencing guidelines providing for a two-level increase in offense level if a defendant willfully obstructs the administration of justice. It may be applied to a defendant who feigns incompetence in an effort to delay/avoid trial and punishment. Enhancement may be applied even if there is a history of psychological problems and personality disorder if they feign MI to delay/avoid trial and punishment.