1. Welcome to the Validation Wizard Tutorial - Part 2 -
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Copyright © Biddle Consulting Group, Inc. All rights reserved.

2. The following information is offered to CritiCall User’s Group members as part of their membership

3. This is a “Screen Shot” of the Candidate Program
If the Validation Wizard is turned “on” when a test taker or job expert first enters the Candidate Program, they are greeted with this message. This prevents job applicants from accidentally taking the test with the Validation Wizard turned “on.”

4. What happens during the Validation Wizard Process?
When the Validation Wizard is turned on, your Job Experts take each test module in the AutoTest Code just as a job applicant would
However, unlike applicant testing, at the end of each test module the Job Experts are asked to respond to a series of questions to determine if the test is job related for your organization

5. What questions are asked by the Validation Wizard?
The next series of slides are actual “screen shots” of the six Validation Wizard steps that appear after a Job Expert completes each test module

6. Job Expert uses pull-down menus to indicate their
Step 1
Job Expert uses pull-down
menus to indicate their
race and gender
Your Job Experts have the option to choose the “Decline to Answer” option from the race and gender pull-down menus if they wish

7. Race and gender information helps you to support the fairness of your validation process if it should ever be challenged
To help insure fairness, we strongly recommend your using a racially and gender diverse group of Job Experts, if that is possible

8. related experience here
Step 1
The number the Job Expert enters should be the total number of years he or she has held, supervised, trained, and/or instructed the targeted job classification
Job Expert enters
number of years of
related experience here

9. Note: During the actual Validation Wizard process, Job Experts cannot go on the to next step until all of the questions in the previous step have been addressed

10. The knowledge, skill, or ability that this test was designed to measure is shown to the Job Expert here in Step 2
Step 2
Expert indicates if this skill is needed to perform the job for which the candidate will be tested
Expert indicates if the skill is needed at the time of entry into the job (prior to training)
Expert explains why or why not the skill is needed to perform the job
Expert indicates the importance of using this skill on the job

11. The Job Expert selects his or her choice when responding to multiple-choice items
Fill-in-the-blank information is entered by the Job Expert using the keyboard

12. Step 3
In Step 3 the Expert indicates the most important task on the job that requires this skill or ability
Then the Job Expert indicates the importance and frequency of the task he or she just entered

13. Step 4
In Step 4 the Expert then is asked to indicate the second most important task on the job that requires this skill or ability
The Expert must also indicate the importance and frequency of the second task he or she just entered

14. In Step 5, Job Expert first indicates the difficulty of the test compared to the difficulty of the job
Step 5
Note: A test used for selection purposes should not be harder than the job it is testing for
% (Number only)
% (Number only)

15. Step 5
In Step 5 the Job Expert is also informed of the score he or she achieved on this test 82
% (Number only) 78
% (Number only)
The Expert then indicates the score a minimally qualified applicant should obtain on this test in order to pass it to be considered for hiring

16. During Step 5 the Job Expert indicates the cutoff score that they believe a minimally qualified applicant should score in order to pass this test and be considered for hiring in the blank space provided
Note: Read the CritiCall Administrator’s Manual, or view the “Understanding Your CritiCall Validation Report” training tutorial or the “Setting Cutoff Scores” tutorial, for more information about cutoff scores
If the Job Expert puts a suggested cutoff score that is higher than the score that the expert achieved on the test, an explanation must be made why this was done (see next slide).

17. If the Job Experts puts a cutoff score that is higher than he or she scored on the test, they must justify that higher cutoff score in the field that will automatically appear 82
% (Number only) 85
% (Number only)
Job Expert only needs to fills
in this space if the cutoff they
suggest is higher than the score
they achieved on the test.

18. During Step 6 the Job Expert must indicate if a person’s ability to perform better than some minimum level would reflect an difference in that employee's overall job performance
The last step…

19. Based on the Job Expert’s responses in Step 6, CritiCall automatically determines if applicants can be justifiably ranked (1st, 2nd, 3rd, and so on) according to their score on the test, instead of just “passed” or “failed,” and indicates this in the Validation Report
According to the federal Guidelines, you can rank applicants based on their test scores only if doing better than the minimum on the tasks associated with the test would make a difference in the person’s overall job performance

20. Your job experts should read this document before they use the Validation Wizard
The next two slides indicates how to print a copy of this document from the CritiCall Administrator’s Program

21. The instructions to job experts can be opened from the “Supporting Documents” link from the Administrator’s Program

22. Once the supporting documents section is open, click on the “Instructions to Subject Matter Experts validating CritiCall tests” link and then print the document

23. Then print our and review your Validation Report
After all of your Job Experts have used the Validation Wizard, be sure to turn the Validation Wizard “off”
Also, be sure it is turned off whenever CritiCall is being taken for non-validation reasons
Then print our and review your Validation Report
See the “Understanding your CritiCall Validation Report” training tutorial to help you better understand your Validation Report and how to select appropriate suggested cutoff scores
The Validation Report can be used as evidence of non-discrimination in the event of litigation or a government audit

24. We hope this presentation has been helpful!
Please call CritiCall at with your comments and/or suggestions about this presentation,
or write to us at
Biddle Consulting Group, Inc.
193 Blue Ravine Road, Suite 270
Folsom, CA 95630